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New York State Labor Law Postings
Required employer postings under NY State and NYC law. All covered employers must display these notices in a conspicuous location accessible to all employees.
Updated 2025
10 Required Postings
AAR Treasury Staffing
Employer Obligation: NY law requires these notices to be posted at every worksite in English and in the language of the majority of employees if not English. Failure to post may result in fines. Download official posters free at labor.ny.gov.
Minimum Wage
NY Labor Law § 652 · NY Department of Labor
REQUIRED
Eff. January 1, 2025NYC & Long Island / Westchester
$17.00 per hour
Remainder of New York State
$15.50 per hour
Tipped Food Service Workers (NYC)
$14.00/hr + tips (min $17.00 total)
Tipped Service Employees (NYC)
$11.35/hr + tips (min $17.00 total)
Employers must pay at least the applicable minimum wage. This rate is subject to annual increases.
Overtime & Hours of Work
NY Labor Law § 160 / 29 U.S.C. § 207 · NY Department of Labor / FLSA
REQUIRED
Eff. OngoingOvertime Rate
1.5× regular rate for all hours over 40/week
Daily Overtime
Not required under NY law
Spread-of-Hours
1 extra hour at minimum wage if workday spans > 10 hours
Rest Periods
Mercantile: 30-min meal break if shift > 6 hours; Factory: 60-min break
All non-exempt employees are entitled to overtime pay. Misclassification of employees as exempt is a violation.
Wage Theft Prevention Act (WTPA)
NY Labor Law § 195 · NY Department of Labor
REQUIRED
Eff. April 9, 2011 (as amended)Wage Notice
Required at hire & upon any change in wage rate
Pay Stub
Must be provided each payday with specific itemizations
Record Keeping
Employer must retain payroll records for 6 years
Penalty
$50/day per employee for notice violations, up to $5,000
Employers must notify employees of pay rates, pay basis, regular payday, and employer contact information in the employee's primary language.
Workers' Compensation
NY Workers' Compensation Law § 10 · NY Workers' Compensation Board
REQUIRED
Eff. OngoingCoverage Requirement
All employers with 1+ employees must carry coverage
Benefits
2/3 of average weekly wage, up to $1,145.43/week (2025)
Injury Reporting
Employer must report within 10 days of learning of injury
Penalty for Non-Coverage
Misdemeanor → $2,000/10 days; Felony for repeat offense
Employees injured on the job are entitled to workers' compensation benefits. Retaliation against an employee for filing a claim is unlawful.
NY Paid Family Leave (PFL)
NY Workers' Compensation Law § 200-242 · NY Workers' Compensation Board
REQUIRED
Eff. January 1, 2018 (updated annually)2025 Leave Duration
Up to 12 weeks of job-protected leave
2025 Benefit Rate
67% of employee's avg weekly wage (max $1,177.32/week)
Employee Contribution
0.373% of gross wages, max $333.25/year
Qualifying Events
Bonding with newborn/adopted child, family health condition, military deployment
Eligible employees may take paid, job-protected leave. Employers cannot retaliate. Coverage funded entirely by employee payroll deduction.
NY State Disability Insurance (SDI)
NY Workers' Compensation Law § 200 · NY Workers' Compensation Board
REQUIRED
Eff. OngoingCoverage
Non-occupational illness or injury preventing work
Benefit
50% of average weekly wage, max $170/week, up to 26 weeks
Employee Contribution
0.5% of weekly wages, max $0.60/week
Waiting Period
7-day waiting period before benefits begin
Disability benefits are separate from Workers' Compensation and cover off-the-job disabilities. Employer must post notice of coverage.
Human Rights Law — No Discrimination
NY Executive Law § 296 / Title VII · NY Division of Human Rights / EEOC
REQUIRED
Eff. OngoingProtected Classes
Age, race, creed, color, national origin, sex, sexual orientation, gender identity, disability, marital status, familial status, prior arrest/conviction
Applies To
Hiring, firing, pay, promotions, assignments, training
Harassment
Sexual harassment and hostile work environment are prohibited
Filing a Complaint
dhr.ny.gov or eeoc.gov within 3 years (NY) / 300 days (federal)
NY law provides broader protections than federal law. Employers with 4+ employees are covered. All employees have the right to a workplace free from discrimination and harassment.
NY Paid Sick & Safe Leave
NY Labor Law § 196-b / NYC Admin. Code § 20-912 · NY Department of Labor
REQUIRED
Eff. September 30, 2020 (State); April 1, 2014 (NYC)100+ Employees
56 hours PAID sick/safe leave per year
5–99 Employees
40 hours PAID sick/safe leave per year
4 or fewer Employees (net income $1M+)
40 hours PAID leave
4 or fewer Employees (under $1M)
40 hours UNPAID leave
Leave accrues at 1 hour per 30 hours worked. Unused leave carries over. Employers cannot retaliate against employees for using or requesting sick leave.
NY HERO Act — Airborne Infectious Disease
NY Labor Law § 218-b · NY Department of Labor
REQUIRED
Eff. June 4, 2021Requirement
Employers must adopt an airborne infectious disease prevention plan
Model Plan
NY DOL model plan available at labor.ny.gov/HERO
Distribution
Plan must be distributed to all employees and posted at worksites
Retaliation
Employees cannot be retaliated against for raising health concerns
During a declared airborne infectious disease outbreak, employers may be required to activate their prevention plan.
Equal Pay / Pay Equity
NY Labor Law § 194 · NY Department of Labor
REQUIRED
Eff. October 8, 2019 (as amended)Requirement
Equal pay for substantially similar work regardless of protected class
Pay History
Employers cannot ask about prior salary history
Pay Range Transparency
Job postings must include a good-faith salary/pay range
Penalty
Back pay + liquidated damages (up to 2×) + attorney fees
NY law prohibits pay differentials based on protected class status for work requiring equal skill, effort, and responsibility.
AAR Treasury Staffing · 136 Madison Ave, Albany NY · (518) 977-0136
This document is for reference only. For official posters visit labor.ny.gov, wcb.ny.gov, and dhr.ny.gov. Consult a licensed NY employment attorney for legal advice.