New York Employer Compliance Obligations for 2023

By Douglas Lipsky

The year is coming to a close and 2023 will be here before too long, so employers in New York must be mindful of new employment laws that have recently taken effect or become effective in the new year. At Lipsky Lowe, LLP, we are committed to helping employers and employees in the greater New York area understand their rights and responsibilities.  

Whether you need assistance keeping your business compliant with applicable employment laws or you believe your employer has violated your employment rights, we will be the strength in your corner. This article is a discussion of new compliance obligations facing New York employers, from family leave to the use of AI in employment screenings to wage transparency. 

New York Employment Law Compliance Challenges in 2023 

In 2022, The New York State Legislature and the New York City council enacted the following initiatives: 

Protected Time Off/Scope of Coverage: New York SB 2928

This bill amended the state workers’ compensation law to add siblings to the definition of a family member for purposes of paid family leave and goes into effect on Jan. 1, 2023. 

Artificial Intelligence and Robots: New York City Council Ordinance  No. 1894-2020

As of Jan. 1,  2023, employers that use automated employment decision tools to screen candidates must notify such candidates of the use of AI tools.

Wage Transparency: New York City Council Ordinance  No. 0134-2022 

This ordinance amends the NYC wage transparency law by (1) clarifying the positions for which a pay range must be provided (2) establishing a private right of action for employees and (3) extending the effective date of the ordinance to Nov. 1. 2022. 

Another wage transparency initiative, Westchester County Ordinance No. 2022-119, makes it illegal for employers in that county to advertise a job, promotion, or transfer opportunity without stating the minimum and maximum salary for the position in the advertisement.

Why This Matters

New York workplaces are governed by myriad federal, state, and local laws dealing with the employer-employee relationship. Such laws are designed to protect employees from discrimination, harassment, wage theft, and other employment law violations. It is wise for employers to have informed representation in an ever-changing legal landscape.

Similarly, employees that need assistance enforcing their employment rights regarding the coming employment laws in New York or other applicable equal employment opportunity laws should consult an experienced employment lawyer. That’s where Lipsky Lowe comes in.

We are dedicated to protecting the rights of employees, helping employers fulfill their legal obligations, and fostering positive work environments across the city and state. Whether you need assistance ensuring your business is compliant with coming laws or enforcing your employment rights, we are the experienced choice in employment law. Contact us today to learn how we can help.

About the Author
Douglas Lipsky is a co-founding partner of Lipsky Lowe LLP. He has extensive experience in all areas of employment law, including discrimination, sexual harassment, hostile work environment, retaliation, wrongful discharge, breach of contract, unpaid overtime, and unpaid tips. He also represents clients in complex wage and hour claims, including collective actions under the federal Fair Labor Standards Act and class actions under the laws of many different states. If you have questions about this article, contact Douglas today.