New York has always been at the forefront of employee rights and labor laws, and 2025 has been no different.
Here are all the 2025 compliance updates for New York that employers in the state should be aware of:
2025 Compliance Updates for New York
New York employers should be aware of the following laws, which either have been updated for or go into effect in 2025:
- Minimum Wage Updates
- Overtime Exempt Salary Threshold
- Paid Prenatal Leave
- COVID-19 Paid Sick Leave
- New York Paid Family Leave
- New York Retail Worker Safety Act
Additionally, there were two labor law updates that took place late / in the second half of 2024 that are worth noting as well:
- Paid Lactation Breaks
- New York Clean Slate Act
Minimum Wage Updates
For 2025, the New York Minimum Wage has increased in all areas of the state by 50 cents as of January 1st, 2025.
As such, in areas outside New York City, Long Island County, and Westchester County, the current 2025 New York State Minimum Wage is $15.50 per hour.
All other areas are subject to a minimum wage rate of $16.50 per hour.
Additionally, rates have increased for fast food workers, tipped service workers, and tipped food service workers.
Overtime Exempt Salary Threshold Update
While a recent federal court ruling rolled back recent updates to the FLSA overtime salary exemption requirements, New York employers need not concern themselves since the state has its own overtime salary exemption requirements.
As of January 1st, 2025, the New York State Exempt Salary Threshold for areas outside of New York City, Nassau, Suffolk, and Westchester counties is $60,405.80 annually ($1,161.65 weekly).
For all other areas, the New York State Exempt Salary Threshold is $64,350 annually (approximately $1,237.50 weekly).
New York Paid Prenatal Leave
As of January 1st, 2025, New York became the first state to enact required paid time off for prenatal leave. Specifically, the law requires paid time off for prenatal care or any medical care related to pregnancy and is an extension of New York State Paid Sick Leave.
New York State Paid Prenatal Leave applies to any privately-employed pregnant New Yorker.
The law grants said employees an additional 20 hours of paid sick leave for prenatal care in addition to their existing sick leave.
This update was part of the New York State Budget Bill for 2025.
Sunsetting COVID-19 Paid Sick Leave
Also as a result of the New York State Budget Bill for 2025, the New York COVID-19 Paid Leave will end on July 31, 2025.
As such employers will no longer be required to provide COVID pay to employees. Employees will also no longer be able to apply for COVID-19 Paid Family Leave if someone’s isolation period extends beyond the allotted number of COVID-19 pay days provided by an employer.
Employers should note, however, that in the case of a more serious diagnosis of COVID-19, employees may still be eligible for leave under the Federal Family and Medical Leave Act (FMLA).
New York Paid Family Leave
Each year the Department of Financial Services sets the employee contribution rate for New York Paid Family Leave.
This contribution rate is based on the New York Statewide Average Weekly Wage (SAWW), which is determined each year on March 31st. For 2025, the Statewide Average Weekly Wage for Paid Family Leave is $1,757.19.
As such, the employee contribution rate for 2025 is 0.388% of an employee’s gross wages. The maximum annual contribution for 2025 is $354.53.
New York Retail Worker Safety Act
Part of Assembly Bill A8947C, the New York Retail Worker Safety Act is a new law requiring retail worker employers, with at least ten retail employees, to develop and implement programs to prevent workplace violence. These programs are referred to as Workplace Violence Prevention Policies.
Policy requirements include:
- A list of factors or situations in the workplace that may place retail employees at risk of workplace violence
- Methods for preventing incidents of workplace violence
- Federal and State statutory provisions for violence against retail workers
- Resources for victims of workplace violence
- A statement that local laws may also apply
- A statement detailing that adverse action against an employee for complaining about workplace violence or the presence of factors or situations that could put employees at risk, or for taking part in legal proceedings regarding workplace violence is not allowed
In addition to the policy, the law also requires that the employer administers training to employees. The state will have a model workplace violence prevention training program for employers to use.
This law goes into effect on March 3rd, 2025.
Additionally, on January 1st, 2027 an additional update to this law will go into effect, requiring employers with 500 or more retail employees nationwide to install panic buttons to contact law enforcement throughout all workplaces.
Recent 2024 Updates
Employers should also note the following recent updates that took place in 2024, and are still fairly new to the state compliance requirements.
Paid Lactation Breaks
Originally, New York's Breast Milk Expression in the Workplace Law required employers to provide reasonable unpaid break time or allow employees to use any existing paid break time or meal period time to express breast milk.
However, as of June 19th, 2024, employers must now provide up to 30 minutes of paid lactation breaks for an employee to express breast milk, in addition to any other regularly paid break times.
Employers should familiarize themselves with New York State Lactation Accommodation Requirements, as well as figure out ways to support breastfeeding employees in the workplace.
New York Clean Slate Act
As of November 16th, 2024, the New York Clean Slate Act went into effect, which is a state law aimed at increasing employment opportunities for individuals with criminal convictions.
Under this law, certain criminal records shall become sealed automatically after a required waiting period that is dependent on the offense (misdemeanor or felony).
However, the law has some exceptions for certain offenses, which may not become sealed. These include:
- Those with pending criminal charges
- Those who are required to register as a sex offender
- Those who received a life sentence
- Those who have been convicted of a class A felony such as murder
Also important to note, is that sealed records may still be accessed for certain necessary and / or relevant purposes.
New York Compliance Services
Navigating HR responsibilities such as minimum wage, overtime, sick leave, and more, can prove challenging for many organizations.
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Included with our available New York HR Services, employers can take advantage of our various New York Compliance Services that can help ensure that organizations like yours stay ahead of regulatory requirements
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