As New York continues to position itself at the forefront of workplace regulations, employers across Long Island are facing a rapidly evolving legal landscape. With wage increases on the horizon, expanded leave entitlements, growing technology-based compliance pressures, and stepped-up federal enforcement, 2026 promises to bring a wide spectrum of impactful changes across the employment law landscape.
Minimum wage increase
The minimum wage on Long Island is scheduled to increase to $17 per hour on Jan. 1, 2026. Companies must prepare not just for direct payroll increases, but for the ripple effects these hikes create, including overtime-rate adjustments and spread-of-hour pay rate adjustments. Employers must also prepare for the increases to the salary threshold required for exempt status under New York’s administrative and executive exemptions, which will again rise on Jan. 1, 2026, to $1,275 per week ($66,300 per year).
Employers should conduct wage audits, reassess job classifications, and evaluate whether exempt employees continue to meet both the duties and salary-basis tests under state and federal law.
New paid leave mandates
New York’s existing paid family leave, paid sick leave and...
The ABA’s 2026 False Claims Act Mock Trial Institute, held in New Orleans this year and sold out, once again offered a bevy of lessons, information, and insight. As always, the FCA Mock Trial Inst...