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.

From navigating remote work accommodations to dealing with restrictive covenants and state law compliance for remote teams, today's workplace presents new legal challenges.

The New York State Senate just passed the No Severance Ultimatums Act, a groundbreaking bill that would set new statewide standards for severance agreements, extending protections well beyond federal law.

Even well-meaning interview questions can land you in legal hot water. Questions like "Where do you live?" or "How many kids do you have?" might seem innocent—but they’re actually off-limits under employment laws.

The new year brings key changes for New Jersey employers! From pay transparency laws to remote worker guidance, and new data protection regulations, staying compliant is more important than ever.

From enhanced protections for freelance workers to paid prenatal and lactation leave, New York is rolling out significant workplace changes. Employers must also prepare for the Clean Slate Act and expanded discrimination protections under the Equal Rights Amendment. Plus, NYC’s Workers’ Bill of Rights is now in effect!