Settling into the new year, employers should be aware of several
recent updates to New York state and city law. Specifically, in the
past few months, New York has seen new laws, amendments, and
regulations concerning (1) stay-or-pay provisions, (2) disparate
impact claims, (3) safe and sick time, (4) executive and
administrative exemptions and minimum wage laws and (5) pay data
transparency. This column addresses each of these updates and
relevant considerations for employers.
Stay-or-Pay Provisions
On Dec. 19, 2025, New York Governor Kathy Hochul signed the
Trapped at Work Act (New York Labor Law §§
1050–1055). Although the law became effective immediately,
its effective date has since been delayed by a year by an
amendment, signed by Governor Hochul on Feb. 13, 2026.
