Employment Law Updates For 2025
As the new year approaches, employers should be aware of their updated obligations for 2025 at the federal, state, and local levels.
With the new administration, there additionally may be shifts in enforcement policies and priorities at the federal level. We are closely monitoring these developments and will keep track of any changes. While state and local laws may impose stricter requirements than federal regulations, employers cannot ignore the federal requirements.
At the state and local level, there are several changes employers must keep in mind as we enter the new year:
Minimum Wage
Starting January 1, 2025, the hourly minimum wage for employees in New York City, Westchester, and Long Island will increase from $16 to $16.50. For employees in the rest of New York State, the minimum wage will increase from $15 to $15.50.
The hourly minimum wage for employees in New Jersey will increase by $0.36 to $15.49.
Overtime Exemption Thresholds
Starting January 1, 2025, employees in New York City, Long Island, and Westchester may qualify for exemption from overtime pay under the executive or administrative exemptions only if their weekly salary is at least $1,237.50, or $64,530 annually. This is up from $1,200 per week, or $62,400 annually, in 2023.
For employees in the rest of New York State, the executive and administrative overtime exemption threshold will increase to $1,161.65 per week or $60,405.80 annually. This is up from $1,124.20 per week, or $58,458.40 annually, in 2023.
New Jersey does not have state specific overtime exemption thresholds but employers there should continue to monitor updates at the federal level.
Paid Prenatal Leave for New York Employees
Starting January 1, 2025, New York employers are required to provide twenty (20) hours of paid prenatal leave for pregnant employees to receive healthcare related to their pregnancy.
Anti-Workplace Violence Policy for New York Retail Employees
Beginning March 4, 2025, New York retail employers, with at least 10 retail employees, will be required to implement a written anti-workplace violence policy and training.
COVID-19 Sick Leave
The New York State COVID-19 Emergency Leave law will expire as of July 31, 2025. The law provides additional paid leave for isolation or quarantine of persons diagnosed with COVID-19. The CDC no longer recommends five days of isolation or quarantine, reducing the amount of time that must be provided under the law through July 31st.
Pay Transparency for New Jersey Employers
Effective mid-2025, covered employers in New Jersey will be required to (1) disclose compensation ranges and benefits for job openings and (2) make efforts to promote internal candidates, when possible.
