For Employers in New York, NYC, New Jersey & Nationwide
From new privacy protections to expanded leave laws and mandatory wage updates, 2024 brought big changes and 2025 is set to take things even further. If you're running a business or leading HR, now’s the time to make sure you’re not caught off guard.
We’ve rounded up the most important workplace laws already in effect this year & last, plus the ones you need to prep for across New York, New Jersey, and the federal landscape.
Let’s break it down!
Effective as of March 12, 2024
If you are a New York employer, you can no longer ask your employees (or job applicants) to provide access, usernames, or login credentials to their personal social media accounts.
What this means for you:
Update job application forms, interview scripts, and employee handbooks to remove any requests or language that could violate this privacy protection.
Clean Slate Act - New York
Effective November 16, 2024
Certain criminal convictions are now automatically sealed after a defined period (3 years after sentences for misdemeanors and 8 years for felonies) and employers are legally prohibited from considering them in hiring decisions.
What this means for you:
Update your background check process and ensure hiring managers understand what can (and can’t) be reviewed.
Lactation Room Policy Posting - New York City
Effective May 8, 2024
Local Law 109 states New York City employers must publicly post a written lactation room policy. This is in addition to the New York State law requiring paid lactation breaks and a private space.
What this means for you:
Print and display the NYC model policy in your break rooms and ensure your team is trained on lactation accommodation procedures.
Workers' Bill of Rights Poster - New York City
Effective July 1, 2024
Also known as, “Know Your Rights at Work” poster, NYC employers must display a multilingual Workers’ Bill of Rights poster and distribute it to all employees. This includes critical information about wages, discrimination laws, and health/safety protections.
What this means for you:
Download the Know Your Rights at Work poster and include it in new hire packets and visible workplace areas.
Pregnant Workers Fairness Act (PWFA) - Federal
Effective June 18, 2024
You now have to provide reasonable accommodations for pregnancy, childbirth, and related conditions. This is even if your employee is not technically disabled.
What this means for you:
Update your accommodation policy, train managers, and document requests carefully
Paid Prenatal Leave - New York
Effective January 1, 2025
Private employers must provide an additional 20 hours of paid leave for prenatal medical visits. This should be in addition to their existing sick leave and must be available from the first day of employment.
What this means for you:
Make sure your PTO policies and time-tracking systems are updated to reflect this benefit.
Workers' Comp for Mental Health - New York
Effective January 1, 2025
Employees can now file workers' compensation claims for mental health conditions caused by extraordinary work-related stress. There does not need to be physical injury. It’s a good reason to consider letting your employees use PTO for mental health days!
What this means for you: HR teams should know how to handle claims and consider reviewing your internal mental health support practices.
Minimum Wage & Exemption Thresholds - State by State Basis
Effective January 1, 2025
What this means for you:
Re-evaluate exempt vs. non-exempt status across your team and ensure all salaries meet or exceed minimum wage thresholds.
Pay Transparency - New Jersey
Effective June 1, 2025
Job ads in New Jersey must include salary ranges and a general description of benefits. Internal promotions also need to be posted so employees know what opportunities are available to them.
What this means for you:
Start standardizing job descriptions and documenting your pay bands now. Transparency is coming!
HR teams and business owners already wear too many hats. You shouldn’t have to stress over whether your job descriptions meet the latest state law or if your payroll system is tracking new thresholds correctly.
That’s where Megapay comes in!
We help you stay ahead with tools for payroll, tracking leave tracking, and even the day to day HR stuff with our fractional HR service.
No scrambling. No last-minute policy rewrites. Just peace of mind.
👉 Interested in how we can help? Let’s talk.