New York Employment Buzz (US)

New York Employment Laws for 2024

  1. Personal Social Media Account Privacy Law
    Effective March 12, 2024, New York prohibits employers from soliciting or requiring employees or job applicants to share personal social media account details, content, or access. Employers are also barred from retaliating against employees or job applicants who refuse to share this information. Exceptions include situations where the employer provides the account for business purposes, the account is used for business purposes, or the employer is complying with a court order.

  2. Increase to Salary Threshold for Wage Payment Provisions Under Article 6 of the New York Labor Law
    As of March 13, 2024, the weekly salary threshold for employees to be exempt from Article 6 of the New York Labor Law has increased from $900 to at least $1,300 per week ($67,600 annual). Clerical and non-manual workers must be paid no less than semi-monthly, and employers must obtain written consent before paying wages by direct deposit, provide benefits or wage supplements within 30 days, and adhere to other specific requirements.

  3. New York State Freelance Isn’t Free Act
    Starting May 20, 2024, the New York State Freelance Isn’t Free Act will be enforced. This law applies to independent contractors with contracts valued at $800 or more, either in a single contract or cumulatively over a 120-day period. It requires a written agreement, maintains copies of contracts for six years, and prohibits penalties against freelance workers who exercise their rights under the Act.

  4. Worker’s Bill of Rights Notice
    Effective July 1, 2024, employers in New York City must post and distribute a Worker’s Bill of Rights notice, informing employees of their rights under federal, state, and local workplace laws. The notice must be provided in English and any other language spoken by at least 5% of the employees. Failure to meet notice and posting requirements can result in civil penalties.

Reminder
Summer is a good time for employers to ensure their policies are up to date, including any implemented at the end of 2023 or beginning of 2024. If you have any questions regarding compliance with these laws, please reach out to us. For more information, please refer to our mid-year state roundup available here.

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