Significant amendments to the New York City Earned Safe and Sick Time Act (ESSTA) have officially taken effect. These updates broaden employee entitlements and introduce new administrative requirements for any employer with staff operating within the five boroughs. The New 32-Hour Unpaid Bank In addition to existing paid safe and sick leave (40 or 56…
Both federally and in New York State, legislators and Departments of Labor have pushed for laws removing or limiting the use of non-competes to restrict employees from working in their field of choice after exiting employment. While New York Courts have already limited an employer’s ability to create “unreasonable” restrictions, the state has yet to…
In late 2025, New York enacted the Trapped at Work Act, which restricts an employer’s ability to require repayment of sign-up bonuses, relocation allowances, tuition and education payments (often called “stay-or-pay” provisions). The 2026 Amendments: Following significant feedback from the business community regarding the law’s unintended consequences, the Legislature passed Chapter Amendments in January 2026….
Maintaining compliance with wage and hour laws is essential for all New York employers. As of January 1, 2026, the final phase of the state’s scheduled minimum wage increases has taken effect: NYC, Long Island, and Westchester Counties: $17.00 per hour. Remainder of the State: $16.00 per hour. Exempt Salary Thresholds A key aspect of…
The New York Fair Credit Reporting Act has been amended to significantly restrict the use of consumer credit reports in employment-related decisions. This includes hiring, promotions, setting compensation, imposing discipline and other terms of employment. Under this amendment, the law only allows employers to utilize the results of an individual’s credit history in only limited…
As we enter a new season, it’s a great time to ensure your business is prepared and up to date on its compliance requirements. Since April 2019, the NYS Annual Mandatory Harassment Training has been an essential requirement for all employers and employees. It’s a great time to check that your business has completed this…
In response to growing concerns about workplace violence, New York has passed the Retail Worker Safety Act. This new law places a significant responsibility on retail employers to proactively address and prevent incidents of violence in the workplace. The Act requires employers to develop and implement comprehensive programs designed to mitigate the risk of workplace…
The New York Workers’ Compensation Law has undergone a significant amendment regarding claims for mental injuries. Previously, claims based on work-related stress were often difficult to pursue unless the employee was an emergency responder. The law now recognizes that other employees may also experience significant mental health consequences due to extraordinary work-related stress. This change…
