"January for employers means training (if you didn't get it done in December) and handbook updates. This year, with ramped up enforcement by New York agencies at both levels that will only proliferate with a new mayor and City Council speaker who have both announced a focus on worker protection, it is more important than ever that employers know the latest rules. Here are a few things they need to be on top of for 2026."
"Exempt Employees Throughout New York, employees who make a certain minimum amount of salary may be exempt from overtime if their duties include executive, managerial, or administrative duties that have been interpreted to include the power to hire and fire. That salary threshold is changing. For New York City, Long Island, and Westchester, the new annual wage must be at least $66,300 per year; for the rest of New York it must be at least $62,353.20."
New York minimum wages increase on Jan. 1, 2026 to $17 per hour in New York City, Suffolk, Nassau, and Westchester, and $16 per hour elsewhere. Exempt-employee salary thresholds rise to $66,300 annually for New York City, Long Island, and Westchester, and $62,353.20 elsewhere, affecting overtime eligibility. Employers who pay minimum wage, exempt salaries, or give raises must reissue wage notices under the Wage Theft Prevention Act. New York City employers must provide 32 additional unpaid hours annually that do not roll over and are available only after paid time off. Effective Feb. 22, 2026, temporary schedule change obligations end and leave reasons expand amid intensified agency enforcement.
Read at www.amny.com
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