New York State 2022 Law Changes

New York State 2022 Law Changes

The new year ahead is set to bring a number of significant changes to New York State. The most anticipated are the raised minimum wages for employees in the fast food industry and starting in 2021 the rest of the state. This info below outlines the significant past, present and future changes to New York's Minimum Wage Laws.



The New York State minimum wage rates and minimum overtime-exempt salary levels for employees working outside of New York City will increase on December 31, 2021.

 

MINIMUM WAGE INCREASES FOR OUR REGION
(Source: https://dol.ny.gov/minimum-wage-0)
  • In Dutchess and surrounding counties: minimum wage will increase to $13.20 per hour* (*except for fast-food workers, which is already $15 per hour statewide)
 

MINIMUM SALARY INCREASES FOR OUR REGION
(Source: https://dol.ny.gov/minimum-wage-frequently-asked-questions)
  • In Dutchess and surrounding counties: minimum salary levels for overtime-exempt Executive and Administrative employees will increase to $937.50 to $990 per week ($51,480 annually)
 
General source/FAQ: https://dol.ny.gov/wages-and-hours-frequently-asked-questions
 
 
PAID FAMILY LEAVE CHANGES
(Source: https://paidfamilyleave.ny.gov/2022)
  • As of January 1, 2022 when an employee takes PFL in daily increments, the maximum number of days of PFL available is calculated based on the average number of days worked per week multiplied by 12*
(* Previously, the law capped leave taken in daily increments to 60 days per year.)
 

 
NY WHISTLEBLOWER PROTECTION
(Source: https://dol.ny.gov/retaliation)
  • New York expands whistleblower protections, effective January 26, 2022
  • Former employees have been added to the definition of covered employees under the law
  • The statute of limitations for reporting unlawful or dangerous business practices has been extended to 2 years
  • Employees are now protected whether or not they are acting within the scope of their job duties
  • Employees now only have to prove that they reasonably believe there is a violation of the law or substantial or specific danger to be protected from retaliation