New York State Labor and Employment Laws Going into Effect in 2023

January 3, 2023

New York State Labor and Employment Laws Going into Effect in 2023

There are several new laws or changes to New York State regulations going into effect in 2023 that will affect small businesses. Below is a brief list of some of the new laws or changes. For more information, please read JD Supra’s “Developments in Employment Law as We Head Into 2023”. Please note that the information provided in this article should not be considered formal legal advice and that it is good practice to consult with a labor attorney licensed in your state with any questions or concerns related to employment law. Paid COVID Vaccination Leave Time (A.9513/S.8529) Extends the state’s COVID vaccine paid leave (employers must provide employees up to four hours of paid leave to receive a COVID vaccine) until December 31, 2023. Effective: June 28, 2022 New York State Sexual Harassment Hotline (A.2035-B/S.812-B) Establishes a statewide toll-free confidential workplace sexual harassment hotline to provide pro-bono counsel and assistance. All employers regardless of size will be required to provide information about the hotline to employees. Effective: July 14, 2022 Workplace Document Requirements (A.7595/S.6805) Requires workplace posters and any other documents required to physically be posted at a worksite to be made available electronically to employees. Effective: December 16, 2022 Minimum Wage Increase (12 NYCRR 142, 12 NYCRR 146) Increases the minimum wage, outside of New York City, Long Island and Westchester, to $14.20 an hour. Effective: December 31, 2022 Expanded Paid Family Leave (S.2928-A/A.6098-A) Expands New York’s Paid Family Leave law to include the care of siblings with a serious health condition. Effective: January 1, 2023 Protection Against Lawful Absences from Work (A.8092-B/S.1958-A) Prohibits employers from punishing employees for legally protected absences pursuant to federal, local, or state law. Effective: February 19, 2023 Breastfeeding in the Workplace (S.4844-B/A.1236-A) Requires employers to provide private pumping locations with appropriate seating and access to running water. Employers also will be required to develop and implement a written policy regarding breastfeeding rights in the workplace. Effective: June 7, 2023 Compensation Transparency (S.9427-A/A.10477) Requires employers (outside of New York City) with four or more employees to disclose compensation ranges and job descriptions when posting new positions, promotions, or transfer opportunities. Effective: September 17, 2023

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