If you run a business in New York (or manage people here), it helps to think of compliance in three layers: Federal rules (like union rights under the National Labor Relations Act) New York State rules (New York State employment law) City rules (especially New York City employment laws, which can add extra requirements) This guide summarizes the most common “must-know” topics—plus a few new labor law changes in NYC that employers keep running into. The “must-have” policy stack for New York workplaces 1) Paid sick leave and safe leave New York State requires paid sick leave amounts that depend on employer size (commonly up to 40 or 56 hours per year, with additional rules for smaller employers based on revenue). New York City’s Paid Safe and Sick Leave Law has its own coverage details and enforcement, including hourly amounts by employer size. What your policy should clearly say: How leave is earned (accrual vs. frontload) How employees request leave Whether documentation is requi...
An OSHA issue rarely arrives on a convenient day. It shows up when your team is already busy—an unannounced inspection, an employee complaint, a jobsite incident, or a letter that demands action. For employers, the risk isn’t only the safety topic itself. It’s the business disruption, the documentation scramble, and the management time it takes to respond correctly while keeping operations moving. That’s why an OSHA attorney for business in New York becomes most important early, before a concern turns into a costly, time-consuming problem. Many employer-focused firms emphasize counseling and preventive problem-solving because they reduce management risk and are often the most cost-effective way to address regulated workplace challenges. If you operate in Manhattan, the need can be even more urgent. Multiple employers in one building, tight schedules, limited space, and shared responsibilities can complicate OSHA matters fast, making an OSHA attorney for business Manhattan...