New York Wage

Although the State of New York wages are covered under the Federal Fair Labor Standards Act (FLSA overtime), the New York legislature has passed even more stringent laws to protect workers there.  Nearly all aspects of wages earned in New York are protected under state law including minimum wage, the employment of minors, and employee benefits. Just about the only aspect of employment labor that is not covered by stricter state laws is overtime pay. The Fair Labor Standards Act (FLSA) has set forth laws and guidelines that employers are to abide by when dealing with employees.   When an employee is protected by both Federal and State laws, the employee is legally covered by the law which grants him the most protection under law. The minimum wage, which covers most private sector employees in New York, was raised to $7.25 per hour in 2009.  New York wages and hour laws mandate that all private sector employees must be paid on a regularly scheduled basis, and IF the employees are told they will receive additional benefits, failure to provide these benefits is a criminal offense in New York. Employers must also post company policy regarding sick leave, vacation, personal leave, holidays and the length of the workweek.  It is very important for employees to know their rights so that they are fully compensated for their work. Employers are also responsible for maintaining payroll records for each employee indicating the hours worked, gross wages, payroll deductions and net wages and must furnish this information to each employee with every paycheck. Failure to follow these rules can lead to having to pay damages to workers and penalties or fines to the State. Finally, the New York labor laws also restrict the employment of minors. No minors under the age of 14 may be employed at any time—and only 16 and 17 year olds who are not attending school may work full time without restrictions. Also covered under New York wages provisions are minimum wage jobs in the restaurant, hotel, and building service industry, and miscellaneous industries and occupations. If you live in New York and think that your boss owes you unpaid overtime, complete the Case Evaluation Form as much as you can and submit it to us. One of our wage and overtime lawyers who is knowledgeable in labor and overtime law will be happy to review your situation with you and evaluate your case.

Client Reviews


A situation that involves attorneys is emotional - Mike Lore is an attentive listener and really helped me come to the terms of my situation. He used his understanding of the law to construct a case that was grounded in fact and skipped the needless 'finger-pointing' and 'he-said/she-said' back and forth. Mike's professionalism with me (the client) and the opposing attorney moved the case forward quickly with a successful result.

- E.S.


After talking to HR and trying to find answers to my questions about the overtime laws online, I was so confused. I contacted the firm and spoke to Stacy. She was so nice and took the time to review my pay stubs. She explained what the law requires and how it applied to my job. Turns out I do not have a case. Even though I didn’t have a case, she sent me a follow up email with even more information. So glad I called them.

- P.A.


We live in another state, but my husband's company sent him to work in Texas for 6 months. With the laws being completely different from our home state, it was nice to speak to a professional that could put us at ease and explain the laws to us.

- D.E.