Work Labor Law For Salaried Employees In Queens
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FAQ
As a result of the new minimum wage, the state is increasing the minimum salary requirement for the executive and administrative exemptions to $1,237.50 per week on January 1, 2025 in New York City and Nassau, Suffolk, and Westchester counties.
Yes. New York is an 'at-will' employment State. Without a contract restricting termination, generally an employer has the right to discharge an employee at any time for any, or no, reason, providing it is not an act of illegal retaliation or discrimination (see below).
You may also call the Task Force hotline at 1-888-469-7365. Reports may remain anonymous.
While New York City employment laws primarily protect workers within the city's limits, there are situations where out-of-state workers can also be covered. Factors such as the employer's location, the nature of the work, and specific contract agreements all play a role in determining whether NYC laws apply.
New York City's Labor Law 200, applying to laborers such as construction workers, describes the duty of employers and construction site owners “to protect the health and safety of employees” by assuring them of “reasonable and adequate protection” for any type of work they have been hired to perform.
The Department of Labor helps collect wages owed to workers who have not received the minimum wage, once they file a claim with us. Labor Standards investigates and endeavors to collect on claims for: Unpaid wages. Withheld wages. Illegal deductions.
New York City and Nassau, Suffolk, and Westchester Counties Salary Minimums to Be Exempt from Overtime Effective DateStandard Salary Level January 1st, 2024 $1,200.00 per week ($62,400 per year) January 1st, 2025 $1,237.50 per week ($64,350 per year) January 1st, 2026 $1,275.00 per week ($66,300 per year)
Employers in New York State must provide all employees time off for meals, after working a certain number of hours. In general, employers must provide at least 30 minutes of unpaid time off if an employee works more than 6 hours.
Effective July 1, 2024, the salary threshold will increase to the equivalent of an annual salary of $43,888 and increase to $58,656 on Jan. 1, 2025. The July 1 increase updates the present annual salary threshold of $35,568 based on the methodology used by the prior administration in the 2019 overtime rule update.
