As the end of the year is approaching, it is important to remind New York State employers and employees of changes to the laws that may impact their obligations and rights.
If you employ people in New York City and/or Long Island (Nassau and Suffolk Counties), think of 2026 as a two-stop compliance year (so far):
- January 1, 2026 for changes in pay in New York State; and
- February 22, 2026 when New York City leave rules expand
Here’s what’s changing and what to do next.
January 1, 2026
There are no further distinctions between New York City and Long Island minimum wage rates for non-exempt employees, which will increase on January 1, 2026 to $17.00 per hour. Also, minimum salaries for exempt employees will increase in these areas to $1,275 per week.
As a new year approaches, it is always important to ensure that employees are being classified correctly so it is a good time to conduct a self-audit (or one with counsel) to avoid wage claims by ensuring that: (a) employees meet the duties and salary tests to qualify for exemptions; and (b) independent contractors are not subject to a level of control that may qualify them as an employee.
February 22, 2026 (New York City only)
If you have even one employee working in New York City, you must be aware of and provide your employees with leave/accommodations under the Earned Safe and Sick Time Act (“ESSTA”) and Temporary Schedule Change Act (“TSCA”).
Under the ESSTA, in addition to the forty (40) hours of paid sick leave are entitled to under the law, there are now amendments to expand the law to providing an additional thirty-two (32) hours of unpaid safe/sick time each year. Notably, the ESSTA also broadened the reasons employees can use leave, which now covers additional safety-related situations and certain “public disaster” disruptions, among other categories.
To the extent there is some relief to employers in New York City, it scaled back parts of the TSCA in shifting the focus towards how employers respond to temporary schedule change requests rather than maintaining a broader set for requirements.
With the upcoming changes, which are just touched upon above and require a more in-depth understanding, it is important to update policies and pay practices to stay in compliance. For questions as an employer or employee in New York, please contact the Law Offices of Yale Pollack, P.C. at (516) 634-6340 or ypollack@yalepollacklaw.com
Keeping track of compliance deadlines early can prevent wage disputes and other workplace issues later on. For readers interested in understanding how employment and workplace rights are handled in different jurisdictions, resources such as also provide useful context on labour law frameworks and employee protections.