Employment

Under New York law, your pay stub must include gross wages, deductions, net wages, hours worked (for non-exempt employees), rate of pay, and the pay period dates.

Yes, you can sue for unpaid wages in New York and may recover unpaid wages, liquidated damages up to 100%, interest, and attorney’s fees.

In New York, your employer must pay your final wages by the next regular payday after termination — or within 72 hours if you were fired or laid off without notice. If you quit with at least 72 hours’ notice, wages are due on your last day.

New York's minimum wage varies by region and employer size, ranging from $15.00 to $16.50 per hour as of 2024. It is higher in New York City, Long Island, and Westchester County than in the rest of the state.

Yes, most non-exempt workers in New York are entitled to overtime pay of 1.5 times their regular rate for hours worked over 40 in a workweek — and over 44 hours for domestic workers.

In New York, if your workday spans more than 10 hours (from first to last hour worked), you’re entitled to an extra $1.00 per hour for each hour in that spread — unless you already earn at least $1.00 more per hour than the minimum wage.

Yes, if you're a worker injured while performing construction, demolition, or repair work at an elevation in New York, you are likely protected by the Scaffold Law (Labor Law § 240(1)).

Yes, Labor Law § 241(6) requires contractors and owners to provide reasonable and adequate protection and safety for workers at construction sites.

Yes, a property owner in New York can be held liable for a construction worker’s injury if they exercised control over the work or violated specific safety statutes like Labor Law §§ 240(1), 241(6), or 200.

Sexual harassment under New York State law includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects employment, interferes with work performance, or creates a hostile work environment.

You must file a discrimination claim with the New York State Division of Human Rights (DHR) within one year of the alleged discriminatory act.

Yes, New York law restricts employers and housing providers from discriminating based on criminal history, with strict limits on when and how they may consider convictions.

Yes, you can recover damages for age discrimination in New York under state and federal law, including back pay, emotional distress damages, and in some cases, punitive damages.

In New York, it is generally illegal for your employer to fire you for reporting illegal activity — this is protected whistleblowing under state law.

New York’s expanded whistleblower law (effective Jan. 26, 2022) broadens protections to cover more workers, prohibits retaliation for reporting violations of law or threats to public health/safety, and allows lawsuits for damages and reinstatement.

No, your employer cannot legally retaliate against you for filing a discrimination complaint in New York. Both state and federal law strictly prohibit retaliation.

Yes, your employer must provide at least 90 days’ written notice before a mass layoff in New York, unless an exception applies.

Yes, most workers in New York have a right to paid sick leave under the New York State Paid Sick Leave Law, which took full effect on September 30, 2020.

In New York, employers must provide reasonable accommodations for pregnancy-related conditions unless it would cause undue hardship — including bathroom breaks, seating, schedule changes, and temporary transfer to less strenuous work.

Yes, your employer can ask you to sign a non-compete agreement in New York, but it must meet strict legal requirements to be enforceable — including being necessary to protect legitimate business interests and not overly broad in time, geography, or scope.

Yes, New York is an at-will employment state, meaning employers can fire most employees for any reason—or no reason—unless it violates a law, contract, or public policy.

Yes, most employees in New York are eligible for workers’ compensation if injured at work, regardless of fault, as long as the injury arises out of and in the course of employment.

Generally, no—you cannot sue your employer separately for a work-related injury if you receive workers’ compensation in New York, because the Workers’ Compensation Law provides the exclusive remedy.