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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Deductions from Wages
New York law does not permit employers to deduct:
- cash shortages,
- inventory shortages,
- loss of or damage to their property,
- required uniforms
- required tools
- other items necessary for employment
An employer may not deduct wages from an employees paycheck, unless:
a) it is permitted by state or federal law, or
b) the deduction is for:
- insurance premiums,
- pension or health and welfare benefits,
- contributions to charitable organizations,
- U.S. bonds, union dues or assessments, or
- other similar benefits of the employee, and the employee has given written consent for the
deduction.
The employee's written consent to any deduction must be kept on file on the employer's
premises.
NY Labor Law, Art. 6, § 193
Uniforms, Tools, and Other Equipment Necessary for Employment
New York does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
New York does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
New York law does not permit employers to deduct:
- cash shortages,
- inventory shortages,
- loss of or damage to their property,
- required uniforms
- required tools
- other items necessary for employment
An employer may not deduct wages from an employees paycheck, unless:
a) it is permitted by state or federal law, or
b) the deduction is for:
- insurance premiums,
- pension or health and welfare benefits,
- contributions to charitable organizations,
- U.S. bonds, union dues or assessments, or
- other similar benefits of the employee, and the employee has given written consent for the
deduction.
The employee's written consent to any deduction must be kept on file on the employer's
premises.
NY Labor Law, Art. 6, § 193
Uniforms, Tools, and Other Equipment Necessary for Employment
New York does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
New York does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Notice of Wage Reduction
An employer must notify an employee of any change to his or her wage rate before the
hours are worked. NY Labor Law, Art. 6, § 195
An employer must notify an employee of any change to his or her wage rate before the
hours are worked. NY Labor Law, Art. 6, § 195
Statement of Wages (Pay Stub)
An employer must furnish each employee with a statement with every payment of wages,
listing gross wages, deductions and net wages, and upon the request of an employee
furnish an explanation of how such wages were computed. NY Labor Law, Art. 6, § 195
An employer must furnish each employee with a statement with every payment of wages,
listing gross wages, deductions and net wages, and upon the request of an employee
furnish an explanation of how such wages were computed. NY Labor Law, Art. 6, § 195
Record Keeping Requirements
An employer must establish, maintain and preserve for not less than three (3) years payroll
records showing the hours worked, gross wages, deductions and net wages for each
employee. NY Labor Law, Art. 6, § 195
An employer must establish, maintain and preserve for not less than three (3) years payroll
records showing the hours worked, gross wages, deductions and net wages for each
employee. NY Labor Law, Art. 6, § 195
Frequency of Wage Payments
An employer must pay:
- manual workers: weekly and no later than seven calendar days after the end of the week
in which the wages were earned, unless the employer has obtained permission from the
commission to pay employees less frequently, not to exceed semi-monthly.
- railroad workers: shall be paid on or before Thursday of each week the wages earned
during the seven-day period ending on Tuesday of the preceding week.
- commission salespersons: at least once per month and not later than the last day of the
month following the month in which the wages were earned.
- clerical and other workers: not less frequently than semi-monthly, on regular pay days
designated in advance by the employer.
NY Labor Law, Art. 6, § 191
An employer must pay:
- manual workers: weekly and no later than seven calendar days after the end of the week
in which the wages were earned, unless the employer has obtained permission from the
commission to pay employees less frequently, not to exceed semi-monthly.
- railroad workers: shall be paid on or before Thursday of each week the wages earned
during the seven-day period ending on Tuesday of the preceding week.
- commission salespersons: at least once per month and not later than the last day of the
month following the month in which the wages were earned.
- clerical and other workers: not less frequently than semi-monthly, on regular pay days
designated in advance by the employer.
NY Labor Law, Art. 6, § 191
Manner of Payments
An employer may pay an employee by:
- cash
- check redeemable for full face value without deduction or fee
- direct deposit, only with the employee's consent
NY Labor Law, Art. 6, § 192
Direct Deposit
An employer may pay wages by direct deposit, but only without the advance written consent
of the employee, except for a bona fide executive, administrative, or professional capacity
whose earnings are in excess of nine hundred dollars a week and employees working on
a farm not connected with a factory. NY Labor Law, Art. 6, § 192
An employer may pay an employee by:
- cash
- check redeemable for full face value without deduction or fee
- direct deposit, only with the employee's consent
NY Labor Law, Art. 6, § 192
Direct Deposit
An employer may pay wages by direct deposit, but only without the advance written consent
of the employee, except for a bona fide executive, administrative, or professional capacity
whose earnings are in excess of nine hundred dollars a week and employees working on
a farm not connected with a factory. NY Labor Law, Art. 6, § 192
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
An employer must:
- notify its employees at the time of hiring of the rate of pay and of the regular pay day
designated by the employer;
- notify his employees in writing or by publicly posting the employer's policy on sick leave,
vacation, personal leave, holidays and hours.
NY Labor Law, Art. 6, § 195
An employer must:
- notify its employees at the time of hiring of the rate of pay and of the regular pay day
designated by the employer;
- notify his employees in writing or by publicly posting the employer's policy on sick leave,
vacation, personal leave, holidays and hours.
NY Labor Law, Art. 6, § 195
Payment upon Separation from Employment
Employees who are fired, discharged, terminated, or laid off
When an employee is discharged from employment by the employer, the employer must
pay the employee all wages due no later than the regular pay day for the pay period during
be mailed. NY Labor Law, Art. 6, § 191
pay the employee all wages due no later than the regular pay day for the pay period during
An employer must notify any employee terminated from employment, in writing and within
five (5) days, of the exact date of such termination as well as the exact date of cancellation
of employee benefits connected with such termination. In no case shall notice of such
termination be provided more than five working days after the date of such termination. NY
Labor Law, Art. 6, § 195
Employees who quit or resign
New York does not have a law specifically addressing the payment of wages to an
employee who quits, however, to ensure compliance with known laws, an employer should
pay employee all wages due no later than the regular pay day for the pay period during
which the separation from employment occurred.
Employees who are suspended or resigns due to a labor dispute (strike)
New York does not have a law specifically addressing the payment of wages to an
employee who leaves employment due to a labor dispute, however, to ensure compliance
with known laws, an employer should pay employee all wages due no later than the
regular pay day for the pay period during which the separation from employment occurred.
Wages in Dispute
New York does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Employees who are fired, discharged, terminated, or laid off
When an employee is discharged from employment by the employer, the employer must
pay the employee all wages due no later than the regular pay day for the pay period during
be mailed. NY Labor Law, Art. 6, § 191
pay the employee all wages due no later than the regular pay day for the pay period during
An employer must notify any employee terminated from employment, in writing and within
five (5) days, of the exact date of such termination as well as the exact date of cancellation
of employee benefits connected with such termination. In no case shall notice of such
termination be provided more than five working days after the date of such termination. NY
Labor Law, Art. 6, § 195
Employees who quit or resign
New York does not have a law specifically addressing the payment of wages to an
employee who quits, however, to ensure compliance with known laws, an employer should
pay employee all wages due no later than the regular pay day for the pay period during
which the separation from employment occurred.
Employees who are suspended or resigns due to a labor dispute (strike)
New York does not have a law specifically addressing the payment of wages to an
employee who leaves employment due to a labor dispute, however, to ensure compliance
with known laws, an employer should pay employee all wages due no later than the
regular pay day for the pay period during which the separation from employment occurred.
Wages in Dispute
New York does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
| Wage Payment Laws for Private Sector Employers |
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
