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.

Beginning April 18, 2026, New York State will ban most employment-related credit checks, expanding New York City’s longstanding law statewide. Employers must avoid requesting or using consumer credit history, including third-party vendor reports, or risk civil liability, damages, and penalties. Review hiring policies, job postings, and interview practices now to ensure compliance.

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.

Becoming a parent in New York means navigating multiple parental leave laws, including FMLA, Paid Family Leave, Paid Sick Leave, and Paid Prenatal Leave. This guide breaks down eligibility, employer coverage, paid versus unpaid leave, job protection, and benefits—helping New York employees and employers understand their rights and obligations when welcoming a new child.

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.

On March 4, 2025, the New York State Senate passed the groundbreaking “No Severance Ultimatums Act” (S.372)—a game-changer for employees statewide.  If enacted, compliance will be immediate, and non-compliant agreements will be void and unenforceable.

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!

New employment laws are rolling out in New York and New Jersey that will impact businesses and employees alike. Here's a quick rundown. Employers, now is the time to review policies, update payroll systems, and ensure compliance.

Starting January 1, 2025, ALL New York workers can file Workers' Compensation claims for mental injuries caused by extraordinary work-related stress—a right previously limited to first responders. This expansion has major implications for both employees and employers, especially when it comes to navigating discrimination claims linked to mental health.

Starting January 1, 2025, there’s a new requirement on your to-do list: Paid Prenatal Personal Leave (PPPL). All employers will need to provide pregnant employees with 20 hours of paid leave for physical exams, medical procedures, and more. This is in addition to paid sick and safe leave.