What your New York employee handbook must cover — and how Handbook Generator generates a compliant handbook automatically.
Generate My New York Handbook →State-specific compliance built in · Free preview · $49 to download
New York State requires paid sick leave for all employees. Employers with 100+ employees must provide 56 hours/year. Employers with 5-99 employees provide 40 hours/year. Employers with fewer than 5 employees must provide 40 hours of unpaid sick leave (paid if net income over $1M). NYC has additional requirements under ESSTA.
New York's Paid Family Leave program provides up to 12 weeks of paid leave for bonding with a new child, caring for a seriously ill family member, or qualifying military needs. It is employee-funded through payroll deductions. Your handbook must describe employee PFL rights and the claim process.
The New York Health and Essential Rights Act requires employers to adopt an airborne infectious disease exposure prevention plan. Your handbook should reference your HERO Act plan or incorporate its key provisions.
New York State requires ALL employers (even 1 employee) to have a written sexual harassment prevention policy and conduct annual harassment prevention training. The policy must include a complaint form, describe the investigation process, and prohibit retaliation.
New York City's salary transparency law requires employers with 4+ employees to include salary ranges in job postings. Your handbook should describe your compensation practices consistently with your job posting policies.
New York's WTPA requires employers to provide a written wage notice to new employees with details about pay rate, pay day, and employer information. Your handbook should describe your wage payment practices and reference the required notice.
This information is for educational purposes only and does not constitute legal advice. Consult a licensed employment attorney for guidance specific to your situation.
Yes. New York City has additional requirements including the Earned Safe and Sick Time Act (more generous than state law), pay transparency for job postings, and additional harassment prevention training requirements. Specify NYC during your questionnaire.
FMLA is unpaid and federal (50+ employees). NY PFL is paid, state-funded through employee payroll deductions, and covers employers with any employees. Both can run concurrently. Your handbook should address both.
Yes, New York is at-will. However, NY has one of the broadest sets of protected categories in the country, and termination decisions should always be made with these protections in mind.
Handbook Generator automatically incorporates New York requirements. Ready in 10 minutes. $49 to download.