Takeaways

• The amended Healthy Terminals Act significantly expands the definition of “covered airport worker” to include most employees working at least 50 percent of their time at New York’s major airports.
• Wage, benefit and leave obligations must meet or exceed federal Service Contract Act wage determinations, subject to the Port Authority’s higher minimum wage, where applicable.
• Employers operating at JFK and LaGuardia airports should audit workforce coverage, update compensation practices, and leave policies and post required notices to ensure compliance.

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Article

Major amendments to the New York Healthy Terminals Act (HTA), which provides protections for certain workers at New York’s major airports, materially expand coverage and align compensation requirements with federal Service Contract Act (SCA) standards. The amendments took effect on Jan. 1, 2026.

Employers operating at John F. Kennedy International Airport (JFK) and LaGuardia Airport should assess whether the expanded requirements apply to their workforce and make adjustments, if needed.

Expanded Definition of “Covered Airport Worker”

The broadened definition of “covered airport worker” includes anyone who performs at least 50 percent of their weekly work at a covered airport, regardless of the role. Previously, non-cleaning and security-related cargo and ramp services and concession workers (including food and retail service) were expressly exempt from the definition of “covered airport worker....

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