Compliance Stuff

Real World Impact : 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. Much of the City’s rules will merely duplicate the requirements already mandated by State law. However, employers should be aware that the City’s version will impose some additional responsibilities. New Reporting Obligations: Unlike the State’s PPL requirements, the City’s rules will require employers to furnish specific written payroll disclosures to their employees. Specifically, for each pay period that an employee uses PPL, the employer will need to inform the employee on either (a) a pay stub or (b) a separate written document, of two things: (1) the amount of PPL used during that pay period; and (2) the total remaining balance of PPL available for use out of the twenty hours allotted per 52...

  Employers in New York State and New York City face unique challenges given all the new workplace laws that are passed each year – and 2024 was no different. Indeed, multiple bills were enacted in the past year that will raise the workplace compliance stakes for the year ahead. Let’s take a closer look at the key laws that took effect in 2024 or are set to take effect in 2025, as well as new legislation that may be on the horizon. Minimum Wage and Other Compensation Laws Minimum wage increases -   New York State’s minimum wage increase d   from $16 to $16.50 for workers in New York City, Long Island, and Westchester. The minimum wage for the rest of the state increased to $15.50. These increases took effect on January 1. Minimum wage will continue to increase incrementally over the next few years, reaching $17 per hour in certain parts of the state by January 1, 2026 . Thereafter, increases will automatically be tied to inflation using the Consumer Price Index. Cash wag...

  Employers in the Empire State face several significant changes in 2025. These legal developments impact everything from sick leave to minimum wage.  Here are the key takeaways for employers.     Paid Prenatal Leave In  April 2024 , New York became the first state to require private employers to provide paid prenatal leave to employees.  Effective January 1, 2025, employers must provide 20 hours of paid prenatal leave every year. Under the law, employees can take leave for “health care services received by an employee during their pregnancy or related to such pregnancy, including physical examinations, medical procedures, monitoring and testing, and discussions with a health care provider related to pregnancy.” Paid prenatal leave is a separate obligation from sick leave, which is already required by state and local law.   These benefits are available immediately upon hire. The leave can be taken in hourly increments and are paid at th...

  The New York State Department of Labor (NYDOL) has issued informal guidance regarding the Paid Prenatal Leave benefit that will be available to New York employees beginning January 1, 2025 .  The guidance includes   general information   about the new benefit, as well as a   Frequently Asked Questions   page.  As we  previously reported , the State’s 2025 fiscal year budget expanded the New York State Paid Sick Leave Law to include a requirement for employers to provide up to 20 hours of paid leave during any 52-week period for employees to attend prenatal appointments or obtain health care services during or related to their pregnancy.  Paid Prenatal Leave does not accrue and is available to employees immediately upon a covered need for same.  Paid Prenatal Leave may be taken in 1 hour increments. The newly issued guidance provides some additional details around the new benefit.  Some key points from the guidance are as follows: ...