New York has some of the strictest and most comprehensive employment laws in the country. While the laws offer protections for employees, it can be difficult for employers to navigate all the rules and regulations. Coupled with federal law, New York businesses are forced to comply with a long list of standards.
The New York Business Journal recently published a rundown of the top laws every employer should know. While not exhaustive, the list provides insight into what new companies and businesses looking to expand into New York can expect, and what current employers should be monitoring in order to ensure compliance with state laws.
The list focuses on five areas:
- Wage and hour
- Employee scheduling
- Paid family leave
- Independent contractors
Each of these is an important topic of consideration for both employees and employers, and we highly recommend reading the full story.
It’s important to stay on top of laws
For businesses that are already established in New York, it is important to audit or review your company’s policies to ensure that the best practices are being implemented to comply with all applicable employment laws and regulations. New York has implemented several new employment-related laws in recent years and changed others, and it is vital to keep your company’s policies up to date to avoid potential litigation.
Of course, it is also crucial for new businesses or businesses moving into the state to know the laws. Every state has different regulations, and New York has some of the strictest employment laws in the country.
Employers should also be aware of, and must comply with, all federal employment laws. Although they are generally less strict than their state law counterparts, it is important to be aware of the differences between state and federal laws and understand what is required under each.
It can be difficult to stay on top of all of the regulations, but taking the time now to ensure that your company is complying with state and federal laws can save a significant amount of time and money in the future.