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A couple of years ago, New York passed a law that requires pay transparency in employment. While the pay transparency law doesn’t apply to all employers, it applies to most, and penalties apply when employers fail to comply. Here is an overview of what employees in New York should know about their legal rights: New York’s Pay Transparency Law Applies to Employers with Four or More Employees The first thing to know about New York’s pay transparency law is that it applies to employers with four or more employees.

If you receive an hourly wage and work more than 40 hours in a workweek, you are generally entitled to overtime pay. However, if you receive a weekly or annual salary, then New York’s overtime requirements generally don’t apply. So, what are your rights if you are supposed to be paid hourly but your employer claims to pay you a fixed salary instead?

Employees who are struggling with mental health issues have clear rights under New York law. Not only do many types of mental health issues qualify as disabilities under the New York State Human Rights Law (NYSHRL)—meaning that employees with these conditions are protected against discrimination in the workplace—but last year Governor Hochul signed a new law that provides additional rights to employees with qualifying health conditions as well. How New York Law Protects Employees Who Are Coping with Mental Health Issues Understanding your legal rights as an employee is important regardless of your physical or mental health.