New York State has introduced several key employment law changes in 2025, impacting areas such as paid leave, to workplace safety and wage thresholds. Employers should take note of these updates to stay compliant and support their workforce effectively. 

Paid Prenatal Leave

Effective January 1, 2025, New York mandates that private-sector employers provide employees with up to 20 hours of paid prenatal leave annually. This leave is designated for pregnancy-related medical appointments and is distinct from existing paid sick leave entitlements. Employees are eligible immediately upon hire, and employers are prohibited from requesting medical documentation for this leave. 

Minimum Wage and Exempt Salary Thresholds

As of January 1, 2025, the minimum wage increased to $16.50 per hour in New York City, Long Island, and Westchester County, and to $15.50 per hour in the rest of the state. 

The salary thresholds for exempt employees also rose: 

• $1,237.50 per week ($64,350 annually) in NYC, Long Island, and Westchester 
• $1,161.65 per week ($60,405.80 annually) in the rest of the state 

Retail Worker Safety Act

Starting June 2, 2025, retail employers in New York State are required to implement workplace violence prevention policies and training programs under the Retail Worker Safety Act. Employers with 10 or more employees must adopt a workplace violence prevention policy, which can be an internal version or the model policy provided by the New York State Department of Labor. 

Equal Rights Amendment

Effective January 1, 2025, New York’s constitution was amended to expand protections against discrimination. The Equal Rights Amendment prohibits discrimination based on ethnicity, national origin, age, disability, sex, sexual orientation, gender identity, gender expression, pregnancy, pregnancy outcomes, and reproductive healthcare decisions. 

Next Steps for Employers

New York’s 2025 employment law updates emphasize fairness, equity, and safety in the workplace. Employers should take steps now to ensure that their internal policies and procedures are aligned with these new requirements. Partnering with an experienced HR and payroll provider, like Journey Payroll & HR, can make adapting to these changes seamless and stress-free.