As the new year begins, now is the best time for employers to take inventory of their policies and practices to ensure compliance with the updates listed in this Alert.

In 2025, as in prior years, New York State and New York City enacted a flurry of new laws/ordinances at the end of the year. In this Alert, we provide a general overview of some of the more salient year-end changes as well as previously enacted updates that go into effect this year and in 2027.

Early 2025 Updates, Industry-Specific Developments and 2026 Watchlist

As a reminder, the following updates went into effect earlier in 2025:

• New York State and New York City paid prenatal leave (see our previous Alert);
• The expiration of New York State COVID-19 paid sick leave;
• New York City amendments to the New York City Human Rights Law (NYCHRL) requiring lactation accommodation posting and paid breaks;
• New York State Legislature amendments to Sections 519 and 521 of the Judiciary Law to increase the jury duty fee; and
• New York Labor Law amendments to Section 198(1-a) that limit available damages for a violation of Law Labor Section 191(1)(a) frequency of payments.

Additionally, there are numerous industry-specific measures beyond the scope of this Alert, for example:

• The New York State Title VI coordinator mandate for higher education institutions (Senate Bill S4559B/Assembly Bill A5448B);
• The New York City Council’s passage of bills extending pay and workplace protections to delivery workers (Int. 1133-A and...

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