New York Labor Law Poster
$170.95
Best Seller
Labor Law Posters in New York
Keeping your business current with posting requirements is an important compliance responsibility. For HR professionals balancing multiple priorities, labor law compliance often becomes an ongoing administrative challenge. Poster Compliance Center provides a comprehensive solution that simplifies compliance management and helps businesses stay protected.
Technical Specifications and Formats
We offer different options for your workplace:
- Two formats: Separate State and Federal Posters are 19 inches by 34 inches, while Spanish versions are 18 inches by 24 inches. The All-in-one Poster is 19 inches by 52 inches.
- English and Spanish languages: Labor law posters are available in English and Spanish, though government agencies may release Spanish versions after English posters. We recommend posting both English and Spanish posters if at least 10% of your workforce is Spanish-speaking.
- Materials: Our posters are professionally designed and printed in color. We use tear-resistant, waterproof materials and commercial printing methods for high-quality results that are easy to read and withstand posting in your workplace.
- Compliance checking: Your posters ship fully compliant, but to check for ongoing compliance, use the QR code or SKU on the poster and our Poster Code Checker.
Compliance Plans vs. Poster Sets
Our New York labor law poster service is designed to help you get and stay compliant:
- Subscription details: Whenever a mandatory change affects your posters, we research the requirement, verify the update, produce revised materials and automatically ship replacements or update stickers at no additional charge if you are subscribed. We stand behind our compliance plans with a $41,000 warranty against fines caused by outdated or inaccurate content on posters supplied by us.
- Compliance plan options: Our one-, two- and three-year compliance plans combine expert compliance monitoring, automatic updates and valuable protections to help ensure your business remains compliant. Your plan includes physical posters and digital access, in compliance with New York State Assembly Bill A7595. With transparent shipping rates, warranty and easy cancellation at any time, our compliance plans deliver convenience with minimal risk.
- Poster sets: Outside of our plans, we make it easy to buy standalone posters or New York and federal labor law poster sets. Subscription benefits do not apply to these purchases.
Why Poster Compliance Center?
Rather than dedicating internal resources to monitoring legislative and regulatory developments, you can rely on our compliance specialists to do the work for you, because we offer:
- Expertise: We have a 30-year history with zero compliance violations, proving our ability to provide accurate, up-to-date materials.
- Verification: When shipped, our posters are compliant. Our dedicated team verifies all the materials we send out against multiple source materials.
- Prompt updates: When you’re part of a plan, you get free updates sent promptly whenever there’s a mandatory change.
- Peace of mind: While we’ve never had a compliance violation, we offer an extra layer of protection in the form of our $41,000 compliance warranty. If you’re part of our plan and post the notices as required, we pay the penalty if the content of our posters leads to a violation.
- Responsive support: When you need assistance, our customer service team is available by phone, chat and email.
Have more complex needs? We can scale our services to meet them. Request a custom quote for our corporate solutions.
Protected Time Off
Effective February 22, 2026, employees in New York City may use protected time off for reasons such as caring for a child during school holidays or childcare disruptions, leaving an abuser if they are experiencing domestic violence, staying home during extreme weather events, and attending public benefits or housing appointments. The notice now includes a table showing annual protected time off, as well as paid prenatal leave, available to employees. The amount of leave, and whether it is paid or unpaid, depends on the size of the employer (though prenatal leave is always paid). The notice also now states that employers cannot require documentation if an employee takes off three or fewer consecutive days, and that employees have a right to leave regardless of their immigration status.
Minimum Wage & Discrimination
Effective January 1, 2026, the minimum wage in New York will rise to $17.00/hour for New York City employers, $17.00/hour for Long Island and Westchester County employers, and $16.00/hour for employers in the remainder of New York state. The updated Minimum Wage notice is available in English and Spanish.
The Discrimination notice has also been updated to state that complaints alleging sexual harassment in employment occurring on or after August 12, 2020 must be filed within three years of the alleged act. Some text has also been moved or rewritten; "familial status" and "domestic violence victim status" are now listed as protected classes in the highlighted header of the notice rather than the main body. Finally, the phone number to the New York State Division of Human Rights has been updated. This notice is available on both the English and Spanish posters.
Model Lactation Accommodation Policy
New York City employers are now required to post their lactation accommodation policy in the workplace. The New York City government has provided three model policies: one for employers with a dedicated lactation room, one for employers with a multi-purpose space that may be used as a lactation room, and one for workplaces with no available space for a lactation room. Employers are expected to fill their company information in the blanks and check off the policy which applies to them.
Paid Sick Leave
The notice now explicitly specifies that both full-time and part-time workers earn safe and sick leave at a rate of 1 for every 30 hours worked. It no longer states that employers must reimburse employees for any fees they pay for required documentation, or that documentation should not include the details of the employee's private personal or medical situation.
The notice now states that employers must post their lactation accommodation policy in the workplace and on the intranet if they have one. It also states that employers must provide their lactation accommodation policy to employees at the start of employment. The layout of the notice has been changed, and the notice now includes a QR code which takes the reader to a digital version of the notice.
Minimum Wage
Effective January 1st, 2025, the minimum wage will rise to $16.50/hour for New York City employers, $16.50/hour for Long Island and Westchester County employers, and $15.50/hour for employers in the remainder of New York state.
The notice is available in English and Spanish.
Mandatory Posting Requirements
To be fully compliant, employers must display the following state and federal notices in a conspicuous location accessible to all employees.
Required State Notices
Employers across the state must post these notices as featured on our New York State labor law posters:
- New York Minimum Wage Poster*
- New York Discrimination Notice*
- New York Correction Law Poster
- New York Time Off to Vote Poster
- New York Prohibited Retaliatory Action by Employers Poster
- New York Fringe Benefits and Hours
- New York Equal Pay Law
- New York Blood Donation Leave
- New York No Smoking Policy
- New York Policy on the Rights of Employees to Express Breast Milk in the Workplace
- New York Employment of Minors
- New York Safety and Health (Right to Know)
- New York Veteran Benefits and Services
Note that New York requires several additional notices, which are not featured on our poster:
- New York Unemployment Insurance Notice to Employees
- New York Workers’ Compensation and Disability Benefits
- New York Electronic Monitoring
- New York Sexual Harassment Hotline
- New York Paid Family Leave
- New York Discrimination Against Engagement in Certain Activities
Required Federal Notices
Required federal labor law posters in the workplace include:
- Know Your Rights: Workplace Discrimination is Illegal (EEOC)*
- Federal Minimum Wage (FLSA)*
- Job Safety and Health (OSHA)*
- Family and Medical Leave Act (FMLA)*
- Employee Polygraph Protection Act (EPPA)*
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
*Indicates inclusion on Spanish poster
Note: Some states do not issue all notices in Spanish. As a result, Spanish-language posters may differ in size, notice contents and release dates.
Additional Industry-Specific Requirements
Some employers are also subject to industry-specific posting requirements. For instance, employers who hire minors usually face supplementary notice requirements. The restaurant industry, construction businesses, the retail sector and other industries also have additional notice requirements.
Make labor law poster compliance the easiest part of your operations by buying posters or a plan. If you’re not ready for a plan, we also make it easy to stay up to date with labor law changes.
Employment posters must be posted in a conspicuous location.
- Minimum Wage – Jan 2025
- Expression of Breast Milk – Oct 2024
- Discrimination – Jun 2024
- Equal Pay- Jun 2024
- Minimum Wage – Jan 2024
- Fringe Benefits – Jan 2024
- Expression of Breast Milk – Jan 2024
- Posting of Hours for Minors – Jan 2024
- Blood Donation Leave – Jan 2024
- Veteran Benefits and Services – Aug 2023
- Expression of Breast Milk – Aug 2023
- Minimum Wage – Jan 2023
- Veteran Benefits and Services – Jan 2023
- Minimum Wage – Feb 2022
- Prohibited Retaliatory Action by Employers – Feb 2022
- Minimum Wage – Jan 2021
- Time Off to Vote – May 2020
- Discrimination – Jan 2020
- Minimum Wage – Dec 2019
- Time Off to Vote – Apr 2019
- Minimum Wage – Jan 2019
- Discrimination – Jan 2019
- Minimum Wage – Jan 2018
- Minimum Wage – Jan 2014
- Discrimination – Jan 2014
- Correction Law – Jan 2014
- Time Off to Vote – Jan 2014
- Workers’ Compensation – Jan 2014
- Unemployment – Jan 2014
- Smoking Sign – Jan 2014
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