Recent developments in New York State and City employment laws continue to shape the legal landscape for employers and employees alike. This client alert highlights several key employment law updates that have a wide variety of implications and ramifications for the workplace in the coming months. While not every change will apply to all employers, awareness and understanding of these laws may help employers anticipate risks, identify opportunities for improvement, and make informed decisions going forward.
Read MoreAs 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.
Read MoreAmendments passed as part of New York’s Fiscal Year 2026 budget process now limit the damages available for violation of New York Labor Law § 191(1)(a).
Read MoreAs previously reported, effective January 1, 2025, New York employers will be required to provide employees with 20 hours of Paid Prenatal Personal Leave during any 52-week period. New York State has now released guidance for employers and employees, as well as FAQs, that employers should consult as they implement the new leave requirement.
Read MoreAs of June 19, 2024, New York employers must provide 30 minutes of paid break time to employees each time an employee has a reasonable need to express breast milk at the workplace.
Read MoreThe US Department of Labor has finalized a rule which would increase the salary thresholds necessary to qualify for an exemption from minimum wage and overtime requirements under the Fair Labor Standards Act.
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