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In New York, overtime is weekly, after 40 hours for most employees. On January 1, 2027, the minimum wage stays at $17.00 and $16.00.

What do New York labor laws require when you schedule and pay hourly employees, and what changes in 2027?

Verified on November 12, 2026 against New York's Labor Law, the Department of Labor's wage orders and guidance, the Governor's and the Port Authority's minimum wage pages, and New York City's own laws and notices·What changed on this page

$17.00

an hour in New York City, Long Island and Westchester on January 1, 2027, the same rate as in 202614

24hours

of consecutive rest each calendar week for watchmen in office and apartment buildings, among the workers Labor Law § 161 names2

Jan 12027

the day New York City's minimum wage for covered security guards starts, with overtime after an 8 hour day; under some existing agreements, later356

What do New York labor laws change in the schedule and the pay?

New York counts overtime by the week: 1.5 times the regular rate after 40 hours, or 44 for residential employees under the Miscellaneous Industries order78. Some rules add overtime after 8 hours a day, among them public building service contracts9 and, from January 1, 2027, or later under some existing agreements, New York City's guard schedule5106.

A shift of more than 6 hours that spans 11 a.m. to 2 p.m. gets at least 30 minutes off for a meal11.

On January 1, 2027, the state minimum wage stays $17.00 in New York City, Long Island and Westchester and $16.00 elsewhere11213. That day, New York City's covered security guards get their own minimum wage, later under some existing agreements106.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the New York State Department of Labor, New York City's Department of Consumer and Worker Protection or the City Comptroller for work in the city, or a qualified advisor.

Which dates change the rules?

  1. State minimum wage: $17.00 and $16.00

    $17.00 an hour in New York City and in Nassau, Suffolk and Westchester, $16.00 in the rest of the state41415.

  2. New York City's security guard law takes effect

    Local Law 61 of 2026 took effect16. Its requirements start in phases: minimum wage, then paid time off, then supplemental benefits17.

  3. New York City posts the guard wage schedule

    On September 1, 2026, the City's Department of Consumer and Worker Protection posted the minimum wage schedule for covered security guards18.

  4. No state increase; the city's guard wage starts

    The state minimum wage stays $17.00 and $16.00112. Home care aides go to $20.00 and $19.0019. In New York City, the minimum wage and the overtime rule for covered security guards start105. For guards under a union agreement, or an agreement on pay or benefits entered into on or before October 30, 2025, with a termination date on a date certain, Local Law 61 applies when that agreement terminates620.

  5. Second step of the city's guard schedule

    $34.65 for armed guards, $23.15 for unarmed guards who meet all the listed requirements, and $19.68 for unarmed guards with 0 to 36 months or new hires212223.

  6. Updated city guard schedule due

    The City publishes the rates for July 1, 2027 through December 31, 2027 by July 1, 2027; until it does, the June 30, 2027 rates stay in effect24.

  7. City guards: paid time off

    Covered security guards in New York City receive paid time off benefits under § 20-160325.

  8. City guards: supplemental benefits

    Covered security guards in New York City receive supplemental benefits under § 20-160426.

Past or upcoming as of November 12, 2026.

What changes in the week in New York?

When you build the schedule

Employers operating a factory, mercantile establishment, hotel or restaurant allow each employee at least 24 consecutive hours of rest in any calendar week, except as § 161 provides2728.

Owners, lessees and operators of dwellings, apartment, loft and office buildings, garages and storage places where watchmen are employed allow them the same 24 consecutive hours each calendar week2.

Before operating on Sunday, an employer designates each employee's day of rest and tells the employee in advance. No employee may work on that designated day29.

Under the Miscellaneous Industries order, a day whose spread of hours exceeds 10, or that has a split shift, adds one hour's pay at the basic minimum hourly wage rate, in addition to the minimum wage30. The spread runs from the beginning to the end of the workday, and a meal period of one hour or less does not split a shift31.

In New York City, from January 1, 2027, covered security guards earn time and a half after an 8 hour day and after 40 straight time hours in a work week510. 12 hours of work in a day then carry 4 hours at time and a half. Under a union agreement, or an agreement on pay or benefits entered into on or before October 30, 2025, with a termination date on a date certain, Local Law 61 applies from that date620.

When people clock in and take breaks

§ 162 sets meal periods by the clock. A shift of more than 6 hours that extends over the noon day meal period, 11 a.m. to 2 p.m., gets at least 30 minutes off within it, and factories allow 60 minutes for the noon day meal11.

A shift that starts before 11 a.m. and runs past 7 p.m. adds a meal period of at least 20 minutes between 5 and 7 p.m. A shift of more than 6 hours that starts between 1 p.m. and 6 a.m. gets 45 minutes midway, or 60 minutes in a factory11. The commissioner may permit shorter meal periods by a written permit posted at the main entrance32.

The Department of Labor says employers do not have to provide other breaks, such as rest or coffee breaks, and that a break the employer permits, of up to 20 minutes, should be paid as work time33.

One more break is required: 30 minutes of paid break time for an employee to express breast milk, each time there is reasonable need, for up to three years following child birth34.

When a shift is cut short

Under the Miscellaneous Industries order, an employee who reports for work on any day at the employer's request or with its permission is paid for at least 4 hours, or the hours of the regularly scheduled shift if fewer, at the basic minimum hourly wage35.

When someone calls in sick

Employees accrue sick leave at no less than 1 hour per 30 hours worked36. How much depends on the employer's size37:

4 or fewer employees: up to 40 hours of unpaid sick leave a year, paid if net income in the previous tax year was greater than one million dollars37.5 to 99 employees: up to 40 hours of paid sick leave a year37.100 or more employees: up to 56 hours of paid sick leave a year37.

An employer with fewer than 100 employees may limit use to 40 hours a calendar year, and one with 100 or more to 56 hours38.

Separately, every employer provides 20 hours of paid prenatal personal leave in any 52 week calendar period39. In New York City, the City's Protected Time Off law adds 32 hours of unpaid protected time off40.

In payroll

The minimum wage is $17.00 an hour in New York City and in Nassau, Suffolk and Westchester, and $16.00 in the rest of the state41415. NYSDOL says those rates stay the same on January 1, 2027112.

From 2027 the statute adjusts the rates each year by a three-year average of the Northeast CPI-W41. There is no increase for the following year when one of three economic conditions is met, for no more than two consecutive years42. NYSDOL says one of those conditions was met for 202713.

Home care aides are the exception: their minimum wage rises on January 1, 2027 to $20.00 in New York City, Long Island and Westchester and $19.00 in the rest of the state19.

Watch for

  • Residential employees. The Miscellaneous Industries order pays overtime after 44 hours a week for residential employees, and after 40 for non-residential employees7. The Building Service Industry order's 40-hour rule excludes janitors in residential buildings8.
  • Who § 161 leaves out. Among others: a foreman in charge, employees in an approved continuous process where no one works more than 8 hours a day, and resort or seasonal hotels and restaurants in rural communities and in cities and villages of fewer than fifteen thousand inhabitants28.
  • Shorter meal periods. Only by the commissioner's written permit, which can be revoked at any time32.
When the post is on a public contractNew York prevailing wage for security guards on building service contractsOn New York public building service contracts over $1,500, guards get the prevailing wage and supplements, and time and a half after 8 hours a day or 40 a week.See the ruleWhen a schedule changes in New York CityNYC Fair Workweek Law: notice, premiums and the guards it coversFast food: 14 days' notice, $10 to $75 change premiums, $100 per clopening. Retail, 20 or more employees: 72 hours' notice. Guards there can be covered.See the ruleWhen you hire a guardNew York security guard training hours: what the schedule has to carryNew York guards take an 8 hour course before their first post, at least 16 hours of on-the-job training and 8 hours of in-service training a year.See the rule

What changes for security, health care and warehouses?

Security guards

A guard post in New York can sit under more than one wage floor. At JFK and LaGuardia, covered airport workers are paid at least the higher of the rate the Commissioner of Labor designates or the Port Authority minimum wage, set at $21.25 through December 31, 202643. The Port Authority's airport minimum wage rises to $21.99 on January 1, 202744. Employers with ten or fewer employees are exempt45.

On a public contract over $1,500 whose principal purpose is building services, guards are building service employees46. They are paid the prevailing wage, with time and a half after 8 hours in a day or 40 in a workweek479.

In New York City, Local Law 61 sets a minimum wage for covered security guards from January 1, 2027: at least the rates in the City's schedule310. For guards under a union agreement, or an agreement on pay or benefits entered into on or before October 30, 2025, with a termination date on a date certain, Local Law 61 applies when that agreement terminates620.

Security guards complete an 8 hour pre-assignment course, an on-the-job course of 16 to 40 hours within 90 working days following employment, and an 8 hour annual in-service course, with a 47 hour firearms course and 8 more hours a year for armed guards48. Some current and retired peace and police officers are exempt from some or all of these courses4950.

New York minimum wage for security guards: the state rate and the higher floors

Health care

No health care employer may require a nurse to work more than the nurse's regularly scheduled work hours, except as § 167 provides, for example in a health care disaster or under a declaration of emergency in the county or a contiguous county51. A nurse may still volunteer for overtime51. Here a nurse is a registered professional nurse or licensed practical nurse who provides direct patient care51.

Home care aides have their own minimum wage, which rises on January 1, 2027 to $20.00 an hour in New York City, Long Island and Westchester and $19.00 elsewhere19.

Warehouses

The Warehouse Worker Protection Act covers employers with 100 or more employees at a single warehouse distribution center, or 1,000 or more at centers in the state, counting workers placed by staffing agencies52. Each employee gets a written description of each quota on hire, and an update within 2 business days of any change53. No quota may prevent meal or rest periods or use of bathroom facilities, including reasonable travel time54.

What does New York City add to the state's rules?

This page covers three sets of New York City rules that change the schedule and the pay. Fast food schedules go out 14 days ahead, and retail schedules 72 hours ahead at retail businesses with 20 or more employees555657. Employees get 32 hours of unpaid protected time off on top of paid sick time40. And covered security guards get their own minimum wage from January 1, 2027, later under some existing agreements36.

New York City labor laws: what changes the schedule and the pay

What does an employer have to be able to show?

New York's rules are shown with payroll and time records. For each person and each period, that means:

  • Payroll records for each week worked, kept for not less than six years: hours worked, rates of pay, gross wages, deductions, allowances claimed as part of the minimum wage, sick leave provided and net wages58.
  • Under the Miscellaneous Industries order, weekly payroll records kept six years with the hours worked daily and weekly, including the time of arrival and departure of each employee working a split shift or a spread of hours exceeding 1059.
  • For employers § 161 covers, a time book with each employee's name, address and hours worked each day29.
  • In New York City, security guard employers keep records of compliance with Local Law 61 for 6 years, in their original format60.

In New York City, when a guard employer does not keep or produce a required record the Department requests in an investigation, a material fact alleged in a notice of violation, to which the record is relevant, is presumed true unless the employer rebuts it61.

What does the law leave open?

Which wage order covers a guard post. The Miscellaneous Industries order applies to all employees except those covered by another minimum wage order62. The Building Service Industry order covers “any person, corporation or establishment engaged in whole or in part in renting, servicing, cleaning, maintaining, selling, or managing buildings or building space”63. New York's call-in pay and spread-of-hours rules, 12 NYCRR §§ 142-2.3 and 142-2.4, are in the Miscellaneous Industries order3530. Which order covers your guards is a question for your counsel or the Department of Labor.

Watchmen placed by a security contractor. § 161(1) puts the watchman rule on the owner, lessee and operator of the building where watchmen are employed2. It does not say how that applies to guards a security contractor places in a client's building. Confirm it with your counsel.

Spread of hours above the minimum. The order pays the extra hour “in addition to the minimum wage required in this Part”30. It does not say how that applies when an employee's pay for the day is already above the minimum. Confirm it with your counsel.

The next change in the state rate. The Governor has proposed a change to the law that could allow the rates to rise with inflation from March 1, 2027, if the Legislature approves it6465. Under the statute, the commissioner publishes the adjusted rates no later than the first of October of each year, to take effect the following first day of January66, and an increase can be withheld for no more than two consecutive years42. Check the Governor's and the Department of Labor's minimum wage pages before you set 2027 pay.

What does the law say exactly?

§ 142-2.2 Overtime rate. An employer shall pay an employee for overtime at a wage rate of one and one-half times the employee's regular rate in the manner and methods provided in and subject to the exemptions of sections 7 and 13 of 29 USC 201 et seq., the Fair Labor Standards Act of 1938, as amended, provided, however, that the exemptions set forth in section 13(a)(2) and (4) shall not apply. […] The applicable overtime rate shall be paid for each workweek: For working time over Non-residential employees 40 hours Residential employees 44 hours
12 NYCRR § 142-2.2 · official text · source 7
Labor Law § 652(1-a)(a) New York City's minimum wage
(a) New York city. Notwithstanding subdivision one of this section, every employer regardless of size shall pay to each of its employees for each hour worked in the city of New York a wage of not less than: $16.00 on and after January 1, 2024, $16.50 on and after January 1, 2025, $17.00 on and after January 1, 2026, or, if greater, such other wage as may be established by federal law pursuant to 29 U.S.C. section 206 or its successors or such other wage as may be established in accordance with the provisions of this article.
N.Y. Lab. Law § 652(1-a)(a) · official text · source 4
Labor Law § 652(1-b)(d) when there is no increase
(d) Exceptions. Effective January first, two thousand twenty-seven and thereafter, notwithstanding paragraphs (a), (b) and (c) of this subdivision, there shall be no increase in the minimum wage in the state for the following year if any of the following conditions are met, provided, however, that such exception shall be limited to no more than two consecutive years: (i) the rate of change in the average of the most recent period of the first of August to the thirty-first of July over the preceding period of the first of August to the thirty-first of July published by the United States department of labor non-seasonally adjusted consumer price index for the northeast region urban wage earners and clerical workers (CPI-W), or any successor index as calculated by the United States department of labor, is negative; (ii) the three-month moving average of the seasonally adjusted New York state unemployment rate as determined by the U-3 measure of labor underutilization for the most recent period ending the thirty-first of July as calculated by the United States department of labor rises by one-half percentage point or more relative to its low during the previous twelve months; or (iii) seasonally adjusted, total non-farm employment for New York state in July, calculated by the United States department of labor, decreased from the seasonally adjusted, total non-farm employment for New York state in April, and seasonally adjusted, total non-farm employment for New York state in July, calculated by the United States department of labor, decreased from the seasonally adjusted, total non-farm employment for New York state in January.
N.Y. Lab. Law § 652(1-b)(d) · official text · source 42
Department of Labor, minimum wage page no increase on January 1, 2027
Under New York Law, minimum wage rates can increase each year based on inflation. However, the law also includes certain conditions—known as “off-ramps”—that can prevent an automatic increase. For 2027, the conditions for one of the off-ramps has been met. As a result, the minimum wage will not receive an inflation-based increase on January 1, 2027.
NYSDOL, Minimum Wage page (Explanation) · official text · source 13
Labor Law § 161(1) watchmen's day of rest
Every owner, lessee and operator of a dwelling, apartment, loft and office building, garage, storage place and building, wherein or whereat a watchman or watchmen or engineer or fireman are employed, shall allow such person or persons so employed at least twenty-four consecutive hours of rest in each and every calendar week.
N.Y. Lab. Law § 161(1), watchmen · official text · source 2
Labor Law § 161(1) factories, stores, hotels and restaurants
§ 161. One day rest in seven. 1. Every employer operating a factory, mercantile establishment, hotel, restaurant, or freight or passenger elevator in any building or place shall, except as herein otherwise provided, allow every person employed in such establishment or in the care, custody or operation of any such elevator, at least twenty-four consecutive hours of rest in any calendar week. Every employer operating a place in which motion pictures
N.Y. Lab. Law § 161(1), first paragraph · official text · source 27
Labor Law § 162(1) to (4) meal periods
§ 162. Time allowed for meals. 1. Every person employed in or in connection with a factory shall be allowed at least sixty minutes for the noon day meal. 2. Every person employed in or in connection with a mercantile or other establishment or occupation coming under the provisions of this chapter shall be allowed at least thirty minutes for the noon day meal, except as in this chapter otherwise provided. The noon day meal period is recognized as extending from eleven o'clock in the morning to two o'clock in the afternoon. An employee who works a shift of more than six hours which extends over the noon day meal period is entitled to at least thirty minutes off within that period for the meal period. 3. Every person employed for a period or shift starting before eleven o'clock in the morning and continuing later than seven o'clock in the evening shall be allowed an additional meal period of at least twenty minutes between five and seven o'clock in the evening. 4. Every person employed for a period or shift of more than six hours starting between the hours of one o'clock in the afternoon and six o'clock in the morning, shall be allowed at least sixty minutes for a meal period when employed in or in connection with a factory, and forty-five minutes for a meal period when employed in or in connection with a mercantile or other establishment or occupation coming under the provisions of this chapter, at a time midway between the beginning and end of such employment.
N.Y. Lab. Law § 162(1)-(4) · official text · source 11
12 NYCRR § 142-2.3 call-in pay
§ 142-2.3 Call-in pay. An employee who by request or permission of the employer reports for work on any day shall be paid for at least four hours, or the number of hours in the regularly scheduled shift, whichever is less, at the basic minimum hourly wage.
12 NYCRR § 142-2.3 · official text · source 35
12 NYCRR § 142-2.4 spread of hours and split shifts
§ 142-2.4 Additional rate for split shift and spread of hours. An employee shall receive one hour's pay at the basic minimum hourly wage rate, in addition to the minimum wage required in this Part for any day in which: (a) the spread of hours exceeds 10 hours; or (b) there is a split shift; or (c) both situations occur.
12 NYCRR § 142-2.4 · official text · source 30
Labor Law § 196-b(1) sick leave by employer size
§ 196-b. Sick leave requirements. 1. Every employer shall be required to provide its employees with sick leave as follows: a. For employers with four or fewer employees in any calendar year, each employee shall be provided with up to forty hours of unpaid sick leave in each calendar year; provided, however, an employer that employs four or fewer employees in any calendar year and that has a net income of greater than one million dollars in the previous tax year shall provide each employee with up to forty hours of paid sick leave pursuant to this section; b. For employers with between five and ninety-nine employees in any calendar year, each employee shall be provided with up to forty hours of paid sick leave in each calendar year; and c. For employers with one hundred or more employees in any calendar year, each employee shall be provided with up to fifty-six hours of paid sick leave each calendar year.
N.Y. Lab. Law § 196-b(1) · official text · source 37
Labor Law § 196-b(4-a) paid prenatal leave
4-a. In addition to the sick leave provided for in this section, on and after January first, two thousand twenty-five, every employer shall be required to provide to its employees twenty hours of paid prenatal personal leave during any fifty-two week calendar period.
N.Y. Lab. Law § 196-b(4-a) · official text · source 39
Labor Law § 195(4) payroll records
4. establish, maintain and preserve for not less than six years contemporaneous, true, and accurate payroll records showing for each week worked the hours worked; the rate or rates of pay and basis thereof, whether paid by the hour, shift, day, week, salary, piece, commission, or other; gross wages; deductions; allowances, if any, claimed as part of the minimum wage; amount of sick leave provided to each employee; the benefit portion of the minimum rate of home care aide total compensation as defined in section thirty-six hundred fourteen-c of the public health law ("home care aide benefits"), if applicable; prevailing wage supplements, if any, claimed as part of any prevailing wage or similar requirement pursuant to article eight of this chapter; and net wages for each employee.
N.Y. Lab. Law § 195(4) · official text · source 58
Labor Law § 232 overtime on public building service contracts
§ 232. Overtime. An employee, employed by a contractor, who works more than eight hours in any one day or more than forty hours in any workweek shall be paid wages for such overtime at a rate not less than one-and-one-half times his prevailing basic cash hourly rate.
N.Y. Lab. Law § 232 · official text · source 9
Labor Law § 167 nurses' scheduled hours
b. "Nurse" shall mean a registered professional nurse or a licensed practical nurse as defined by article one hundred thirty-nine of the education law who provides direct patient care. […] 2. a. Notwithstanding any other provision of law no health care employer shall require a nurse to work more than that nurse's regularly scheduled work hours, except pursuant to subdivision three of this section. b. Nothing in this section shall prohibit a nurse from voluntarily working overtime. 3. The limitations provided for in this section shall not apply in the case of: a. a health care disaster, such as a natural or other type of disaster that increases the need for health care personnel, unexpectedly affecting the county in which the nurse is employed or in a contiguous county; or b. a federal, state or county declaration of emergency in effect in the county in which the nurse is employed or in a contiguous county;
N.Y. Lab. Law § 167(1)(b), (2), (3)(a)-(b) · official text · source 51
Labor Law § 782 warehouse quotas and breaks
§ 782. Protection from quotas. An employee shall not be required to meet a quota that prevents compliance with meal or rest periods or use of bathroom facilities, including reasonable travel time to and from bathroom facilities.
N.Y. Lab. Law § 782 · official text · source 54

How does a system hold these rules?

New York's rules land on the schedule, the timecard and payroll at the same time. This is how they come together in WorkAxle:

  1. Daily and weekly hours, consecutive days and rest between shifts are set up as rules, each with its start date.
  2. While the schedule is built, the platform flags each shift that breaks one of those rules and names the rule. The supervisor decides.
  3. Each clock-in and clock-out is recorded with its time, and at the close of the period hours come out classified by your rules, ready for your payroll system.

The supervisor keeps the last word.

What can you check this week?

  • List the employees § 161 names, at factories, stores, hotels and restaurants, and the watchmen in buildings you own or operate, and check the 24 consecutive hours of rest in each calendar week272.
  • Look at the meal breaks on shifts that cross 11 a.m. to 2 p.m., run past 7 p.m., or start between 1 p.m. and 6 a.m.11
  • Pull timecards and mark the days with a spread of hours over 10 or a split shift30.
  • For New York City guard posts, list each guard's months of service with you or at the facility, whichever is greater, before January 1, 20276710.
  • Check that your sick leave limit matches your headcount: 40 hours below 100 employees, 56 hours at 100 or more38.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the New York State Department of Labor, New York City's Department of Consumer and Worker Protection or the City Comptroller for work in the city, or a qualified advisor.

Frequently asked questions

Does New York pay overtime after 8 hours?

The overtime rule in New York's minimum wage orders is weekly: 1.5 times the regular rate after 40 hours in a workweek, or 44 for residential employees under the Miscellaneous Industries order78. Some rules add overtime after 8 hours in a day, among them building service work on public contracts9 and, from January 1, 2027, covered security guards in New York City, later under some existing union or individual agreements5106.

What is the New York minimum wage on January 1, 2027?

$17.00 an hour in New York City, Long Island and Westchester and $16.00 in the rest of the state, the same as in 202611215. The Department of Labor says one of the statute's off-ramp conditions was met, so there is no inflation-based increase on January 1, 202713. Home care aides rise to $20.00 and $19.0019. The Governor has proposed a change that could let the rates rise with inflation from March 1, 2027, if the Legislature approves it64.

Are breaks required in New York?

Meal periods are. A shift of more than 6 hours that extends over 11 a.m. to 2 p.m. gets at least 30 minutes off within that period, with more in factories and on late or long shifts11. The Department of Labor says employers do not have to provide other breaks, such as rest or coffee breaks, and that a permitted break of up to 20 minutes should be paid as work time33. Employers also provide 30 minutes of paid break time to express breast milk, each time there is reasonable need, for up to three years following child birth34.

Does New York require a day of rest?

For many workers, yes. Labor Law § 161 requires at least 24 consecutive hours of rest in any calendar week for employees of factories, mercantile establishments, hotels and restaurants, and for watchmen in dwellings, apartment, loft and office buildings, garages and storage places, with exceptions listed in the section27228.

What is call-in pay in New York?

Under the Miscellaneous Industries order, an employee who reports for work at the employer's request or with its permission is paid for at least 4 hours at the basic minimum hourly wage. If the regularly scheduled shift is shorter, the pay is for the hours of that shift35.

What is spread of hours pay in New York?

Under the Miscellaneous Industries order, a day whose spread of hours exceeds 10, or that has a split shift, adds one hour's pay at the basic minimum hourly wage rate, in addition to the minimum wage30. The spread runs from the beginning to the end of the workday and includes meal time and intervals off duty31.

How long must New York employers keep payroll records?

Not less than six years, under Labor Law § 195(4)58. The Miscellaneous Industries order also requires six years of weekly payroll records with daily and weekly hours59.

https://www.workaxle.com/compliance-center/united-states/new-york

Sources

  1. NYSDOL, Minimum Wage page (Minimum Wage Updates). “On January 1, 2027, New York’s minimum wage will stay the same. The minimum wage rates will be: $17.00 per hour in New York City, Long Island, and Westchester County”https://dol.ny.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  2. N.Y. Lab. Law § 161(1), watchmen. “Every owner, lessee and operator of a dwelling, apartment, loft and office building, garage, storage place and building, wherein or whereat a watchman or watchmen or engineer or fireman are employed, shall allow such person or persons so employed at least twenty-four consecutive hours of rest in each and every calendar week.”https://www.nysenate.gov/legislation/laws/LAB/161 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  3. NYC Admin. Code § 20-1602. “§ 20-1602 Security guard minimum wage required. Beginning January 1, 2027, a covered security guard employer shall pay a wage to a covered security guard for each hour worked that meets or exceeds the wage requirements for private sector security guards engaged on New York city public building service contracts in excess of $1,500.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  4. N.Y. Lab. Law § 652(1-a)(a). “(a) New York city. Notwithstanding subdivision one of this section, every employer regardless of size shall pay to each of its employees for each hour worked in the city of New York a wage of not less than: $16.00 on and after January 1, 2024, $16.50 on and after January 1, 2025, $17.00 on and after January 1, 2026, or, if greater, such other wage as may be established by federal law pursuant to 29 U.S.C. section 206 or its successors or such other wage as may be established in accordance with the provisions of this article.”https://www.nysenate.gov/legislation/laws/LAB/652 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  5. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Overtime (for Armed and Unarmed Security Guards) Time and one half the regular hourly rate after: an 8 hour day; 40 straight time hours in any work week.”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026
  6. Local Law 61 of 2026, § 3. “§ 3. This local law takes effect 180 days after it becomes law, provided that in the case of covered security guards subject to a valid collective bargaining agreement or other designated agreement, this local law shall apply to such covered security guards on the date of the termination of such collective bargaining agreement or designated agreement, provided such collective bargaining agreement or designated agreement has a termination date on a date certain.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  7. 12 NYCRR § 142-2.2. “§ 142-2.2 Overtime rate. An employer shall pay an employee for overtime at a wage rate of one and one-half times the employee's regular rate in the manner and methods provided in and subject to the exemptions of sections 7 and 13 of 29 USC 201 et seq., the Fair Labor Standards Act of 1938, as amended, provided, however, that the exemptions set forth in section 13(a)(2) and (4) shall not apply. […] The applicable overtime rate shall be paid for each workweek: For working time over Non-residential employees 40 hours Residential employees 44 hours”https://forms.labor.ny.gov/WP/CR142.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  8. 12 NYCRR § 141-1.4. “§ 141-1.4 Overtime hourly rate. An employer shall pay an employee, except a janitor in a residential building, for overtime at a wage rate of 1 1/2 times the employee's regular rate for hours worked in excess of 40 hours in a workweek.”https://forms.labor.ny.gov/WP/CR141.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  9. N.Y. Lab. Law § 232. “§ 232. Overtime. An employee, employed by a contractor, who works more than eight hours in any one day or more than forty hours in any workweek shall be paid wages for such overtime at a rate not less than one-and-one-half times his prevailing basic cash hourly rate.”https://www.nysenate.gov/legislation/laws/LAB/232 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  10. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Beginning January 1, 2027, covered security guard employers must pay covered security guards a wage that is equal to or greater than the rates in this Minimum Wage Schedule.”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026
  11. N.Y. Lab. Law § 162(1)-(4). “§ 162. Time allowed for meals. 1. Every person employed in or in connection with a factory shall be allowed at least sixty minutes for the noon day meal. 2. Every person employed in or in connection with a mercantile or other establishment or occupation coming under the provisions of this chapter shall be allowed at least thirty minutes for the noon day meal, except as in this chapter otherwise provided. The noon day meal period is recognized as extending from eleven o'clock in the morning to two o'clock in the afternoon. An employee who works a shift of more than six hours which extends over the noon day meal period is entitled to at least thirty minutes off within that period for the meal period. 3. Every person employed for a period or shift starting before eleven o'clock in the morning and continuing later than seven o'clock in the evening shall be allowed an additional meal period of at least twenty minutes between five and seven o'clock in the evening. 4. Every person employed for a period or shift of more than six hours starting between the hours of one o'clock in the afternoon and six o'clock in the morning, shall be allowed at least sixty minutes for a meal period when employed in or in connection with a factory, and forty-five minutes for a meal period when employed in or in connection with a mercantile or other establishment or occupation coming under the provisions of this chapter, at a time midway between the beginning and end of such employment.”https://www.nysenate.gov/legislation/laws/LAB/162 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  12. NYSDOL, Minimum Wage page (Minimum Wage Updates). “On January 1, 2027, New York’s minimum wage will stay the same. The minimum wage rates will be: […] $16.00 per hour in the rest of New York State”https://dol.ny.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  13. NYSDOL, Minimum Wage page (Explanation). “Under New York Law, minimum wage rates can increase each year based on inflation. However, the law also includes certain conditions—known as “off-ramps”—that can prevent an automatic increase. For 2027, the conditions for one of the off-ramps has been met. As a result, the minimum wage will not receive an inflation-based increase on January 1, 2027.”https://dol.ny.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  14. N.Y. Lab. Law § 652(1-a)(b). “(b) Remainder of downstate. Notwithstanding subdivision one of this section, every employer shall pay to each of its employees for each hour worked in the counties of Nassau, Suffolk, and Westchester, a wage of not less than: $16.00 on and after January 1, 2024, $16.50 on and after January 1, 2025, $17.00 on and after January 1, 2026, or, if greater, such other wage as may be established by federal law pursuant to 29 U.S.C. section 206 or its successors or such other wage as may be established in accordance with the provisions of this article.”https://www.nysenate.gov/legislation/laws/LAB/652 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  15. N.Y. Lab. Law § 652(1-a)(c). “(c) Remainder of state. Notwithstanding subdivision one of this section, every employer shall pay to each of its employees for each hour worked outside the city of New York and the counties of Nassau, Suffolk, and Westchester, a wage of not less than: $15.00 on and after January 1, 2024, $15.50 on and after January 1, 2025, $16.00 on and after January 1, 2026, or, if greater, such other wage as may be established by federal law pursuant to 29 U.S.C. section 206 or its successors or such other wage as may be established in accordance with the provisions of this article.”https://www.nysenate.gov/legislation/laws/LAB/652 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  16. NYC DCWP, New Laws and Rules (Local Law 61 of 2026). “A Local Law to amend the administrative code of the city of New York, in relation to the establishment of compensation standards for security guards Law Effective Date: July 28, 2026 This bill would direct security guard employers to provide their security guard employees with minimum wage, paid vacation time and supplemental benefits that meet or exceed the minimum wage, paid vacation time and supplemental benefits required for private sector security guards engaged on New York City public building service contracts in excess of $1,500. This bill would set forth enforcement options including those available to the City and to workers. The Department of Consumer and Worker Protection would conduct education and outreach related to this bill and report annually on enforcement. Read Local Law 61 of 2026.”https://www.nyc.gov/site/dca/about/new-laws-rules.page · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  17. NYC DCWP, Information for Employers of Security Guards (page dated 09/01/26). “Local Law 61 of 2026 establishes workplace protections for certain private-sector security guards in New York City and will be phased in: January 1, 2027: Minimum wage January 1, 2028: Paid time off January 1, 2029: Supplemental benefits”https://www.nyc.gov/site/dca/businesses/security-guards-employers.page · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  18. NYC DCWP, Information for Employers of Security Guards (page dated 09/01/26). “Check back soon for more information. On September 1, 2026, DCWP posted a Minimum Wage Schedule that includes the minimum wage requirement that will take effect January 1, 2027. DCWP will also post a Notice of Employee Rights. You must provide covered security guards with a copy of the Notice.”https://www.nyc.gov/site/dca/businesses/security-guards-employers.page · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  19. NYSDOL, Minimum Wage page (Exception: Home Care Minimum Wage). “The minimum wage for home care aides will increase on January 1, 2027, to: $20.00 per hour in New York City, Long Island, and Westchester County $19.00 per hour in the rest of the state”https://dol.ny.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  20. Local Law 61 of 2026, § 2. “§ 2. Designated agreement. The term “designated agreement” means an enforceable agreement between a covered security guard and a covered security guard employer that (i) imposes requirements on such security guard employer relating to the provision of paid time off, supplemental benefits, or the payment of wages; (ii) was entered into on or before October 30, 2025; and (iii) includes a termination date.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  21. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Security Guard (Armed) Effective Period: January 1, 2027 – April 30, 2027 Minimum Wage Rate: $33.70 per hour Effective Period: May 1, 2027 – June 30, 2027 Minimum Wage Rate: $34.65 per hour”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026
  22. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Security Guard (Unarmed) (Includes employees that have completed all the following requirements: 12 months of employment*; FDNY F-01, F-03 and F-04 certifications; FDNY Building Evacuation Supervisor training; 2 hours of Customer Service / Professionalism training) Effective Period: January 1, 2027 – April 30, 2027 Minimum Wage Rate: $22.20 per hour Effective Period: May 1, 2027 – June 30, 2027 Minimum Wage Rate: $23.15 per hour”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026
  23. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Security Guard (Unarmed): 0 - 36 Months of Employment* or New Hire** Effective Period: January 1, 2027 – April 30, 2027 Minimum Wage Rate: $18.87 per hour Effective Period: May 1, 2027 – June 30, 2027 Minimum Wage Rate: $19.68 per hour”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026
  24. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “This Minimum Wage Schedule covers the time period of January 1, 2027 through June 30, 2027. DCWP will publish an updated schedule that includes the required minimum wage rates for the time period of July 1, 2027 through December 31, 2027. Employers will be required to comply with the updated schedule. The updated schedule will be published by July 1, 2027. If DCWP does not publish the updated schedule by July 1, 2027, the wage rates in effect on June 30, 2027, as noted in this schedule, will remain in effect until DCWP publishes an updated schedule.”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026
  25. NYC Admin. Code § 20-1603. “§ 20-1603 Security guard minimum paid time off required. Beginning January 1, 2028, a covered security guard employer shall provide a covered security guard with paid time off benefits that meet or exceed the paid time off benefits required for private sector security guards engaged on New York city public building service contracts in excess of $1,500.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  26. NYC Admin. Code § 20-1604. “§ 20-1604 Security guard minimum supplemental benefits required. Beginning January 1, 2029, a covered security guard employer shall pay a supplemental benefit to a covered security guard that meets or exceeds the supplemental benefits required for private sector security guards engaged on New York city public building service contracts in excess of $1,500.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  27. N.Y. Lab. Law § 161(1), first paragraph. “§ 161. One day rest in seven. 1. Every employer operating a factory, mercantile establishment, hotel, restaurant, or freight or passenger elevator in any building or place shall, except as herein otherwise provided, allow every person employed in such establishment or in the care, custody or operation of any such elevator, at least twenty-four consecutive hours of rest in any calendar week. Every employer operating a place in which motion pictures”https://www.nysenate.gov/legislation/laws/LAB/161 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  28. N.Y. Lab. Law § 161(2). “2. This section shall not apply to: a. Foreman in charge; b. Employees in milk condenseries, milk powder factories, milk sugar factories, milk shipping stations, butter and cheese factories, ice cream manufacturing plants and milk bottling plants, where not more than seven persons are employed; c. Employees, if the board in its discretion approves, engaged in an industrial or manufacturing process necessarily continuous, in which no employee is permitted to work more than eight hours in any calendar day; d. Employees whose duties include not more than three hours' work on Sunday in setting sponges in bakeries, maintaining fires, or making necessary repairs to boilers or machinery. e. Employees in resort or seasonal hotels and restaurants in rural communities and in cities and villages having a population of less than fifteen thousand inhabitants, excluding that portion of the population of a third class city residing outside of its corporation tax district where such city embraces the entire area of a former township. As used in this subdivision, the term "resort" shall apply to any establishment enumerated herein which operates for not more than four calendar months and fifteen days in each year, and the term "seasonal" shall apply to any establishment enumerated herein in which the number of employees is increased by at least one hundred per cent from the slack to the busiest season. f. Employees in dry dock plants engaged in making repairs to ships.”https://www.nysenate.gov/legislation/laws/LAB/161 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  29. N.Y. Lab. Law § 161(3)-(4). “3. Before operating on Sunday, every employer shall designate a day of rest, consisting of at least twenty-four consecutive hours of rest in each and every calendar week for each employee, and shall notify each employee in advance of his or her designated day of rest. No employee shall be permitted to work on his designated day of rest. 4. Every employer shall keep a time book showing the names and addresses of his employees and the hours worked by each of them in each day.”https://www.nysenate.gov/legislation/laws/LAB/161 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  30. 12 NYCRR § 142-2.4. “§ 142-2.4 Additional rate for split shift and spread of hours. An employee shall receive one hour's pay at the basic minimum hourly wage rate, in addition to the minimum wage required in this Part for any day in which: (a) the spread of hours exceeds 10 hours; or (b) there is a split shift; or (c) both situations occur.”https://forms.labor.ny.gov/WP/CR142.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  31. 12 NYCRR §§ 142-2.17, 142-2.18. “§ 142-2.17 Split shift. A split shift is a schedule of daily hours in which the working hours required or permitted are not consecutive. No meal period of one hour or less shall be considered an interruption of consecutive hours. § 142-2.18 Spread of hours. The spread of hours is the interval between the beginning and end of an employee's workday. The spread of hours for any day includes working time plus time off for meals plus intervals off duty.”https://forms.labor.ny.gov/WP/CR142.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  32. N.Y. Lab. Law § 162(5). “5. The commissioner may permit a shorter time to be fixed for meal periods than hereinbefore provided. The permit therefor shall be in writing and shall be kept conspicuously posted in the main entrance of the establishment. Such permit may be revoked at any time.”https://www.nysenate.gov/legislation/laws/LAB/162 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  33. NYSDOL, Wages and Hours FAQ. “Meal periods do not count as work time, thus employers need not pay for that time. Employers do not have to provide other "breaks", such as for "rest periods" or "coffee breaks." But, if an employer permits a break (of up to 20 minutes), then they should pay it as work time.”https://dol.ny.gov/wages-and-hours-frequently-asked-questions · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  34. N.Y. Lab. Law § 206-c(1). “§ 206-c. Right of nursing employees to express breast milk. 1. An employer shall provide paid break time for thirty minutes, and permit an employee to use existing paid break time or meal time for time in excess of thirty minutes, to allow an employee to express breast milk for such employee's nursing child each time such employee has reasonable need to express breast milk for up to three years following child birth.”https://www.nysenate.gov/legislation/laws/LAB/206-C · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  35. 12 NYCRR § 142-2.3. “§ 142-2.3 Call-in pay. An employee who by request or permission of the employer reports for work on any day shall be paid for at least four hours, or the number of hours in the regularly scheduled shift, whichever is less, at the basic minimum hourly wage.”https://forms.labor.ny.gov/WP/CR142.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  36. N.Y. Lab. Law § 196-b(3). “3. Employees shall accrue sick leave at a rate of not less than one hour per every thirty hours worked, beginning at the commencement of employment or the effective date of this section, whichever is later, subject to the use and accrual limitations set forth in this section.”https://www.nysenate.gov/legislation/laws/LAB/196-B · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  37. N.Y. Lab. Law § 196-b(1). “§ 196-b. Sick leave requirements. 1. Every employer shall be required to provide its employees with sick leave as follows: a. For employers with four or fewer employees in any calendar year, each employee shall be provided with up to forty hours of unpaid sick leave in each calendar year; provided, however, an employer that employs four or fewer employees in any calendar year and that has a net income of greater than one million dollars in the previous tax year shall provide each employee with up to forty hours of paid sick leave pursuant to this section; b. For employers with between five and ninety-nine employees in any calendar year, each employee shall be provided with up to forty hours of paid sick leave in each calendar year; and c. For employers with one hundred or more employees in any calendar year, each employee shall be provided with up to fifty-six hours of paid sick leave each calendar year.”https://www.nysenate.gov/legislation/laws/LAB/196-B · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  38. N.Y. Lab. Law § 196-b(6). “6. An employee's unused sick leave shall be carried over to the following calendar year, provided, however, that: (i) an employer with fewer than one hundred employees may limit the use of sick leave to forty hours per calendar year; and (ii) an employer with one hundred or more employees may limit the use of sick leave to fifty-six hours per calendar year.”https://www.nysenate.gov/legislation/laws/LAB/196-B · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  39. N.Y. Lab. Law § 196-b(4-a). “4-a. In addition to the sick leave provided for in this section, on and after January first, two thousand twenty-five, every employer shall be required to provide to its employees twenty hours of paid prenatal personal leave during any fifty-two week calendar period.”https://www.nysenate.gov/legislation/laws/LAB/196-B · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  40. NYC DCWP, Information for Employers on Protected Time Off. “Most employees have a right to up to 40 or 56 hours of paid protected time off per year. Employees also have 32 hours of unpaid protected time off from the beginning of employment. Employees can take protected time off for many reasons, including childcare, illness, medical appointments, and more. Employers must provide 20 hours of paid prenatal leave in addition to protected time off.”https://www.nyc.gov/site/dca/businesses/paid-sick-leave-law-for-employers.page · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  41. N.Y. Lab. Law § 652(1-b)(a). “1-b. Annual minimum wage increase beginning on January first, two thousand twenty-seven. (a) New York city. On and after January first, two thousand twenty-seven, every employer regardless of size shall pay to each of its employees for each hour worked in the city of New York, a wage of not less than the adjusted minimum wage rate established annually by the commissioner. Such adjusted minimum wage rate shall be determined by increasing the then current year's minimum wage rate by the rate of change in the average of the three most recent consecutive twelve-month periods between the first of August and the thirty-first of July, each over their preceding twelve-month periods published by the United States department of labor non-seasonally adjusted consumer price index for northeast region urban wage earners and clerical workers (CPI-W) or any successor index as calculated by the United States department of labor, with the result rounded to the nearest five cents.”https://www.nysenate.gov/legislation/laws/LAB/652 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  42. N.Y. Lab. Law § 652(1-b)(d). “(d) Exceptions. Effective January first, two thousand twenty-seven and thereafter, notwithstanding paragraphs (a), (b) and (c) of this subdivision, there shall be no increase in the minimum wage in the state for the following year if any of the following conditions are met, provided, however, that such exception shall be limited to no more than two consecutive years: (i) the rate of change in the average of the most recent period of the first of August to the thirty-first of July over the preceding period of the first of August to the thirty-first of July published by the United States department of labor non-seasonally adjusted consumer price index for the northeast region urban wage earners and clerical workers (CPI-W), or any successor index as calculated by the United States department of labor, is negative; (ii) the three-month moving average of the seasonally adjusted New York state unemployment rate as determined by the U-3 measure of labor underutilization for the most recent period ending the thirty-first of July as calculated by the United States department of labor rises by one-half percentage point or more relative to its low during the previous twelve months; or (iii) seasonally adjusted, total non-farm employment for New York state in July, calculated by the United States department of labor, decreased from the seasonally adjusted, total non-farm employment for New York state in April, and seasonally adjusted, total non-farm employment for New York state in July, calculated by the United States department of labor, decreased from the seasonally adjusted, total non-farm employment for New York state in January.”https://www.nysenate.gov/legislation/laws/LAB/652 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  43. NYSDOL, The Healthy Terminals Act Wage and Benefit Rate. “The minimum wage for each classification of covered airport worker cannot be less than either of the following: The wage rate designated by the NYS Commissioner of Labor based on determinations of the federal Department of Labor pursuant to the McNamara-O'Hara Service Contract Act. The minimum wage set by the Port Authority of New York and New Jersey. Currently, this wage is set at $21.25 starting January 1, 2026 (through December 31, 2026).”https://dol.ny.gov/healthy-terminals-act-wage-and-benefit-rate · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  44. Port Authority of NY and NJ, Minimum Wage Rules for Airport Employees. “Effective January 1, 2027, the airport minimum wage will increase to $21.99.”https://www.panynj.gov/airports/en/minimum-wage-rules.html · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  45. NYSDOL, The Healthy Terminals Act Wage and Benefit Rate (Overview). “Starting January 1, 2026, employers must pay covered airport workers no less than the wage and benefit rates designated by the NYS Commissioner of Labor based on determinations of the federal Department of Labor. Employers must also provide minimum required paid leave to covered airport workers as similarly designated by the NYS Commissioner of Labor. Employers with ten or fewer employees are exempt from these requirements.”https://dol.ny.gov/healthy-terminals-act-wage-and-benefit-rate · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  46. N.Y. Lab. Law § 230(1). “1. "Building service employee" or "employee" means any person performing work in connection with the care or maintenance of an existing building, or in connection with the transportation of office furniture or equipment to or from such building, or in connection with the transportation and delivery of fossil fuel to such building, for a contractor under a contract with a public agency which is in excess of one thousand five hundred dollars and the principal purpose of which is to furnish services through the use of building service employees. […] "Building service employee" or "employee" includes, but is not limited, to, watchman, guard, doorman, building cleaner, porter, handyman, janitor, gardener, groundskeeper, stationary fireman, elevator operator and starter, window cleaner, and occupations relating to the collection of garbage or refuse, and to the transportation of office furniture and equipment, and to the transportation and delivery of fossil fuel but does not include clerical, sales, professional, technician and related occupations. "Building service employee" or "employee" also does not include any employee to whom the provisions of articles eight and eight-a of this chapter are applicable.”https://www.nysenate.gov/legislation/laws/LAB/230 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  47. N.Y. Lab. Law § 231(1), (3). “§ 231. Prevailing wage. 1. Every contractor shall pay a service employee under a contract for building service work a wage of not less than the prevailing wage in the locality for the craft, trade or occupation of the service employee. […] 3. Each contract for building service work shall contain as part of the specifications thereof a schedule of the wages required to be paid to the various classes of service employees on such work, and each such contract shall further contain a provision obligating the contractor to pay each employee on such work not less than the wage specified for his craft, trade or occupation in such schedule.”https://www.nysenate.gov/legislation/laws/LAB/231 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  48. N.Y. Gen. Bus. Law § 89-n(1). “§ 89-n. Training requirements. 1. Security guards shall be required to satisfactorily complete training programs given and administered by security guard training schools, schools which provide security guard training programs or security guard companies prescribed, certified and approved by the commissioner pursuant to section eight hundred forty-one-c of the executive law to include: a. an eight hour pre-assignment training course; b. an on-the-job training course to be completed within ninety working days following employment, consisting of a minimum of sixteen hours and a maximum of forty hours, as determined by the council, generally relating to the security guard's specific duties, the nature of the work place and the requirements of the security guard company; c. a forty-seven hour firearms training course for issuance of a special armed guard registration card; d. an eight hour annual in-service training course; and e. an additional eight hour annual in-service training course for holders of special armed guard registration cards.”https://www.nysenate.gov/legislation/laws/GBS/89-N · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  49. N.Y. Gen. Bus. Law § 89-n(2)-(4). “2. a. A security guard who has been or was previously employed as a peace officer for eighteen months or more who exhibits a valid certificate awarded pursuant to subdivision six of section 2.30 of the criminal procedure law attesting to his or her satisfactory completion of the training requirements imposed by section 2.30 of the criminal procedure law shall be exempt from the requirements of paragraph c of subdivision one of this section provided that such peace officer has completed a course of firearms training approved by the municipal police training council provided, however, that nothing in this subdivision shall be deemed to authorize such guard to carry, possess, repair or dispose of a firearm unless the appropriate license therefor has been issued pursuant to section 400.00 of the penal law. 3. A security guard who is also employed as a peace officer for eighteen months or more shall be exempt from the requirements of paragraph e of subdivision one of this section as long as he or she is currently employed as a peace officer and provides to his or her security guard employer proof of such annual in-service training required under paragraph e of subdivision one of this section. […] 4. The provisions of this section shall not apply to a security guard who is:”https://www.nysenate.gov/legislation/laws/GBS/89-N · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  50. N.Y. Gen. Bus. Law § 89-n(4)(f)-(g). “f. a police officer as defined in paragraphs (a), (b), (c), (d), (e), (f), (j), (k), (l), (o) and (p) of subdivision thirty-four of section 1.20 of the criminal procedure law who has been retired from such employment for a period not to exceed ten years, provided, however, that a retired police officer who has been retired from such employment for a period in excess of ten years shall be required to provide proof to his or her security guard employer of his or her satisfactory completion of an eight hour annual in-service training course approved by the commissioner, and provided further, however, that a retired police officer who will be required by his or her security guard employer to carry a firearm or will be authorized to have access to a firearm shall provide to such employer proof of his or her satisfactory completion of a forty-seven hour firearms training course approved by the commissioner and, if such firearms training course has not been completed within one year prior to such employment, satisfactory completion of an additional eight hour annual firearms in-service training course approved by the commissioner, such training course to be completed at least annually; or g. a peace officer as defined in subdivisions two, twenty and twenty-five and paragraphs a and b of subdivision twenty-one of section 2.10 of the criminal procedure law who has been retired from such employment for a period not to exceed ten years, provided, however, that a retired peace officer who has been retired from such employment for a period in excess of ten years shall be required to provide proof to his or her security guard employer of his or her satisfactory completion of an eight hour annual in-service training course approved by the municipal police training council, and provided further, however, that a retired peace officer who will be required by his or her security guard employer to carry a firearm or will be authorized to have access to a firearm shall provide to such employer proof of his or her satisfactory completion of a forty-seven hour firearms training course approved by the municipal police training council and, if such firearms training course has not been completed within one year prior to employment, satisfactory completion of an additional eight hour annual firearms in-service training course approved by the municipal police training council, such training course to be completed at least annually.”https://www.nysenate.gov/legislation/laws/GBS/89-N · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  51. N.Y. Lab. Law § 167(1)(b), (2), (3)(a)-(b). “b. "Nurse" shall mean a registered professional nurse or a licensed practical nurse as defined by article one hundred thirty-nine of the education law who provides direct patient care. […] 2. a. Notwithstanding any other provision of law no health care employer shall require a nurse to work more than that nurse's regularly scheduled work hours, except pursuant to subdivision three of this section. b. Nothing in this section shall prohibit a nurse from voluntarily working overtime. 3. The limitations provided for in this section shall not apply in the case of: a. a health care disaster, such as a natural or other type of disaster that increases the need for health care personnel, unexpectedly affecting the county in which the nurse is employed or in a contiguous county; or b. a federal, state or county declaration of emergency in effect in the county in which the nurse is employed or in a contiguous county;”https://www.nysenate.gov/legislation/laws/LAB/167 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  52. N.Y. Lab. Law § 780 (definition of employer). “"Employer" means a person who directly or indirectly, or through an agent or any other person, including through the services of a third-party employer, temporary services, or staffing agency, independent contractor, or any similar entity, employs or exercises control over the wages, hours, or working conditions of one hundred or more employees at a single warehouse distribution center or one thousand or more employees at one or more warehouse distribution centers in the state.”https://www.nysenate.gov/legislation/laws/LAB/780 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  53. N.Y. Lab. Law § 781. “§ 781. Quotas. Each employer shall provide to each employee, upon hire, or within thirty days of the effective date of this article, a written description of each quota to which the employee is subject, including the quantified number of tasks to be performed or materials to be produced or handled, within the defined time period, and any potential adverse employment action that could result from failure to meet the quota. Each time the quota changes thereafter, the employer shall provide an updated written description of each quota to which the employee is subject within two business days of such quota change.”https://www.nysenate.gov/legislation/laws/LAB/781 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  54. N.Y. Lab. Law § 782. “§ 782. Protection from quotas. An employee shall not be required to meet a quota that prevents compliance with meal or rest periods or use of bathroom facilities, including reasonable travel time to and from bathroom facilities.”https://www.nysenate.gov/legislation/laws/LAB/782 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  55. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023). “Regular Scheduling: Employers must give fast food workers a regular schedule and 14 days’ advance notice of each weekly schedule. Consent to Changes: Workers can say no to working additional hours before hours are added to the schedule. Schedule Change Premiums: Employers must pay between $10-$75 for each change to a scheduled shift made less than 14 days before the first day on that work schedule. Clopenings: Employers cannot schedule a worker for back-to-back closing and opening shifts with less than 11 hours between the shifts without the worker’s permission. If a worker consents in writing and works a clopening, the employer must pay the worker a $100 premium. […] Access to Hours: Employers must offer newly available shifts to current employees before hiring new employees.”https://www.nyc.gov/assets/dca/downloads/pdf/workers/FAQs-FairWorkweek-FastFood.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  56. NYC DCWP, Fair Workweek Law in Retail: FAQ (4/1/2022). “72 Hours’ Advance Notice of Work Schedules: Retail employers must both post at the workplace AND provide workers with a written work schedule at least 72 hours before the first shift on the schedule. If the employer regularly uses electronic means to communicate with employees—for example, text, email, or an app—the employer must provide the work schedule electronically to employees 72 hours before the first shift on the schedule. If the schedule changes, the employer must repost the new schedule and resend it to all affected workers. No On-Call or Call-In Shifts: Retail employers cannot schedule workers for on-call shifts. Employers also cannot require employees to “check in” within 72 hours of a scheduled shift to find out if they should report for the shift. Additions of Time: Workers can say no to working additional time less than 72 hours before the start of a shift. If the employee consents, consent must be in writing before the employee works additional time. Shift Shortenings or Cancellations: Employers generally cannot cancel or reduce the hours in a shift by more than 15 minutes less than 72 hours before the start of a shift, with certain exceptions.”https://www.nyc.gov/assets/dca/downloads/pdf/workers/FAQs-FairWorkweek-Retail.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  57. NYC Admin. Code § 20-1201 (retail employer, retail business, retail employee). “Retail employer. The term "retail employer" means any employer that employs a retail employee at a retail business. The term "retail business" means any entity with 20 or more employees that is engaged primarily in the sale of consumer goods at one or more stores within the city. […] Retail employee. The term "retail employee" means any employee who is employed by a retail employer.”https://codelibrary.amlegal.com/codes/newyorkcity/latest/NYCadmin/0-0-0-36313 · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  58. N.Y. Lab. Law § 195(4). “4. establish, maintain and preserve for not less than six years contemporaneous, true, and accurate payroll records showing for each week worked the hours worked; the rate or rates of pay and basis thereof, whether paid by the hour, shift, day, week, salary, piece, commission, or other; gross wages; deductions; allowances, if any, claimed as part of the minimum wage; amount of sick leave provided to each employee; the benefit portion of the minimum rate of home care aide total compensation as defined in section thirty-six hundred fourteen-c of the public health law ("home care aide benefits"), if applicable; prevailing wage supplements, if any, claimed as part of any prevailing wage or similar requirement pursuant to article eight of this chapter; and net wages for each employee.”https://www.nysenate.gov/legislation/laws/LAB/195 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  59. 12 NYCRR § 142-2.6(a). “§ 142-2.6 Employer records. (a) Every employer shall establish, maintain and preserve for not less than six years, weekly payroll records which shall show for each employee: (1) name and address; (2) social security number; (3) wage rate; (4) the number of hours worked daily and weekly, including the time of arrival and departure of each employee working a split shift or spread of hours exceeding 10; (5) when a piece-rate method of payment is used, the number of units produced daily and weekly; (6) the amount of gross wages; (7) deductions from gross wages; (8) allowances, if any, claimed as part of the minimum wage; (9) net wages paid; and (10) student classification.”https://forms.labor.ny.gov/WP/CR142.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  60. NYC Admin. Code § 20-1607(a). “§ 20-1607 Recordkeeping. a. A covered security guard employer shall retain records documenting such employer’s compliance with the applicable requirements of this chapter for a period of 6 years, and shall allow the department to access such records and other relevant information, consistent with applicable law and in accordance with rules of the department and with appropriate notice, in furtherance of an investigation conducted pursuant to this chapter. A covered security guard employer must maintain records in their original format and provide such records to the department in their original format or a electronic format as set forth in rules of the department. The department also may establish by rule, and require covered security guard employers to adhere to, a uniform system of records.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  61. NYC Admin. Code § 20-1607(b). “b. The failure of a covered security guard employer to maintain, retain, or produce a record or other information required to be maintained by this chapter and requested by the department in furtherance of an investigation conducted pursuant to this chapter that is relevant to a material fact alleged by the department in a notice of violation issued pursuant to this chapter creates a rebuttable presumption that such fact is true.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  62. 12 NYCRR § 142-1.1. “§ 142-1.1 Coverage of Part This Part shall apply to all employees, as such term is defined in this Part, except: (a) employees who are covered by minimum wage standards in any other minimum wage order promulgated by the commissioner; and (b) employees of a nonprofitmaking institution which has elected to be exempt from coverage under a minimum wage order, pursuant to subdivision 3 of section 652 of the Minimum Wage Act.”https://forms.labor.ny.gov/WP/CR142.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  63. 12 NYCRR § 141-3.1. “§ 141-3.1 Building service industry. (a) The building service industry includes any person, corporation or establishment engaged in whole or in part in renting, servicing, cleaning, maintaining, selling, or managing buildings or building space, and all occupations, operations and services in connection therewith or incidental thereto. The industry includes, but is not limited to, real estate owners, building owners, operators, lessors, managing agents and independent contractors.”https://forms.labor.ny.gov/WP/CR141.pdf · New York minimum wage order (12 NYCRR), as posted by the Department of Labor · Verified on November 12, 2026
  64. Office of the Governor, New York State Minimum Wage for 2027. “Governor Hochul has proposed a change to the law that could allow minimum wage rates to rise with inflation starting March 1, 2027, if the Legislature approves it. […] If approved by the State Legislature, new rates would take effect on March 1, 2027.”https://www.governor.ny.gov/new-york-state-minimum-wage-2027 · Statement by the Office of the Governor · Verified on November 12, 2026
  65. NYSDOL, Minimum Wage page (Governor Hochul's Proposal). “Governor Hochul is proposing a change to the law’s “off-ramp” provisions that would allow workers to receive the inflation-based wage increase.”https://dol.ny.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  66. N.Y. Lab. Law § 652(1-b)(e). “(e) The commissioner shall publish the adjusted minimum wage rates no later than the first of October of each year to take effect on the following first day of January.”https://www.nysenate.gov/legislation/laws/LAB/652 · New York State law, text from the Senate's Open Legislation service (nysenate.gov) · Verified on November 12, 2026
  67. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “*Months of employment: An Employee's length of service with the Employer or at the Facility, whichever is greater. **New Hire: An employee who has not worked any hours with the Employer or at the Facility during the previous six-month period.”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official schedule published by the agency · Verified on November 12, 2026

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