How Have Labor Laws Changed in New York?

This Labor Day, New Yorkers have more to celebrate than ever. The year 2025 marks a watershed moment for workers rights, with a wave of transformative legislation taking effect across the city and state. These new labor laws represent a fundamental recalibration of the employer-employee relationship, shifting power back to the workforce.

Built on pillars of economic security, employee well-being, and workplace safety, these changes are setting a new national standard. From a higher minimum wage and the nation’s first Paid Prenatal Leave law to the landmark Retail Worker Safety Act, these victories are central to defending workers rights. This overview explains these crucial updates.

Bolstering Economic Security: Wage & Hour Reforms

The legislative changes of 2025 directly address economic disparity by implementing robust reforms to ensure fair compensation and combat wage discrimination.

A Higher Minimum Wage and Future-Proofing Pay

Effective January 1, 2025, the minimum wage for workers in New York City, Long Island, and Westchester County increased to $16.50 per hour, while the rate for the rest of the state rose to $15.50 per hour. More importantly, this is part of a multi-year plan that, starting in 2027, will automatically index the minimum wage to inflation. This crucial change ensures that wages for the lowest-paid workers will keep pace with the cost of living.

The recent labor laws also provide greater stability for tipped workers. For example, tipped food service workers in NYC now have a minimum cash wage of $11.00 per hour, with a maximum tip credit of $5.50.

Closing Overtime Loopholes

A major victory for workers is the increased salary threshold for overtime exemption. As of January 1, 2025, an employee in NYC must earn at least $1,237.50 per week ($64,350 annually) to be classified as an “exempt” executive or administrative professional and be ineligible for overtime pay.

This change confronts the common practice of misclassifying lower-paid salaried employees as “managers” to avoid paying overtime—which yes, is a form of wage discrimination! The new, higher threshold means thousands more workers are now legally entitled to time-and-a-half for hours worked beyond 40 per week, strengthening New York pay discrimination laws.

Fighting Back Against Wage Theft

New legislation addresses the chronic problem of collecting stolen wages after a favorable judgment. The New York State Department of Labor (NYSDOL) now has enhanced authority to seize an employer’s assets and place liens on their property to satisfy an unpaid wage theft judgment. These “quasi-sheriff” powers give the agency real teeth, turning paper victories into tangible financial recovery for workers and sending a clear message that wage theft will not be tolerated.

Prioritizing Worker Well-being: Landmark Expansions in Paid Leave

New York has established itself as a national leader in supporting working families. A suite of new labor laws expands paid leave, recognizing that a stable workforce shouldn’t have to choose between a paycheck and caring for loved ones.

Enhanced Protections in NYC

Laws in New York City especially offer even stronger protections. As of July 2, 2025, the city’s Earned Safe and Sick Time Act, ESSTA, requires NYC employers to also provide a written paid prenatal leave policy and inform employees of their used and remaining leave balance on each pay stub. This layered system of governance makes consulting a New York employment lawyer essential to understand your full scope of rights.

Paid Lactation Breaks

Effective May 8, 2025, New York City’s existing lactation law-which requires that employers provide a ‘lactation room’, reasonable time to express breast milk, and a written lactation policy when employees being employment.

• Provide 30 minutes of paid break time to express breast milk, and permit employees to use existing paid break time or meal time for time in excess of 30 minutes to express breast milk. Prior to the amendment, an employer was only required to provide “reasonable” break time for an employee under existing law, and the break time was not required to be paid.
• Conspicuously post the company’s written policy regarding a lactation room at the employer’s place of business in an area accessible to employees–and electronically on the employer’s intranet, if one exists. This is in addition to the existing requirement to provide the policy to employees when they begin employment.

Increasing Paid Prenatal Leave

Effective January 1, 2025 due to the Paid Prenatal Leave law, or PPL, employers are required to provide employees 20 hours of prenatal personal leave during any 52-week calendar period. It is to be provided on top of any other existing leave for New York employees. The sick leave may be taken for services such as: physical examinations, procedures, monitoring and testing discussions with health care providers related to pregnancy status. New York law does not state that employees must work to a certain amount of hours or performance in order to be considered eligible for prenatal leave.

Governor Kathy Hochul championed the policy to ensure no one is “forced to choose between a paycheck and a check-up”. This law is a vital public health initiative, as paid leave is proven to improve maternal and infant health outcomes, especially for low-wage workers.

A Stronger Safety Net for Families

The commitment to worker well-being extends further. The maximum weekly benefit under New York’s Paid Family Leave Law increased in 2025 to $1,177.32, providing more substantial wage replacement for those caring for a new child or a seriously ill family member. Additionally, employers must now provide up to 30 minutes of paid break time for nursing mothers to express breast milk, removing a financial penalty for new mothers returning to work.

Fortifying the Workplace: New Mandates for Safety and Dignity

The recent labor laws of 2025 broaden the definition of a “safe” workplace, addressing modern threats like violence, ergonomic injuries, and psychological harm.

The Retail Worker Safety Act

Passed in response to a crisis of harassment and violence against retail workers, this Act took full effect on June 2, 2025. It places a clear legal duty on retail employers with 10 or more employees to create a safer environment. Key mandates include:

• Workplace Violence Prevention Policy: Employers must adopt a written policy to prevent workplace violence, either by creating their own or using a model from the NYSDOL.
• Mandatory Interactive Training: All employees must receive interactive training on de-escalation, emergency procedures, and active shooter drills. Training is required annually for employers with 50+ employees and every two years for smaller employers.
• Silent Response Buttons: By January 1, 2027, large retailers (500+ employees statewide) must provide workers with a silent button to summon immediate internal assistance in an emergency.

This law requires employers to proactively assess risks and implement concrete, preventative strategies.

New York State Fashion Workers Act

NYS Labor Law, Article 36 establishes new responsibilities and requirements for management companies, model management groups and clients, and establishes new workplace protections for models.

• June 19, 2025: Management companies, groups and clients must comply with all responsibilities and prohibited actions listed in the law, except those relating to registration. Some examples of the responsibilities are listed below:

• • • Act in the best interest of the models they represent. They must also act in good faith, and with honesty and integrity, in their dealings with the models they represent.
    • Use due diligence to ensure that any work secured through the model management company does not put models at an unreasonable risk of danger.
    • Establish a company policy that addresses abuse, harassment, and any other inappropriate behavior towards models. This policy must meet, or exceed, current protections under the law. This policy must be shared in writing with all models represented by the model management company. It can be shared electronically or in print form.
    • Use best efforts to secure paid work for represented models.
    • Ensure that modelling work that requires nudity or other sexually explicit material does not violate Section 52-c of NYS Civil Rights Law.
• December 21, 2025: Model management companies and groups must register with the New York State Department of Labor and comply with any registration-related requirements.

New Safeguards for Warehouse and Other Physical Jobs

Recognizing the intense physical demands of the logistics industry, the Warehouse Worker Protection Act was amended to create the Warehouse Worker Injury Reduction Program. This law targets the high rates of musculoskeletal injuries common in quota-driven environments. Covered employers must now implement comprehensive injury reduction programs, including professional ergonomic evaluations and employee training, acknowledging that the “pace of work” itself can be a primary cause of injury.

Workers’ Compensation for Mental Injury

In a monumental development, New York law now recognizes the full spectrum of workplace harm. As of January 1, 2025, the state’s workers’ compensation law allows employees to file claims for mental injury caused by “extraordinary work-related stress”. This change validates that severe psychological harm from a hostile or harassing work environment is a legitimate, compensable workplace injury. For New York discrimination lawyers, this provides a powerful new tool for securing justice for clients who have suffered from toxic work environments.

Defending These Wins and Empowering New York’s Workforce

Labor Day 2025 is a moment for celebration. The progress codified in these NYC and New York State employment laws provides a powerful new toolkit for every worker. From fairer paychecks and family support to safer workplaces, New York has taken a bold leap forward.

However, a right on paper is only as strong as a worker’s ability to enforce it. Not all employers will comply with these new labor laws. If your paycheck doesn’t reflect the new minimum wage, if you’re denied overtime or paid leave, or if your employer fails to implement new safety mandates, your rights are being violated.

Call Us

This is where expert legal guidance is indispensable. At Filippatos PLLC, our team of dedicated New York employment lawyers is on the front lines, defending workers rights every day. We understand the nuances of state and city regulations and are committed to holding employers accountable. If you believe your rights have been violated, please give us a call at 888-9-JOBLAW for a free consultation. We will do our utmost to help secure you the justice you deserve.