Emily Barsamian

What You Need to Know: As previously reported, the New York State Paid Prenatal Leave entitlement went into effect as part of Section 196-B of the New York Labor Law (i.e., the New York State Paid Sick Leave Law) on January 1, 2025. On June 3, 2025, New York City enacted amended Earned Safe and Sick Time Act (“ESSTA”) Rules (the “amended Rules”) that include a number of specific paid prenatal leave amendments. The amendments go into effect on July 2, 2025.

Working from home was not common prior to the COVID-19 pandemic, however, post pandemic, employer and employee practices changed. Workers can now live and work wherever they want, and employers can hire remote employees in various states (and countries!). Given this remote workforce, are employers now required to follow additional state and local laws?

Seyfarth Synopsis: New Jersey is positioned to join the growing number of jurisdictions that have adopted pay transparency requirements. The New Jersey State Assembly recently passed Senate Bill 2310, which, if enacted, will require employers to include a pay range in job postings and provide notice of promotional opportunities to current employees. The bill awaits the Governor's signature. On September 26, 2024, the New Jersey Legislature passed Senate Bill 2310.