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 New Jersey employers are aware, under the NJ Family Leave Act (NJ FLA), eligible New Jersey employees are entitled to up to 12 weeks of unpaid, job-protected leave in any 24-month period for the birth or adoption of a child, to care for a family member with a serious health condition, and to care for a child or family member during certain public health emergencies. While NJ FLA is unpaid, eligible New Jersey employees may be also eligible for up to 12 weeks of partial wage replacement from the State during certain types of NJ FLA through the New Jersey Paid Family Leave Insurance Program (NJ FLI). On January 17, 2026, former Governor Murphy enacted amendments to NJ FLA and NJ FLI expanding the number of employers and employees covered by the NJ FLA and clarifying the scope of job protection afforded to employees receiving benefits through NJ FLI. These changes go into effect on July 17, 2026.
Read MoreThe Equal Employment Opportunity Commission (EEOC) released a technical-assistance document, “Discrimination Against American Workers Is Against the Law,” emphasizing that Title VII protects American workers from national origin discrimination. While Title VII has long prohibited national origin discrimination broadly, including against Americans, this guidance is consistent with the stated priority of Andrea Lucas, Chair of the EEOC, to target Anti-American national origin bias and the steps the Trump administration has taken to increase the financial cost of procuring H-1B visas.
Read MoreAs the 2025 legislative session came to a close, the New York legislature passed Assembly Bill A584B/S4070B. The Bill entitled the “Trapped at Work Act” (the “Act”) was recently signed into law by the Governor and prohibits employers from requiring, as a condition of employment, reimbursement clauses or promissory notes that mandate repayment from employees who resign before a specified date.
Read MoreAs previously reported, amendments to the New York State Labor Relations Act (“NYSLRA”) in September expanded the law’s applicability to private sector employees who were previously explicitly excluded from the NYSLRA and have historically been subject to the federal National Labor Relations Act (“NLRA”) and the oversight of the National Labor Relations Board (“NLRB”) rather than state law. In essence, the amendments sought to expand the jurisdiction of the NYS Public Employee Relations Board (“PERB”) to cover these private sector employees. The amendments immediately faced separate legal challenges from both the NLRB and Amazon. In the Amazon case, the U.S. District Court for the Eastern District of New York (“EDNY”) has now granted a preliminary injunction enjoining PERB from enforcing the amendments.
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.
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