New Year, New Laws in New York

January 30, 2024

New Year, New Laws in New York


As New York and New York City ring in a new year, they also ring in a slate of new laws that take effect in 2024. First, in New York State, the Clean Slate Act takes effect as of November 16, 2024, which requires records of certain past criminal convictions to be sealed. Second, effective January 1, 2024, is the New York State Department of Labor (“NYSDOL”)’s increased salary thresholds, which offer employees additional overtime, minimum wage and wage payment protections. Third, New York’s pay transparency law, effective September 17, 2023, requires disclosure of maximum and minimum salary for in advertisements for jobs.


For New York City, the worker’s bill of rights has new notice and positing requirements that are effective March 1, 2024. Second, effective March 20, 2024, employees gain a private right of action in court for violations of New York City’s Earned Safe and Sick Time Act. These laws are described in detail below.

 

Clean Slate Act Effective November 16, 2024

 

On November 16, 2023, New York Governor Kathy Hochul (“Hochul”) signed into law A1029C, also known as the “Clean Slate Act.” The law, becoming effective November 16th of this year, will require records of certain past criminal convictions to be sealed. Eligible misdemeanors convictions will be sealed for at least three years following release from incarceration, or in the case of no incarceration, from the imposition of a sentence for the misdemeanor. Eligible felony convictions will be sealed for at least eight years following an individual’s incarceration or imposition of a sentence. Consistent with the Fair Credit Reporting Act (“FCRA”), the Clean Slate Act will require employers to provide individuals for whom background checks are conducted with 1) a copy of the individual's criminal history report, 2) a copy of Article 23-A of the New York Correction Law, and 3) notice of the right to seek correction of any erroneous information contained in the record. In contrast to the FCRA, the Clean Slate Act requires employers to provide these materials regardless of whether the employer intends to take adverse action based on criminal history. Sealed criminal convictions will generally not be accessible in a background check except where relevant and necessary (i.e. if the check is conducted when hiring individuals to work with vulnerable populations). Sealed records not provided in response to an employer’s request for criminal history may not be introduced as evidence of negligence in hiring and employers acting reasonably and in good faith may not have a duty to investigate whether convictions have been sealed under law.

 

NYSDOL Salary Threshold Effective January 1, 2024

 

On December 27, 2023, the NYSDOL adopted proposed regulations to increase the salary threshold for minimum wage and overtime exemptions under the New York Labor Law (“NYLL”). Effective January 1, 2024, the new salary thresholds for the executive and administrative exemptions for overtime are $1,200 per week for New York City, Westchester and Long Island and 1,124.20 per week for the rest of the state. New York does not have a professional exemption to overtime, so individuals covered by this exemption will continue to be subject to the professional exemption under the Fair Labor Standards Act (“FLSA”).


Further, on September 15, 2023, Hochul signed into law S5572/A6796, amending the NYLL to increase the threshold for exemption from wage payment protections, including the method and frequency of wage payments. Effective March 13, 2024, the earning requirements for protection under the NYLL will increase to $1,300 per week, up from the current threshold of $900 per week, making more employees subject to wage payment protections under the NYLL.

 

Pay Transparency Regulations set to Publish this Year.

 

Effective September 17, 2023, employers with four or more employees became required to disclose the maximum and minimum annual salary or hourly wage ranges in advertisements for jobs, promotions and transfers(including electronic job postings). The requirements apply to jobs physically performed in the state or by out-of-state workers who report to a supervisor or office within New York state. However, NYSDOL has not issued final rules for these pay transparency regulations, and employers should be on the lookout for these rules this year.

 

New York City Workers’ Bill of Rights Imposes New Notice and Posting Requirements.

 

As of November 2023, the New York City Council passed Int. No. 569-B, amending the Administrative Code of the City of New York to require employers to distribute and post a Workers’ Bill of Rights notice in the workplace. The Bill of Rights will be published by March 1, 2024 which will 1) provide information about rights under relevant federal, state and local law that apply to employees, prospective employees or independent contractors, 2) indicate which rights apply to workers regardless of immigration status and 3) include information about the right to organize a union. By July 1, 2024, employers will be required to provide this Bill of Rights to their employees, conspicuously post the Bill and make it available to all employees online and in any language that is spoken by at least 5% of their employees.

 

New York City Employees to Gain Private Right of Action for Violations of NYC’s Earned Safe and Sick Time Act.

 

On January 20, 2024, New York City enacted Int. 563-A, which provides individuals with a right to file a civil action in court for violations of New York City’s Earned Safe and Sick Time Act (“ESSTA”). Currently, individuals asserting such an action can only file with the New York City Department of Consumer and Worker Protection. Effective March 20, 2024, individuals will have two years from the date they knew or should have know of the alleged violation of the ESSTA to commence a civil action in court. The ESSTA requires employes to provide leave to employees working in New York City for the care and treatment of themselves or a family member and to seek legal and social services assistance or take other safety measures if the employee or family member may be the victim of any act or threat of domestic violence or unwanted sexual contact, stalking or human trafficking.  

 

If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Client Update: Supreme Court Ends Nationwide Injunctions—What Employers Need to Know

July 25, 2025
On June 27, 2025, the U.S. Supreme Court ruled in Trump v. CASA that federal district courts cannot block executive orders for the entire country. The Court held that such broad injunctions exceed the authority Congress granted under the Judiciary Act of 1789. Courts may now only stop enforcement for the parties in the case—not for everyone else. What Happened in the Case President Trump issued Executive Order 14160 in early 2025. It denies birthright citizenship to children born in the U.S. if neither parent is a citizen or lawful permanent resident. Multiple lawsuits followed. Three federal courts blocked the order nationwide. The Supreme Court disagreed. It sent the case back and told the lower courts to revise the injunctions to cover only the named plaintiffs. The Court did not decide whether the order itself violates the Constitution. It ruled only on how far a court’s injunction can reach. Why It Matters to Employers The ruling affects how quickly and widely federal courts can stop controversial policies, especially during fast-changing political cycles. Employers have often relied on national injunctions to pause new mandates on wages, workplace safety, pay transparency, and non-compete agreements. This decision limits that option. The Court said nothing about injunctions under the Administrative Procedure Act, which governs agency rules. But the opinion raises doubts about whether even those can continue on a nationwide scale. Justice Kavanaugh suggested they might, but the Court left that question for another day. What This Means for You No nationwide protection unless you sue If your business is not part of the case, you likely cannot rely on someone else’s win. You must litigate directly to get relief. Rules may take effect in one state and not another A federal court in Texas may block a rule, while a court in New York upholds it. National companies may face conflicting rules and inconsistent enforcement. Trade groups cannot shield you Even if your industry association wins an injunction, it may apply only to their members or to the parties named in the lawsuit. Older rulings may now shrink Past national injunctions—on vaccine mandates, non-compete bans, overtime rules, or joint-employer standards—could be challenged or narrowed based on this ruling. More class actions are likely Some plaintiffs may now push for class certification to restore broader relief. Employers could face more complex litigation as a result. Next Steps for Employers Identify any current or past rules your business has relied on that are being blocked nationwide. Confirm whether you were covered by name or just assumed you were protected. Reassess your risk exposure for pending federal actions under OSHA, the EEOC, the DOL, or the NLRB. Monitor APA-based injunctions to see whether courts continue to grant broad relief under that statute. Consider joining strategic litigation early if new executive orders or agency rules would harm your operations. You cannot assume another company’s lawsuit will protect you. The Court narrowed that path. To block a federal mandate, you may now need to act alone—or join the fight directly. Michael P. Lewis is an attorney at The Royal Law Firm with experience advising clients through the litigation process. Michael helps employers resolve workplace challenges with focus, precision, and judgment. He counsels and defends businesses across Massachusetts and Connecticut, handling matters involving discrimination, harassment, retaliation, wage and hour claims, restrictive covenants, and breach of contract. His practice includes litigation in state and federal courts and before administrative agencies. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

The Royal Law Firm recently welcomed Michael P. Lewis to its team!

July 14, 2025
Welcome Michael!