New York State Human Rights Law

New York State lawmakers had a busy 2023 and have ushered in many new measures that will take effect throughout 2024. As New York employers look toward the new year, they should keep the following key dates in mind:

  • January 1, 2024 – The minimum wage rate in New York will increase to $16/hour in New York City, Nassau, Suffolk, and Westchester Counties and $15/hour in the rest of the state. Additionally, this will cause an increase to the exempt salary threshold for administrative and executive employees — to $1,200/week or $62,400/year in New York City, Nassau, Suffolk, and Westchester Counties and $1,124.20/week or $58,458.40/year in the rest of the state.
  • February 15, 2024 – The statute of limitations for filing administrative claims of unlawful discrimination under the New York State Human Rights Law extends from one year to three years (running from the date of the alleged unlawful discriminatory practice). Claims of sexual harassment are already subject to this three-year limitations period.

Continue Reading New year, new laws: Key compliance dates for New York employers

Today is the third in a five-part blog series on New York’s sweeping changes to the legal landscape for Empire State employers. In prior posts, we covered limitations on the use of nondisclosure provisions in settlement and separation agreements and the new standards for litigating and defending harassment claims. Today, we will cover the expansion of New York’s equal pay law.

As part of New York’s overhaul of its existing anti-discrimination laws, legislators have expanded the scope of the state’s Equal Pay Act (N.Y. Labor Law § 194) to encompass all classes and characteristics protected by the New York State Human Rights Law. In addition, the new law lowers the standard of proof needed to establish pay discrimination. These changes will take effect 90 days after Governor Cuomo signs the legislation, which he is expected to do.

By way of background, federal and New York State law have, for decades, prohibited pay differentials between employees of the opposite sex who perform equal work. In 2015, New York amended its Equal Pay Act to limit an employer’s defenses against equal pay claims. The State also increased the amount of liquidated damages available to a prevailing plaintiff-employee in an equal pay lawsuit.Continue Reading New York Lawmakers Upend the Employment Law Landscape…Again (Part 3)