Since the onset of the COVID-19 pandemic, remote work quickly proliferated, and has continued in some fashion ever since. As a consequence, there has also been a proliferation of employers that have become multijurisdictional in ways they never were before. When engaging workers, employers must be mindful of nuances in employment laws in employees’ home states—even in states where an employer has no office or other connection. New York has its own employment law idiosyncrasies that employers need to consider when engaging employees who live or work in New York City or New York State. Below is a checklist of critical employment-related laws to consider.
Employers should consider reviewing certain key employment policies for compliance with New York City and State laws:
As all of these New York-specific requirements reflect, employers should examine and monitor the nuances of employment-related laws in the various jurisdictions where they operate and or employ workers. The intent here is to provide an overview of key items to consider when engaging workers in New York. Employers are encouraged to consult with legal counsel to ensure compliance with these and various other state and local requirements.