New York Wage Adjustments for 2026
As employers prepare to ring in 2026, they should be aware of upcoming increases to the minimum salaries that executive and administrative employees must be paid in order to maintain their exempt status under New York law. These increases, along with increases to the minimum wage, take effect on January 1, 2026.
To qualify as exempt from New York minimum wage and overtime pay requirements under the executive and administrative exemptions, an employee must meet the relevant duties test for the exemption and be paid at least the minimum salary threshold on a salary basis. New York and federal law also recognize an exemption for “professional” employees who satisfy the associated duties test; however, the professional exemption does not have a minimum salary threshold under New York law.
Currently, executive and administrative employees in New York City, Long Island, and Westchester County must be paid at least $1,237.50 per week ($64,350 per year) to qualify for the exemptions. For the remainder of New York state, the current rate is $1,161.65 per week ($60,405.80 per year). Effective January 1, 2026, these rates will increase to $1,275.00 per week ($66,300 per year) for employees in New York City, Long Island, and Westchester and $1,199.10 per week ($62,353.20 per year) for the remainder of the state.
These increases are the result of regulations adopted by the New York State Department of Labor in 2023, which established annual increases to the state minimum salary thresholds for the executive and administrative exemptions through 2026.
The salary threshold for the executive, administrative, and professional exemptions under federal law remains $684 per week ($35,568 per year).
Finally, the minimum wage in New York will also be increasing from $16.50 to $17 per hour for New York City, Long Island, and Westchester and from $15.50 to $16 per hour for the remainder of the state. In 2027, the minimum wage will be set to increase as determined by the New York Department of Labor based on changes to consumer price index information.
Employers with questions about these updates, exemption classifications, or other wage and hour requirements should contact Kate Townley at ktownley@fglawllc.com or any other attorney at the Firm.
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