A quick update on key legal developments for employers with employees in New York.

• Whistleblower Protections. Expanded whistleblower protections under New York Labor Law Section 740 are now in place. Effective January 26, 2022, the amendments to Section 740 expand private-sector whistleblower protections beyond reports of public health and safety concerns and health care fraud. As amended, the law’s protections extend to individuals (including former employees and independent contractors) who report, or threaten to report, any activity they reasonably believe is a violation of law, rule, or regulation or a substantial and specific danger to public health and safety. In addition, the amendments extended the statute of limitations for a New York whistleblower claim from one to two years, and expanded the definition of retaliatory action, among other changes.
• HERO Act. The HERO Act has been extended through March 17, 2022. Due to continued transmission of COVID-19, New York extended the HERO Act, which requires employers to adopt an industry specific workplace health and safety plan to protect employees against exposure from COVID-19.
• Employee Monitoring. Effective May, 7, 2022, New York employers that monitor employee electronic activity must notify employees of that electronic monitoring. Employers that electronically monitor phones, emails, and/or internet usage (among other sources) will be required to give written notice of that monitoring to new employees upon hiring,...

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