New York Legal Developments
As of December 2025
Upcoming Developments
Minimum Wage Increases. Effective January 1, 2026, the minimum wage rates in New York will increase as follows:
- Long Island, New York City and Westchester (elsewhere in NY is reflected in parentheses)
- 2025 – $16.50/hour ($15.50/hour)
- 2026 – $17.00/hour ($16.00/hour)
Overtime Exemption Salary Threshold Increases. Effective January 1, 2026, the following salary thresholds for the “executive” and “administrative” exemptions will take effect:
- Long Island, New York City and Westchester
- 2025 – $1,237.50/week ($64,350.00 per year)
- 2026 – $1,275.00/week ($66,300.00 per year)
- Elsewhere in New York
- 2025 – $1,161.65/week ($60,405.80 per year)
- 2026 – $1,199.10/week ($62,353.20 per year)
Paid Family Leave Contribution Rate Increase. Effective January 1, 2026, the contribution rate will be 0.432% of an employee’s gross wages per pay period, for a maximum annual contribution of $411.91. This contribution rate reflects an increase from the 0.388% rate in 2025.
- The maximum weekly benefit amount will be $1,228.53 per week. This amount represents 67% of the NYSAWW for 2026, which the Department set at $1,833.63. The 2026 benefit represents an increase from the 2025 benefit of $1,177.32 per week.
Amendments to the New York City Earned Safe and Sick Time Act (ESSTA) and Temporary Schedule Act (TSCA). Effective February 22, 2026, amendments to the ESSTA and TSCA expand employee rights and increase employers’ safe and sick compliance obligations but scale back employers’ obligations relating to temporary schedule changes.
- The Earned Sick and Safe Time Act has been expanded to (i) formally codify the paid prenatal leave requirements into the local law, (ii) provide for additional unpaid time (32 hours), and (iii) permit more reasons for use of time.
- The Temporary Schedule Change Act has been scaled back to remove most affirmative employer obligations other than to respond to an employee’s query about whether it is a grant or denial of the request or proposing an alternative option.
Trapped at Work Act. On June 12, 2025, New York passed the Trapped at Work Act. If signed by Governor Hochul, the law will prohibit the use of promissory notes requiring workers to repay amounts to employers if they leave their jobs before a specific period.
In Case You Missed It
New York City’s Expanded Minimum Pay Protections for App-Based Delivery Workers.
- On September 10, 2025, the New York City Council voted to override Mayor Adam’s vetoes and enacted the bills with respect to app-based delivery workers. Namely, the new legislation expands the hourly minimum wage for grocery delivery workers to $21.44 and will continue to be adjusted annually for inflation.
Prenatal Leave
- Effective July 2, 2025, NYC’s Earned Safe and Sick Time Act incorporates and enhances state prenatal leave protections.
- A new “Notice of Employee Rights” has been issued, which includes a reference to paid prenatal leave.
Jury Duty Pay
- Effective June 8, 2025, the payment for jury service is $72 per day.
- Employers with more than ten employees must pay at least $72 per day for the first three days of jury service.
This material is provided for informational purposes only. For additional information, please contact SHRM LI Legislative Committee Chair, Melissa Pascualini.