Significant 2024 Employer Updates
It’s been a bad week for employers, especially in NYS. Check out our summary of significant changes to employer requirements below, all to take place in a couple short months, and all with significant financial implications for employers.
New: Federal Minimum Salary (overtime) Threshold Requirements Finalized for Exempt employees
What: As of April 23rd, 2024 the Federal DOL has finally determined their new minimum salary threshold for Exempt positions and employees. This salary requirement will first raise to $844 a week ($43,888 annual salary on July 1st), then to $1,128 weekly ($58,656 annually) on January 1st 2025. This amount will increase every 3 years starting on July 1st, 2027. This is a VERY nuanced subject. And although NY may currently have higher minimums, these are only for certain exemption categories, and these new numbers will effect employees outside of NY and under other exemption categories not included in NY’s higher standards. We broke down how to plan and respond to these anticipated changes in an episode of Unfiltered HR late last year- all points still very relevant now that the final numbers have been given. Check out that episode here. Unsure about who really is exempt or not? Find a checklist here.
When: July 1st, 2024, and January 1st, 2025.
New: NYS Required Paid Prenatal Leave
What: Mandated paid prenatal leave to supplement paid sick leave, meaning it is paid time off required for an employer to provide all qualifying employees, up to 20 hours per year, and can be taken in hourly increments. Employees can take the leave during Pregnancy for health care services related to pregnancy, including physical examinations, medical procedures, monitoring and testing, and discussions with health care providers. More details on eligibility and usage to come.
When: January 1st, 2025.
New: NYS Required Paid Breaks for Breast Milk Expression
What: Requires employers to provide 30 minutes of paid break time (in addition to being able to use already existing paid break or mealtime) “each time such employee has reasonable need to express breast milk.” Note: previous regulations for nursing time in NY only required employers to allow employees to use their already allotted break time, and take additional breaks as reasonably needed (at least every 3 hours), but unpaid. More details to come on limits, usage terms, and more.
When: June 19, 2024
Continuing: NYS Paid COVID-19 Sick Leave
What: Required paid time off required by employers when there is a positive COVID diagnosis with symptoms that results in missed time from work, due to a mandatory quarantine or isolation order due to COVID-19.
When: While the Governor originally proposed ending the law on July 31, 2024, the finalized bill adds an extra year- Paid COVID-19 Sick Leave continues to be the law of NYS until July 31, 2025. There is debate on whether mandatory quarantine or isolation is ever required any longer which puts this paid time in question altogether. Stay tuned for more details on any clarification of this and other clarifying details of this extension.
Legal requirements don’t have to mean burden and expense. With the right guidance from an experienced and masterful hand, there are ways to integrate these requirements into your business in order to be compliant, while also creating and maintaining boundaries that don’t allow them to create collateral damage.
We do this work on an individual coaching basis with clients in retained services, or through our upcoming Masterclass series. Check out both today and find clarity and confidence!
