New York Labor Laws (Updated for 2025)

Nov 8, 2023 | By Robert | Read Time: 6 minutes

New York state is changing labor & employment laws in 2025, continuing its commitment to worker protection and fair compensation. These updates affect wages, benefits, and workplace rights across all industries and regions.

As we enter 2025, employers and employees must understand these critical changes to ensure compliance and protect workplace rights.

This guide covers:

Updated minimum wage rates across different regions.
Expanded paid family leave and time off benefits, including new prenatal leave requirements under New York Paid Family Leave.
Changes to tip credits and meal allowances.
New uniform allowance rates.
Steps to take if your employer violates these laws.
When and how to get legal assistance.

6 Changes to New York Labor Laws Employees Should Watch Out For

1. Minimum Wage

Starting January 1, 2025, the minimum wage will be increased for all New York workers across the state.

For workers in New York City, Westchester County, and Long Island, the minimum wage will be raised from $16.00 to $16.50 per hour. These areas typically have higher minimum wages due to their higher costs of living.
In the rest of New York state, the minimum wage will increase from $15.00 to $15.50 per hour. This applies to all other counties and regions not mentioned above.

2. Paid Leave

New York is expanding several paid leave benefits in 2025, including the Family and Medical Leave Act. There are important changes that affect both employees and employers. Here’s what workers need to know.

Starting January 1, 2025, eligible employees will receive seven weeks of paid job-protected temporary caregiver leave, up from the previous six weeks. This extension gives families more time to bond with new children or care for family members with serious health conditions.
A significant addition comes through Assembly Bill A08805C, which requires private sector employers to provide pregnant employees up to 20 hours of paid leave annually for prenatal care. This time can be used for medical appointments and necessary procedures related to pregnancy. The new benefit ensures expecting mothers can receive proper medical care without sacrificing wages.
The state’s special COVID-19 paid sick leave law provisions will end on July 31, 2025. Until this effective date, employees should continue to follow current guidelines if they need to quarantine or isolate due to COVID-19.
After July 31, COVID-related absences will be handled under standard sick leave policies.

3. Tip Credit

New York state is implementing new wage rates for tipped workers in 2025, with different rates for various regions and job categories. These changes aim to ensure fair compensation while maintaining the tipped wage structure.

For tipped food service workers in New York City, Westchester, and Long Island, the minimum cash wage will increase from $10.65 to $11.00 per hour.
In other parts of the state, minimum cash wage will go up from $10.00 to $10.35 per hour. These base rates are what employers must pay before counting tips toward the full minimum wage requirement.
Overtime rates for tipped food service workers are also increasing. In NYC, Westchester, and Long Island, the overtime rate will go up from $18.65 to $19.25 per hour.
For the rest of the state, overtime rates will increase to $18.10 per hour from $17.50. This ensures tipped workers receive appropriate compensation for extra hours worked.
Home health aides play a crucial role in healthcare services and will also see wage increases. Those working in NYC, Westchester, and Long Island will earn a minimum of $19.65 per hour, up from $19.10. In other parts of the state, their minimum wage will increase to $18.65 from $18.10 per hour.

4. Paid Breaks for Milk Expression

Under New York state labor law section 206-c, all employees in New York now have the right to express breast milk at work. This applies to every workplace in New York state, whether it’s a small local business or a large corporation, public or private sector.

The law aims to support working parents by ensuring they can maintain their milk supply while continuing their employment.
Starting in 2025, employers must provide 30 minutes of paid break time specifically for breast milk expression when needed. This is a significant change as these breaks are now required to be paid time.
If an employee needs more time than the 30-minute break, they can use their regular paid breaks or meal time periods. This lactation provision extends for up to three years after childbirth, giving parents long-term support for their nursing needs.
The New York State Department of Labor has established clear guidelines for employers to set the minimum standards. Employers are encouraged to offer additional accommodations that better fit their workplace and employees’ needs.
Employers must not only provide the time, but also ensure employees are aware of their rights and have access to appropriate facilities for milk expression.

5. Meal Credit

Starting January 1, 2025, New York State is updating its meal credit rates for employers who provide meals to their employees. These rates vary based on the type of employee and represent the maximum amount employers can deduct from wages when providing meals to workers.

For food service employees, the meal credit will increase from $3.85 to $3.95 per meal. This rate applies to workers directly involved in food preparation and service, such as restaurant staff and cafeteria workers.
Service employees will see their meal credit rate increase from $4.45 to $4.60 per meal. This category includes employees who regularly receive tips, but aren’t primarily involved in food service.
For non-service employees, the meal credit will rise from $5.50 to $5.65 per meal. This applies to all other categories of workers who receive meals from their employer.
These rates apply uniformly across all counties within New York state, and employers cannot deduct more than these maximum amounts for provided qualifying meals.
Meal credits must be applied fairly and consistently, and the meals provided must be adequate and of reasonable quality to justify the deduction.

6. Uniform Allowance

Employers that require employees to clean and maintain their own uniforms must reimburse them with a uniform allowance.

New York City, Long Island & Westchester County

For employees in these areas, the new rates will be:

$20.50 per week for those working more than 30 hours (up from $19.90)
$16.25 per week for those working between 20-30 hours (up from $15.75)
$9.80 per week for those working 20 hours or less (up from $9.50)

Rest of New York state

For employees in all other regions, the rates will be:

$19.25 per week for those working more than 30 hours (up from $18.65)
$15.30 per week for those working between 20-30 hours (up from $14.80)
$9.25 per week for those working 20 hours or less (up from $8.95)

This allowance must be paid in addition to their regular wages. Employers must accurately track employees’ work hours to ensure they pay the correct allowance rate. These new rates take effect January 1, 2025.

My Employer Isn’t Complying With These Policies or Is Violating Another Law. What Should I Do?

Your employer is responsible for keeping up with employment law and ensuring that the workplace is safe and fair.

Wrongful termination, wage theft, and retaliation happen more often than workers realize. If you don’t know what to look for, it can be easy to overlook workplace wrongdoing—even when it happens to you.

If you think your employer is violating state law or not following these new policies, here’s what you should do.

Document everything. Keep detailed records of your work hours, pay stubs, any communications about wages, and instances of potential violations. Note exact dates, times, and hourly increments of any underpayment or policy violations.
Know your rights. Review your entitlement under both the Fair Labor Standards Act and New York state law. Remember that local laws may provide additional protections, and you’re always entitled to the highest minimum wage rate applicable to your region.
Raise the issue internally. First, discuss the matter with your supervisor or HR. Send a formal written complaint and keep copies. Many issues can be resolved at this stage if they’re due to a misunderstanding of the new policies.
File a formal complaint. If there’s no internal resolution, file a complaint with:

The New York State Department of Labor
The state’s Division of Human Rights (for discrimination cases)
The federal Department of Labor (for violations of federal employment law)

You are protected against retaliation for reporting violations, and you have the right to recover unpaid wages for a 52-week period prior to your complaint. Contact an employment lawyer if you need guidance on complex cases or face retaliation.

When to Contact an Employment Lawyer

An experienced employment attorney in New York who’s familiar with federal, New York state, and local labor laws is best qualified to evaluate potential workplace wrongdoing. Consider legal counsel if:

Internal complaints have not been addressed
HR or management is unresponsive
State agency complaints haven’t resolved the issue
Your employer has already involved their lawyers
Settlement offers seem unfair or unclear

Seek legal advice when dealing with:

Multiple overlapping violations
Unclear employment agreements or contracts
Complex benefit or compensation disputes
Class action potential
Cross-border or multi-state employment issues

Remember, most employment lawyers offer a free initial consultation to evaluate your case. Many work on contingency fees, which means you only pay if they win your case. Acting quickly is important because there are often strict time limits for filing employment claims.

What to Expect During a Consultation with New York Employment Lawyers

During your first meeting with a New York employment lawyer, they will:

Review your workplace documentation (pay stubs, emails, contracts)
Listen to your detailed account of events
Ask specific questions about workplace policies and practices
Discuss any attempts you’ve made to resolve the issue

Then, the lawyer will assess:

The strength of your legal claims
Potential compensation or remedies available
Relevant statutes of limitations
Whether state or federal laws apply
Evidence needed to support your case

If they take your case, you will discuss:

Fee arrangements and payment structure
Timeline for legal proceedings
Required documentation and evidence gathering
Communication preferences and protocols
Potential settlement options

You’ll receive advice about:

Documenting future workplace incidents
Communicating with your employer
Protecting yourself from retaliation
Preserving evidence and records
Immediate steps you should take or avoid

Contact a New York Employment Lawyer Today

For over two decades, Ottinger Employment Lawyers has stood by New York employees fighting for their workplace rights. Whether you’re facing wage violations under the new 2025 regulations, workplace discrimination, or other employment issues, you don’t have to handle it alone.

If you believe your workplace rights are being violated, reach out for a confidential consultation. Our experienced team will listen to your concerns, explain your options, and help you make informed decisions about the next steps.