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In New York City, fast food schedules go out 14 days ahead. From January 1, 2027, covered security guards get their own minimum wage.

What do New York City labor laws add to New York State's rules when you schedule and pay hourly employees?

Verified on November 12, 2026 against New York City's laws, the Department of Consumer and Worker Protection's schedule, notices and guidance, and New York State's minimum wage law and Department of Labor·What changed on this page

14days

of advance notice of each weekly schedule for fast food workers, including guards who work security there14

32hours

of unpaid protected time off available at once, since February 22, 2026, on top of paid sick time25

Jan 12027

the day the minimum wage for covered security guards starts under Local Law 61; under some existing agreements, later367

What do New York City labor laws add to the state's?

This page covers three New York City laws. The Fair Workweek Law gives fast food workers 14 days' notice of each weekly schedule, and retail workers 72 hours' notice at retail businesses with 20 or more employees189.

The Earned Safe and Sick Time Act, also called the Protected Time Off law, gives most employees up to 40 or 56 paid hours a year, 32 unpaid hours, and 20 hours of paid prenatal leave5.

Local Law 61 sets a minimum wage for covered security guards from January 1, 2027, later under some existing agreements37. The City's schedule adds time and one half after an 8 hour day106. The state rate in the city stays $17.00 on January 1, 202711.

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

Which dates change the rules in New York City?

  1. Fair Workweek for retail starts

    The law's protections for retail employees took effect on November 26, 201712.

  2. 32 hours of unpaid protected time off

    Employers provide 32 hours of unpaid protected time off immediately available, and another 32 on the first day of each calendar year2. Employers may now deny a request for a temporary schedule change, but cannot retaliate for it1314.

  3. Local Law 61 takes effect

    The security guard law took effect15; its requirements start in phases16.

  4. Security guard minimum wage and daily overtime

    Covered security guard employers pay at least the rates in the City's schedule, and time and one half after an 8 hour day and after 40 straight time hours in a work week610. 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 terminates717.

  5. Second step of the guard schedule

    $34.65 armed, $23.15 unarmed with all the listed requirements, $19.68 unarmed with 0 to 36 months or new hires181920.

  6. Updated 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 effect21.

  7. Guards: paid time off

    Covered security guards receive paid time off benefits under § 20-160322.

  8. Guards: supplemental benefits

    Covered security guards receive supplemental benefits under § 20-160423.

Past or upcoming as of November 12, 2026.

What changes in the week in New York City?

When you build the schedule

At fast food establishments, workers get a regular schedule and 14 days' advance notice of each weekly schedule1. A closing shift followed by an opening shift less than 11 hours later needs the worker's written consent and pays a $100 premium24.

At retail businesses with 20 or more employees, the schedule is posted and given to workers at least 72 hours before its first shift, and on-call shifts are not allowed89.

For covered security guards, from January 1, 2027, or later under some existing agreements, hours past an 8 hour day are paid at time and one half the regular hourly rate1067.

When a schedule changes

Fast food employers pay a premium for each change made less than 14 days before the first day on the schedule: from $10 to $75 depending on the notice and the effect on hours2526. A worker's consent to the change does not remove the premium27. There are four exceptions, among them changes the worker requests or initiates and voluntary shift trades28.

Retail employers generally cannot cancel or cut a shift by more than 15 minutes less than 72 hours before it starts, and added time inside those 72 hours needs the worker's written consent8.

When someone calls in sick

Most employees have up to 40 or 56 hours of paid protected time off a year, and 32 hours of unpaid protected time off from the beginning of employment5. Pay statements show the immediately available unpaid hours29. Employers with 100 or more employees provide up to 56 paid hours30.

Employees can still request a temporary schedule change; the employer may deny it but cannot retaliate13.

In payroll

The state minimum wage in the city is $17.00 an hour, and it stays $17.00 on January 1, 20273111.

From January 1, 2027, or later under some existing agreements, covered security guards are paid at least $33.70 armed, $22.20 unarmed with all the listed requirements, and $18.87 unarmed with 0 to 36 months or new hires3233347.

With a union or individual agreement

For guards under a collective bargaining 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 on the date that agreement terminates717.

Local Law 61 does not apply to a guard under a collective bargaining agreement that expressly waives it and provides wages, paid time off and supplemental benefits equal to or greater, in combination, than the law requires35.

The retail Fair Workweek rules do not apply to employees under a collective bargaining agreement that expressly waives them and addresses employee scheduling36.

In payroll, for security guardsLocal Law 61 of 2026 in NYC: who is covered, what to keep and when each part startsLocal Law 61 covers employers of one or more covered security guards in New York City. Its minimum wage starts January 1, 2027; records are kept 6 years.See the ruleWhen a fast food or retail schedule changesNYC 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 ruleFor the rules the state setsNew York labor laws: what changes the schedule and the payNew York pays overtime after 40 hours a week for most employees, and its minimum wage stays $17.00 and $16.00 on January 1, 2027. NYC adds its own rules.See the rule

What changes for security guards in New York City?

Local Law 61 covers any person who employs one or more covered security guards in New York City, except the United States, New York State, the Port Authority and the City37. A covered guard principally performs the functions of a security guard under General Business Law § 89-f(6) and is required to hold a registration card38.

It does not apply to work under a contract subject to the federal Service Contract Act, Article 9 of the Labor Law and the other wage standards it lists39.

Guards also count under the Fair Workweek Law. A fast food employee is anyone working at a fast food establishment whose duties include security, among others, and DCWP says a guard employed by a security company who works at fast food restaurants is covered440. At retail businesses, workers hired through a subcontractor are covered because they work in or from the store41.

What does an employer have to be able to show?

  • Security guard employers keep records of compliance with Local Law 61 for 6 years, in their original format, and give the Department access to them in an investigation42.
  • Retail employers give a worker, on request, the written schedules for any week worked within the last three years, within 14 days of the request43.
  • New York State's payroll records, for not less than six years, apply in the city too44.

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 it45.

What does the law leave open?

The notice for security guards. § 20-1608 has the City publish a notice of rights and has employers give it to guards, within 30 days of the effective date for guards already employed46. The Department's employer page, dated September 1, 2026, still says it “will also post” the notice47. Neither text says what applies while no notice is published. Confirm it with your counsel.

A contract guard at a covered fast food restaurant. A fast food employer is any employer that employs a fast food employee at a fast food establishment48, and DCWP treats a security company's guard at fast food restaurants as covered40. It also says a worker may be jointly employed, and that all employers involved in managing fast food workers may have obligations49. How the security company and the restaurant divide duties such as posting the schedule is not addressed. Confirm it with your counsel.

What does the law say exactly?

§ 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.
NYC Admin. Code § 20-1602 · official text · source 3
DCWP Minimum Wage Schedule overtime for covered guards
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.
NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026) · official text · source 10
Admin. Code § 20-1601 who is a covered employer
Covered security guard employer. The term “covered security guard employer” means any person who employs one or more covered security guards in New York city, but shall not include: (i) the United States government; (ii) the state of New York, including any office, department, independent agency, authority, institution, association, society or other body of the state including the legislature and the judiciary; (iii) the port authority of New York and New Jersey; and (iv) the city of New York.
NYC Admin. Code § 20-1601 (covered security guard employer) · official text · source 37
Admin. Code § 20-1616(a) work the law excludes
§ 20-1616 Exclusions. a. The provisions of this chapter shall not apply to any work performed under a contract subject to the McNamara-O’Hara Service Contract Act of 1965, section 6701 of title 41 of the United States code, article 9 of the labor law, article 19-D of the labor law, section 42-A of the public service law, sections 421-a, 467-a, 467-m and 485-x of the real property tax law, section 6-109.1, regarding prevailing wage for security guards and fire guards at citycontracted shelters, or a successor provision, section 6-130, regarding prevailing wage for building service employees in city leased or financially assisted facilities, or a successor provision, section 10-172, and any work subject to a compensation standard prescribed by a rule or regulation of the port authority of New York and New Jersey.
NYC Admin. Code § 20-1616(a) · official text · source 39
Admin. Code § 20-1201 fast food employee
Fast food employee. The term "fast food employee" means any person employed or permitted to work at or for a fast food establishment by any employer that is located within the city where such person's job duties include at least one of the following: customer service, cooking, food or drink preparation, delivery, security, stocking supplies or equipment, cleaning or routine maintenance. The term "fast food employee" does not include any employee who is salaried.
NYC Admin. Code § 20-1201 (fast food employee) · official text · source 4
DCWP Fast Food FAQ 14 days' notice, clopenings, access to hours
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.
NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023) · official text · source 1
DCWP Retail FAQ 72 hours' notice
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.
NYC DCWP, Fair Workweek Law in Retail: FAQ (4/1/2022) · official text · source 8
DCWP Protected Time Off paid and unpaid 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.
NYC DCWP, Information for Employers on Protected Time Off · official text · source 5

How does a system hold these rules?

New York City'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 fast food and retail sites where your guards work, and check each against the Fair Workweek Law's definitions509.
  • For each covered guard, write down months of service with you or at the facility, whichever is greater51.
  • Mark every day a covered guard works more than 8 hours from January 1, 2027, or from the end of an existing agreement that delays Local Law 611067.
  • Check that pay statements show the immediately available hours of unpaid protected time off292.

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

Frequently asked questions

Does NYC have a predictive scheduling law?

Yes, the Fair Workweek Law. Fast food workers get a regular schedule and 14 days' notice of each weekly schedule, and retail workers at retail businesses with 20 or more employees get 72 hours' notice189.

What is the security guard minimum wage in NYC in 2027?

From January 1, 2027, at least $33.70 an hour armed, $22.20 for unarmed guards who have completed all the listed requirements, and $18.87 for unarmed guards with 0 to 36 months or new hires, under Local Law 61's schedule323334. 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, the law applies when that agreement terminates717. From May 1, 2027: $34.65, $23.15 and $19.68, through June 30, 2027; the City publishes the July to December rates by July 1, 202718192021.

How much sick time do NYC employers have to give?

Most employees have up to 40 or 56 hours of paid protected time off a year, depending on employer size, and 32 hours of unpaid protected time off from the beginning of employment, plus 20 hours of paid prenatal leave530.

Can an NYC employer deny a temporary schedule change?

Yes. The Department says employers may deny requests for a temporary schedule change, but they cannot retaliate against employees for making requests13.

Are security guards covered by NYC's Fair Workweek Law?

When they work at a covered fast food establishment or retail business. Security is among the duties of a fast food employee, and DCWP says a security company's guard at fast food restaurants is covered440. Workers hired through a subcontractor at a retail store are covered too41.

What is the minimum wage in New York City?

$17.00 an hour under state law, and it stays $17.00 on January 1, 20273111. Home care aides go to $20.00 that day52, and covered security guards are paid at least the City's schedule from January 1, 2027, or later under some existing union or individual agreements67.

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

Sources

  1. 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
  2. NYC DCWP, Protected Time Off FAQ. “As of February 22, 2026, employers must provide employees with 32 hours of unpaid protected time off immediately available for use. Employers must provide another bank of 32 immediately available hours of unpaid protected time off on the first day of the Calendar Year, as determined by the employer.”https://www.nyc.gov/site/dca/about/paid-sick-leave-FAQs.page · Guidance published by the agency that enforces the rule · 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. NYC Admin. Code § 20-1201 (fast food employee). “Fast food employee. The term "fast food employee" means any person employed or permitted to work at or for a fast food establishment by any employer that is located within the city where such person's job duties include at least one of the following: customer service, cooking, food or drink preparation, delivery, security, stocking supplies or equipment, cleaning or routine maintenance. The term "fast food employee" does not include any employee who is salaried.”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
  5. 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
  6. 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
  7. 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
  8. 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
  9. 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
  10. 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
  11. 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
  12. NYC DCWP, Fair Workweek Law in Retail: FAQ (4/1/2022). “The law’s protections for retail employees took effect on November 26, 2017. Exception: If a retail worker was covered by a collective bargaining agreement (CBA) that was in effect on November 26, 2017, the worker is covered under NYC’s Fair Workweek Law on the day after the CBA expires.”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
  13. NYC DCWP, Information for Employers on Protected Time Off (Right to Request a Temporary Schedule Change). “Employees have a protected right to request temporary schedule changes including: changing the time or location of their work shift, working remotely, or swapping shifts with another employee Employers may deny requests for a temporary schedule change, but they cannot retaliate against employees for making requests.”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
  14. NYC DCWP, New Laws and Rules (Local Law 145 of 2025). “aligning the requirements of the earned safe and sick time act and the temporary schedule change act Law Effective Date: February 22, 2026 This bill would allow safe/sick time under the City’s Earned Safe and Sick Time Act (ESSTA) to be used to provide care for a child or care recipient, to attend a legal proceeding for subsistence benefits or housing, to respond to a public disaster or to respond to workplace violence. This bill would also provide an additional 32 hours of unpaid safe/sick time under ESSTA, which would be available for use immediately upon hire and subsequently on the first day of each calendar year. The unpaid safe/sick time would replace the two days that were provided by the City’s Temporary Schedule Change Act (TSCA), however, employees would still be able to request temporary changes to their work schedule subject to approval by their employer.”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
  15. 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
  16. 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
  17. 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
  18. 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
  19. 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
  20. 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
  21. 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
  22. 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
  23. 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
  24. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023). “Employers cannot schedule employees to work two shifts over two days with less than 11 hours between shifts when the first shift ends the previous calendar day or spans two calendar days (a “clopening”) unless: […] The employee has an opportunity to decline to work the clopening. The employee consents and puts consent in writing. AND The employer pays the worker a $100 premium per clopening worked.”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
  25. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023), Schedule Change Premium Amounts. “Schedule Change Premium Amounts Amount of notice (before first date on work schedule) additional hours Rate for Rate if no impact on total hours Rate for reduced hours Less than 14 days’ notice $10 per change $10 per change $20 per change Less than 7 days’ notice $15 per change $15 per change $45 per change Less than 24 hours’ notice $15 per change $15 per change $75 per change”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
  26. NYC Admin. Code § 20-1222(a). “§ 20-1222 Schedule change premium. a. A fast food employer shall provide a fast food employee with the following schedule change premium amount, in addition to the employee's regular pay for shifts actually worked by the employee: 1. With less than 14 days' notice but at least 7 days' notice to the employee, $10 for each change to the work schedule in which: (a) Additional hours or shifts are added pursuant to subdivision d of section 20-1221; or (b) The date or start or end time of a regular shift or on-call shift is changed with no loss of hours; 2. With less than 14 days' notice but at least 7 days' notice to the employee, $20 for each change to the work schedule in which: (a) Hours are subtracted from a regular or on-call shift; or (b) A regular or on-call shift is cancelled; 3. With less than 7 days' notice to the employee, $15 for each change to the work schedule in which: (a) Additional hours or shifts are added pursuant to subdivision d of section 20-1221; or (b) The date or start or end time of a regular or on-call shift is changed with no loss of hours; 4. With less than 7 days' but at least 24 hours' notice to the employee, $45 for each change to the work schedule in which: (a) Hours are subtracted from a regular or on-call shift; or (b) A regular or on-call shift is cancelled; and 5. With less than 24 hours' notice to the employee, $75 for each change to the work schedule in which: (a) Hours are subtracted from a regular or on-call shift; or (b) A regular or on-call shift is cancelled.”https://codelibrary.amlegal.com/codes/newyorkcity/latest/NYCadmin/0-0-0-133713 · New York City law, as published by the City or its code publisher · Verified on November 12, 2026
  27. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023). “An employee’s consent to a schedule change does not create any exception to the requirement that employers pay a schedule change premium.”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
  28. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023), premium exceptions. “There are four exceptions to the premium pay requirement. 1. Employers are not required to pay premiums for schedule changes if they are unable to operate due to: o o o o o Threats to employees or the employer’s property Failure of a public utility or shutdown of public transportation Fire, flood, or other natural disaster Federal, state, or local state of emergency Severe weather conditions that pose a threat to employee safety […] 2. Employers are not required to pay premiums when workers request or initiate schedule changes. […] For this exception to apply, the employer must keep written documentation with enough information to show the date of the shift and that the employee initiated or requested the change. […] 3. Employers are not required to pay premiums for scheduling changes when employees voluntarily trade shifts with one another. […] 4. Employers are not required to pay premiums for adding time to the work schedule when the employer must pay overtime for the changed shift.”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
  29. NYC DCWP, Protected Time Off FAQ (pay statements). “This information must appear on pay stubs or other documentation provided to employees each pay period (“pay statement”). Specifically, the pay statement must note: the amount of protected time off accrued during the pay period; the amount of paid and unpaid protected time off used during the pay period; the amount of immediately available hours of unpaid protected time off available for use in the Calendar Year; and the amount of accrued protected time off available for use in the Calendar Year.”https://www.nyc.gov/site/dca/about/paid-sick-leave-FAQs.page · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  30. NYC DCWP, Protected Time Off FAQ. “Employers with 5 or more employees regardless of net income must provide the following amounts of leave each Calendar Year: 32 immediately available hours of unpaid protected time off. AND Up to 40 hours of paid protected time off if the employer employs 99 or fewer employees. OR Up to 56 hours of paid protected time off if the employer employs 100 or more employees.”https://www.nyc.gov/site/dca/about/paid-sick-leave-FAQs.page · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  31. 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
  32. 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
  33. 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
  34. 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
  35. NYC Admin. Code § 20-1616(b). “b. The provisions of this chapter shall not apply to any covered security guard subject to a collective bargaining agreement if (i) such provisions are expressly waived in such collective bargaining agreement and (ii) such collective bargaining agreement provides for a combination of wages, paid time off, and supplemental benefits equal to or greater than the combination of wages, paid time off, and supplemental benefits required by this chapter.”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
  36. NYC DCWP, Fair Workweek Law in Retail: FAQ (4/1/2022). “employees covered by a collective bargaining agreement in which the rights under the law are expressly waived and employee scheduling is addressed;”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
  37. NYC Admin. Code § 20-1601 (covered security guard employer). “Covered security guard employer. The term “covered security guard employer” means any person who employs one or more covered security guards in New York city, but shall not include: (i) the United States government; (ii) the state of New York, including any office, department, independent agency, authority, institution, association, society or other body of the state including the legislature and the judiciary; (iii) the port authority of New York and New Jersey; and (iv) the city of New York.”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
  38. NYC Admin. Code § 20-1601 (covered security guard). “Covered security guard. The term “covered security guard” means any person employed by a covered security guard employer to principally perform one or more of the functions set forth in subdivision 6 of section 89-f of the general business law and who is required to have a current and valid registration card issued in accordance with article 7-A of the general business law.”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
  39. NYC Admin. Code § 20-1616(a). “§ 20-1616 Exclusions. a. The provisions of this chapter shall not apply to any work performed under a contract subject to the McNamara-O’Hara Service Contract Act of 1965, section 6701 of title 41 of the United States code, article 9 of the labor law, article 19-D of the labor law, section 42-A of the public service law, sections 421-a, 467-a, 467-m and 485-x of the real property tax law, section 6-109.1, regarding prevailing wage for security guards and fire guards at citycontracted shelters, or a successor provision, section 6-130, regarding prevailing wage for building service employees in city leased or financially assisted facilities, or a successor provision, section 10-172, and any work subject to a compensation standard prescribed by a rule or regulation of the port authority of New York and New Jersey.”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
  40. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023). “Even if workers are hired by a subcontractor, temp firm, or another third party to work at a fast food establishment, they are covered by the law as long as they meet the definition of a fast food employee. […] Scenario: Marcia is employed as a security guard by Safer Security. She provides security services to two fast food restaurants and an office building. Is Marcia a fast food employee? Yes. Marcia is considered a fast food employee because she performs security for two fast food restaurants.”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
  41. NYC DCWP, Fair Workweek Law in Retail: FAQ (4/1/2022). “All employees who work in a retail business’ stores in NYC are covered by the law’s protections regardless of position or job title. […] Even if workers are hired by a subcontractor, temp firm, or another third party to work at a retail business, they are covered by the law because they work in or from a retail business store.”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
  42. 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
  43. NYC DCWP, Fair Workweek Law in Retail: FAQ (4/1/2022). “If a worker requests previous schedules, the employer must provide written work schedules for any week worked within the last three (3) years. The employer must provide the schedules within 14 days of the worker’s request.”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
  44. 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
  45. 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
  46. NYC Admin. Code § 20-1608(a)-(b). “§ 20-1608 Notice of rights. a. The commissioner shall publish and make available on the city’s website a notice for a covered security guard employer to provide to covered security guards, informing them of their rights under this subchapter. The commissioner shall update such notice if any changes are made to the requirements of this chapter or as otherwise deemed appropriate by the commissioner. b. A covered security guard employer shall provide such notice to a covered security guard at the commencement of employment or, for covered security guards who were already employed prior to the effective date of the chapter, within 30 days of the effective date of the local law that added this chapter. Such notice may be provided in electronic format, and shall be in English and the primary language of the covered security guard, provided that the commissioner has made the notice available in such a language.”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
  47. 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
  48. NYC Admin. Code § 20-1201 (fast food employer). “Fast food employer. The term "fast food employer" means any employer that employs a fast food employee at a fast food establishment.”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
  49. NYC DCWP, Fair Workweek Law in Fast Food: FAQ (9/15/2023). “A worker may also be jointly employed by more than one individual or business at the same time. Therefore, all employers involved in the management of fast food workers may have obligations to those workers under NYC’s Fair Workweek Law.”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
  50. NYC Admin. Code § 20-1201 (fast food establishment). “Fast food establishment. The term "fast food establishment" means any establishment (i) that has as its primary purpose serving food or drink items; (ii) where patrons order or select items and pay before eating and such items may be consumed on the premises, taken out or delivered to the customer's location; (iii) that offers limited service; (iv) that is part of a chain; and (v) that is one of 30 or more establishments nationally, including (A) an integrated enterprise that owns or operates 30 or more such establishments in the aggregate nationally or (B) an establishment operated pursuant to a franchise where the franchisor and the franchisees of such franchisor own or operate 30 or more such establishments in the aggregate nationally. The term "fast food establishment" includes such establishments located within non-fast food establishments.”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
  51. 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
  52. 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

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