Newsflash: Workers still have rights, notwithstanding the news. In the State of New York, there are both federal and state protections that are designed to protect employees from exploitation and help people advocate for themselves and others. But you can’t do it if you don’t know what those rights are.
Here’s a quick run-down of some laws that New York workers should be aware of in the upcoming year.
- Minimum Wage Increase: On January 1, 2026, minimum wage increases to $17.00 per hour in NYC, Long Island, and Westchester, and $16.00 per hour for the rest of the state. There are variations for certain industries.
- Paid Prenatal Leave Law: Requires employers to provide 20 hours of paid leave per year for prenatal healthcare services, effective January 1, 2025.
- Retail Worker Safety Act: Established new rules for workplace violence prevention specifically for retail settings, effective June 2, 2025.
- Fashion Workers Act: Regulates model management companies and provides enhanced protections for fashion models, including pay practices and workplace safety, effective June 19, 2025.
- Trapped at Work Act: Prohibits employers from enforcing “stay or pay” agreements, which require workers to pay back training costs if they leave before a specified time, effective December 19, 2025.
- Increased Salary Threshold for Exempt Employees: The minimum salary threshold for employees to be exempt from overtime pay increased to $1,237.50 per week, with further increases planned for 2026.
- Paid Sick Leave Law Amendments: Amendments to existing paid sick leave laws were adopted requiring employers to provide clearer policies and recordkeeping practices.
- Temporary Schedule Change Law: Passed in August 2025, this law allows employees to request temporary schedule changes for specific qualifying events.
- Cannabis Regulation in the Workplace: Amendments to workplace policies concerning cannabis use were made, clarifying employees’ rights in relation to cannabis use and disciplinary actions.
- Employee Privacy Protections: New guidelines were issued regarding surveillance and monitoring in the workplace, emphasizing transparency and employee consent.
In addition to the above, don’t forget the old stand-bys that are still protecting New York workers:
- Minimum Wage & Overtime: If workers put in over 40 hours in a week, they are entitled to overtime pay at 1.5 times their regular rate.
- Paid Family Leave: New York’s Paid Family Leave allows employees to take *paid* time off to bond with a new child or care for a sick relative.
- Anti-Discrimination Laws: The New York State Human Rights Law prohibits discrimination based on race, color, national origin, sex (including LGBTQIA+), disability, age, marital status, citizenship, domestic violence survival, and several other characteristics.
- Workplace Safety: Under New York State Labor Law, workers have the right to a safe workplace. This means employers are supposed to provide the necessary safety equipment and training to keep employees healthy and secure while they work.
- Meal and Rest Breaks: If employees in most industries work a shift of more than 6 hours, they are entitled to at least a 30-minute unpaid meal break. Workers in industrial settings are entitled to more frequent breaks. This is a New York, not Federal, law, and there are some variations for particular industries. Ask your union rep or attorney.
- Unemployment Insurance: If workers lose their jobs through no fault of their own, they may qualify for unemployment benefits. The amount they can receive is based on their previous earnings during a statutory base period.
- Union Rights: Workers have the right to organize, promote, or support labor unions. They have the right to join a union and engage in collective bargaining to pursue better wages and working conditions. It is illegal for employers to retaliate against employees for engaging in union activity.
Keep in mind that workplace rights are complex. Internet searches are no substitute for the personalized advice of a union representative or qualified workplace attorney. So, before making any life-changing decisions regarding your employment, seek guidance from professionals who understand the nuances of labor laws in your jurisdiction.
Stand up, stay informed, and be ready to fight for what you deserve in 2026. We’re right here with you.
