New York lawmakers ended the 2026 legislative session by passing a wide range of workplace bills that could affect severance agreements, employment contracts, job postings, personnel files, wage-and-hour practices, arbitration, artificial intelligence, and workers’ compensation. While none of these measures are law yet, many are expected to be sent to Governor Hochul for consideration later this year. Some of the proposals would take effect immediately if signed, leaving employers little time to update policies, agreements, and compliance practices. Here are the top bills employers should know about and begin preparing for.

Note: Even if Governor Hochul signs a bill, she may do so with an agreement that lawmakers will add chapter amendments when they return next session. Employers should confirm final action before treating any proposal as effective.

Severance Agreements and Employment Contracts

The No Severance Ultimatums Act (S372A)

Employers offering covered severance agreements would be required to:

• notify employees of their right to consult an attorney;
• provide at least 21 calendar days to consider the agreement;
• allow a seven-calendar-day revocation period; and
• make clear that the agreement does not become effective or enforceable until the revocation period expires.

Any severance agreement that fails to comply with these requirements would be void and unenforceable. Learn more here.

The Anti-Waiver of Employment Rights Act (S4424A)

This bill would...

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