See information about New York State's Paid Family Leave Program (a program administered by the NYS Workers' Compensation Board).
The New York State minimum wage increased on December 31, 2019. In New York City, it is now $15.00 per hour for all size businesses. In Nassau, Suffolk and Westchester counties, it is $13.00 per hour. In the remainder of the state, it is $11.80 per hour. There are different hourly rates for workers in the fast food industry and those who receive tips. These rates remain in effect until December 30, 2020. If you have questions, please review the information listed below. If you need additional assistance or want to file a complaint, please call: 1-888-4-NYSDOL (1-888-469-7365).
The Minimum Wage rates are scheduled to increase each year on 12/31 until they reach $15.00 per hour. Employers must post a Minimum Wage Information poster in their establishment.
|NYC - Large Employers (of 11 or more)||$11.00||$13.00||$15.00|
|NYC - Small Employers (10 or less)||$10.50||$12.00||$13.50||$15.00|
|Long Island & Westchester||$10.00||$11.00||$12.00||$13.00||$14.00||$15.00|
|Remainder of New York State||$9.70||$10.40||$11.10||$11.80||$12.50||*|
* Annual increases for the rest of the state will continue until the rate reaches $15 minimum wage (and $10 tipped wage). Starting 2021, the annual increases will be published by the Commissioner of Labor on or before October 1. They will be based on percentage increases determined by the Director of the Division of Budget, based on economic indices, including the Consumer Price Index.
Minimum Wage Lookup Use this tool to help you determine the minimum cash wage to be paid to you by your employer.
The Minimum Wage Act (Article 19 of the New York State Labor Law) requires that all employees in New York State receive at least the applicable hourly Minimum Wage rate. This includes domestic workers and employees in the Nail Salon Industry.
Regulations known as 'Wage Orders' set certain requirements that are industry-specific. The rates contained in these Wage Orders may differ from the general Minimum Wage rate. For details, please see the wage order summaries below.
The Minimum Wage Order for Farm Workers applies only to farm workers employed on farms where the total cash remuneration paid all persons employed on the farm exceeded $3,000 in the previous calendar year.
The Minimum Wage Order for Farm Workers provides that all workers, with certain exceptions, receive the Minimum Wage as indicated in the chart above. This does not include members of the employer's immediate family.
As of January 1, 2020, farm workers:
The wage order permits employers to deduct specified allowances from the minimum wage for:
Payments in kind must cost no more than the farm market value.
Employers must post these items in a conspicuous place in their establishment:
We help collect underpayments for workers who have not received the minimum wage. Often, we collect the funds without resorting to court action.
However, an employer that violates the Minimum Wage Law is subject to criminal prosecution and penalties. Action may also be taken in civil court.
The Commissioner of Labor may require an employer to pay:
Employees covered by the Federal Fair Labor Standards Act remain covered by the New York State minimum wage orders, including their supplemental wage provisions. Employers must comply with the State and with the Federal law, which may result in a higher minimum wage. In all cases, the higher wages apply.
The Division of Labor Standards offers free educational seminars to employers doing business in New York State.
What's in it for me?
For more information on Educational Seminars, please call: (518) 457-9000
Yes, until the minimum wage reaches $15.00, different minimum wage rates will be in effect in the following areas of the state:
The minimum wage will be phased in to reach $15.00 for the following groups on the dates set forth below.
The minimum wage is based on where an employee performs work. Workers must be paid the minimum wage rate for their work location regardless of where the main office of their employer is located.
In New York City only, until December 31, 2019, there are two minimum wage rates that depend on the size of a business: one for a Small Employer, and one for a Large Employer.
Bronx, Queens, Richmond, Kings and New York counties are included in New York City.
Any business that (1) employs one or more employees in New York City and (2) has not employed more than 10 employees at any time during the current or prior calendar year and among all worksites. The employer must pay the Small Employer minimum wage rate to any employee who works within New York City during the current calendar year.
Any business that (1) employs one or more employees in New York City, and (2) has employed more than 10 employees at any time during the current or prior calendar year and among all worksites. The employer must pay the Large Employer minimum wage rate to any employee who works within New York City during the current calendar year.
No. The minimum wage rate in New York City is based on the size of the employer and the work location of the employee. Only employees of a New York City Large Employer who work within New York City must be paid the Large Employer minimum wage rate.
Yes. For example, 16 part-time employees count as 16 employees. Such an employer is required to pay the New York City Large Employer minimum wage rate.
No. A yearly or quarterly average should not be used to establish employer size. The size is based on the highest total number of employees at any given time during the current or prior calendar year and among all worksites.
Yes. A New York City employer must pay the New York City Large Employer rate the moment it employs 11 persons. Note that if the employer had previously employed 11 or more persons at any point during the current or prior calendar year, the employer would have to pay the Large Employer rate throughout the current calendar year.
Since size is determined based on the prior and current calendar year, a New York City Large Employer who ceases to employ more than 10 employees must wait a full calendar year before becoming subject to the lower Small Employer rate. For example, a New York City employer who employed more than 10 employees at any time in 2016 who does not employ more than 10 persons throughout 2017 will be considered a Small Employer in 2018 as long as it continues to employ no more than 10 persons.
Yes, wherever there is joint employment, all employees at all entities must be totaled together to determine which minimum wage rate applies.
An employer may pay the highest rate for all hours worked, or pay each hour worked in each region at the applicable minimum wage rate for that region.
Yes. Under law and regulation, employers have always been required to keep true and accurate records of employees’ weekly hours worked, rates paid, and wages earned for hours worked. If the employer pays different wage rates, they must be able to show the employee’s hours worked for each wage rate.
Yes. If an employee earned wages at more than one rate of pay for the earning period, those rates must appear on the employee’s pay stub.
No. While nearly every employer must pay the New York State minimum wage, there are some very specific exceptions, which only apply to certain employees or employees of public entities. For information about minimum wage exclusions, see our FAQs: https://www.labor.ny.gov/workerprotection/laborstandards/faq.shtm.
No. There is no lower wage rate established for trainees or youth.
Wages may be paid in a variety of ways and can include incentive pay or commissions. The employer has an obligation to ensure an employee earns the applicable minimum wage rate for every hour worked. Information about commissions or other payments may be found at: https://www.labor.ny.gov/legal/counsel/pdf/payment-of-commissions-frequently-asked-questions.pdf
An employer may charge an allowance per meal eaten by an employee. The employer may either charge the lesser meal allowance for every meal or charge the allowance applicable to where the employee ate the provided meal.
Employers may pay the higher uniform maintenance allowance for the week or they may choose to prorate the allowance for the number of hours worked in each region.
Overtime must be paid at one and a half times the employee’s regular rate of pay. If an employee is paid at different rates for different hours, the employer must pay overtime at 1.5 times the regular rate. The regular rate is determined by dividing gross earnings by the hours worked.
Yes, every employer must provide notice by posting the applicable minimum wage poster. Copies of the posters are available at: www.labor.ny.gov/workerprotection/laborstandards/workprot/minwage.shtm.
If the employee’s rate of pay increases, the increase must be reflected in the wage statement provided with their paycheck. For employees in the Hospitality Industry, written notice must also be provided prior to any change in their hourly rates of pay.
Employees must be made aware of the pay rate applicable to the work they perform. Employers may provide separate notices for each region, job site, job title and pay rate, or the employer may include a listing of all rates on a single employee pay notice. If the employee’s rate of pay increases, the increase must be reflected in the wage statement provided with their paycheck. For employees in the Hospitality Industry, written notice must also be provided prior to any change in their hourly rates of pay. Additionally, any decreased rates must be communicated to the employee prior to the performance of work at the lower rate of pay.
Yes. Each time the New York State minimum wage increases, the state’s minimum salary required for executive and administrative employees will increase proportionately. On December 31, 2019, the state minimum weekly salary for administrative and executive employees will range from $885.00 per week for employees outside of New York City and Nassau, Suffolk and Westchester counties, to $1,125.00 per week for employees who work in New York City for large employers and Fast Food Establishments.
Yes. The US Department of Labor issued a final ruling on the new salary threshold for salary exemption: $684 per week (equivalent to $35,568 per year). Under the federal rule, any administrative, executive or professional employee who earns less than this becomes eligible for overtime pay, regardless of actual duties, beginning January 1, 2020. The previous rate was $455 per week. Contact the USDOL at (866) 487-2365 for more information.
Yes. New York State’s salary threshold is usually higher than the federal threshold, and that will remain the case if the federal courts continue to block the planned federal increases. In such cases, employers who are subject to state overtime requirements must pay overtime at time and a half. While the general rule is that overtime must be paid at time and a half of the regular rate, a limited exception allows certain employers to pay time and a half of the minimum wage rate. That exception is limited to employers who are exempt from federal overtime requirements, and who are subject to state wage order for miscellaneous industries. That wage order covers industries other than hospitality and building services.
You can find more answers to questions about these exemptions at: https://labor.ny.gov/legal/counsel/pdf/overtime-frequently-asked-questions.pdf.
Yes. An employer can change an employee’s rate of pay with advanced notice. Most employees, regardless of their rate or method of payment, must be paid overtime after 40 hours of work per week.
In general, employers who are covered by both state and federal laws must pay employees the higher rate, whether it is the minimum wage or the weekly minimum salary. Information about coverage under the Fair Labor Standards Act (FLSA) is available on the United States Department of Labor website: https://www.dol.gov/whd/overtime/final2016/overtime-factsheet.htm.
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