April 2026 Employment Tip: New York employers are largely prohibited from using credit checks in hiring and employment decisions. Learn key exceptions, compliance requirements, and recordkeeping obligations. Employers must update policies, avoid credit inquiries, and ensure any use falls within narrow exemptions to prevent discrimination claims and legal exposure under evolving state law.

New York’s Paid Prenatal Leave law requires employers to provide 20 hours of paid leave for prenatal care, separate from regular sick leave. Effective January 1, 2025, with NYC requiring a written policy as of July 2, 2025, all employers—including small businesses—must update policies to ensure compliance and avoid potential penalties.

Being paid on commission does not automatically make a worker an independent contractor. Courts look at the full relationship, including long-term treatment as an employee, supervision, and access to benefits like health insurance and 401(k). Misclassification risks remain high if the facts support employee status despite flexible work arrangements.

Integration clauses in employment agreements can unintentionally override prior employee agreements. Employers should carefully review applications, handbook acknowledgments, and earlier written commitments when drafting new contracts to ensure critical provisions are preserved. Failing to incorporate prior terms may eliminate protections and create legal exposure in future employment disputes or litigation.

Severance packages require careful planning to balance legal risk, employee relations, and business judgment. Learn best practices for determining when severance is appropriate, calculating defensible amounts, and communicating offers clearly. Thoughtful severance policies help employers manage risk, avoid unintended precedent, and navigate employee separations with professionalism and stability.

New York Employment Law Update 2026: Employers face minimum wage increases, higher exempt salary thresholds, expanded uniform allowances, new anti-retaliation protections, a statewide credit check ban, Trapped at Work Act changes, expanded NYC paid and unpaid safe and sick time, and new pay transparency reporting requirements. Review policies now to ensure compliance.

March 2026 Employment Tip: Proposed amendments to New York’s Trapped at Work Act may expand employer exposure. Learn about potential delays to the effective date, revised definitions, compensation and tuition repayment exceptions, and enforcement risks. New York employers should review bonus and repayment agreements and monitor legislative updates closely.

Prepare your New York business for 2026 with this employer compliance guide. Learn about minimum wage and salary threshold increases, new leave requirements, discrimination rules, Secure Choice savings, training reimbursement bans, and enforcement changes. We also review key 2025 laws now in effect and emerging proposals on non-competes, pay equity reporting, and future wage hikes.

New York State’s Trapped at Work Act limits when employers can require workers to repay advances, stipends, or reimbursements. Learn which employers are covered, what repayment agreements are prohibited, key exceptions, potential fines, and practical steps New York employers should take now to review policies and stay compliant.

Learn when employers must provide reasonable accommodations under the ADA, PWFA, PUMP Act, and Title VII. This easy guide explains employer obligations for disabilities, pregnancy, lactation, and religion, plus the steps to follow: create a policy, train staff, use the interactive process, and avoid undue hardship. Stay compliant and protect your workplace.

Effective July 2, 2025, New York City's Department of Consumer and Worker Protection will amend its implementing rules to the City's Earned Safe and Sick Time Act to include the City's own version of New York State's Paid Prenatal Leave ("PPL") obligations for employers.

The difference between an employee and an independent contractor hinges on one thing: control. And getting it wrong? That can lead to costly IRS penalties, back taxes, and legal headaches.