- require additional unpaid leave;
- expand the reasons for which paid and unpaid sick and safe time can be used; and
- reduce employer obligations under the Temporary Schedule
New York
New York Restricts Employers’ Use of Credit History in Employment Decisions
By Davis+Gilbert PERKS on
New York State Employers:
Beginning April 18, 2026, New York State will limit employers’ ability to use credit history in making employment decisions.
Amendments to New York State’s Fair Credit Reporting Act extend protections that are similar to those already in place under New York City’s Stop Credit Discrimination in Employment Act. Under the amendments…
States and Cities Raise Minimum Wage Rates Effective January 2026
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- New York – Minimum wage increased on New Year’s Day to $17 per hour in New York City, Long Island, and Westchester, and $16 per hour in the rest of the state. Beginning next year,
New York Enacts the Trapped at Work Act Banning Stay‑or‑Pay Provisions
By Davis+Gilbert PERKS on
New York Employers
Last Friday December 19, 2025, Governor Hochul signed the “Trapped At Work Act” into effect, banning employment promissory notes and similar “stay or pay” clauses that require workers to repay money if they leave a job early, including repayment for training costs.
The law applies broadly to most workers and employers, but…
New York City Enacts Pay Data Reporting and Pay Equity Requirements
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Attention NYC Employers: Last week, pay data reporting and pay equity audit mandates went into effect in New York City following the City Council’s override of Mayor Adams’ veto of the legislation.
Here is what you need to know:
Pay Data Reporting
Employers with 200 or more employees in New York City will be required…
Courts Split on Employer Discipline for Employees’ Off‑Duty Social Media Speech
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- In a recent California decision, a court allowed a case to proceed to a jury in which a Muslim employee claimed he was unlawfully fired after posting on social media in support of Palestine in connection with the Israeli-Palestine conflict.
- In a recent
New York Court Broadens Application of the Ending Forced Arbitration of Sexual Assault Act
By Davis+Gilbert PERKS on
New York employers:
Another federal judge in New York has held that a pre-dispute arbitration agreement is not enforceable as to THE ENTIRE dispute, where even PART of the dispute involves allegations of sexual harassment (which cannot be compelled to arbitration).
As a reminder, under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment…
New York City Amends Earned Safe and Sick Time Act Scheduling Requirements
By Davis+Gilbert PERKS on
New York City Employers:
Further to our post from yesterday, NYC amended the Earned Safe and Sick Time Act (ESSTA), and the changes become effective on February 22, 2026. The amendment will reduce employer obligations under the City’s Temporary Scheduling Change Act (TSCA).
The TSCA previously required employers to grant employee requests for temporary changes…
NYC Expands Sick Leave and Safe‑Time Entitlements
By Davis+Gilbert PERKS on
NYC employers: Sick leave law obligations have been expanded once again.
Under existing law, New York City employers were already required to provide paid sick leave, specifically 56 hours for employers with 100+ employees and 40 hours for employers with fewer than 100 employees.
Under a recently enacted bill, which takes effect February 22, 2026…
NYC Considers Annual Pay and Demographic Reporting Requirement for Employers
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NYC Employers:
NYC may soon require employers to annually report pay and demographic data. This comes on the heels of New York’s requirement that employers disclose salary ranges on job postings, signaling greater attention to salary transparency, equity, and accessibility.
On October 9, 2025, the New York City Council passed a pair of bills which…