Lipsky Lowe's Blog For New York Employment Law, published by Lipsky Lowe LLP, focuses on employment law issues affecting workers in New York City. The blog covers topics such as sexual harassment and confidentiality agreements, workplace discrimination including religious discrimination and caregiver protections, wage and hour laws, online and remote work harassment, whistleblower protections, and the impact of artificial intelligence on hiring practices. It provides guidance on employee rights, employer obligations, legal protections under local and federal laws, and practical steps for addressing workplace issues. The blog also discusses recent legislative changes and enforcement trends relevant to NYC employees and employers.
New York Employees Gain New Rights to Access Personnel Records
Beginning November 8, 2026, New York employees will have a new legal right to access personnel records their employers maintain about them. Employers generally have 5 business days to provide…
Yes, an employer may deny remote work as a reasonable accommodation, but not simply because it prefers employees to work in the office. If you have a qualifying disability, your employer generally must evaluate whether working remotely would allow…
Yes. Anxiety and depression may qualify for a reasonable workplace accommodation if they meet the definition of a disability under applicable federal, New York State, or New York City law. Employees who need changes to help them perform the essential…
You can generally record an HR meeting in New York without telling the other participants, as long as you are personally taking part in the conversation. New York follows a one-party consent rule, meaning the consent of one participant is…
The “7-minute rule” refers to a payroll time-rounding practice that allows employers to round employee clock-in and clock-out times under limited circumstances. Contrary to popular belief, it is not a law that automatically permits employers to disregard several minutes of…
Employees in New York are now entitled to paid prenatal leave for certain pregnancy-related healthcare appointments and medical care. Effective January 1, 2025, New York became the first state to require employers to provide paid prenatal leave as a separate…
In most cases, no. Employers generally cannot discipline, fire, or otherwise retaliate against employees for lawfully using protected sick leave under New York City or New York law. While employers may enforce reasonable attendance policies, they cannot punish employees for…
Yes, in some situations an employer may require a doctor’s note for sick leave, but New York City law limits when and how employers can request medical documentation. Whether an employer can ask for a doctor’s note depends on…
Wage theft claims are often proven through payroll records, schedules, communications, and other documents showing the hours worked and wages paid. In New York City, employees may recover unpaid wages, overtime, tips, or other compensation if they can show that…
NYC wage-and-hour disputes often involve unpaid overtime, minimum wage violations, tip issues, or employee misclassification. New York City workers are protected by federal, state, and local laws that regulate how employees are paid, when wages must be provided, and what…
