My name is Ty Hyderally, and I’m an employment lawyer licensed in New York and New Jersey. As such, I dedicate myself to making sure employees and employers are well-prepared for legal changes that impact their rights and responsibilities. The 2025 legal updates in these states introduce significant changes that try to enhance protections, promote fairness, and ensure compliance. In this post, I’ll explain these developments and offer practical guidance for navigating them effectively.

Key Employment Law Updates in New York

New York has introduced several impactful legal changes for 2025, many of which enhance worker protections and workplace fairness.

Paid Prenatal Personal Leave

This new law provides paid time off for expecting mothers to attend medical appointments, prepare for childbirth, and prioritize their health during pregnancy. This change is a vital step forward in fostering family-friendly workplaces and supporting working parents.

What this means for employees:
If you’re expecting, you now have the right to paid time off during pregnancy. Speak with your HR department to learn about eligibility and the documentation required to access this benefit. For employers, this law requires updates to leave policies, payroll systems, and manager training.

Protections for Retail and Transit Workers

In response to increased workplace violence, New York has enacted laws that classify assaulting retail workers and harassing transit employees as criminal offenses. These laws aim to create safer environments for workers in these roles with increasing levels of risk.

What this means for employees:
If you’re a retail or transit worker, be reassured this law is prioritizing your safety. If you experience violence or harassment, report the incident to your employer and seek legal support if necessary. Employers should focus on workplace safety by providing training, enhancing security measures, and enforcing zero-tolerance policies for violence.

What’s New in New Jersey for 2025?

New Jersey’s 2025 legislative changes focus heavily on data privacy, workplace fairness, and employee rights.

Consumer Privacy Protections

Bill S332 strengthens data privacy laws, requiring businesses to notify individuals about the collection, use, and sharing of personal data. Employers managing employee information must ensure transparency and compliance with these regulations.

What this means for employees:
You now have greater control over your personal information. If you’re unsure how your employer manages your data, request access to their privacy policy or inquire about how your information is stored and shared. Employers must conduct data audits, revise privacy practices, and ensure policies are clear and accessible.

Accountability for Online Services

Businesses offering online services must now clearly disclose how they collect and use personal data. For remote or digital workers, this law provides greater transparency and accountability.

What this means for employees:
If your role involves interacting with digital platforms, you have the right to know how your personal information is being monitored or managed. Employers should evaluate their online data policies to reduce legal risks and make sure they’re in compliance.

How Employers Can Navigate These Changes

As an experienced employment lawyer, I, Ty Hyderally, recommend these steps for a positive work environment that complies with the new laws:

1. Review Policies and Procedures
   Employers should revisit their handbooks and policies to incorporate updates, such as paid prenatal leave and expanded family leave protections. Clear, accessible documentation helps prevent misunderstandings and keeps everything compliant.
2. Provide Targeted Training
   Training employees and managers on workplace safety, privacy compliance, and leave policies is essential. For example, retail managers should understand how to respond to violent incidents under the new protections.
3. Conduct Regular Audits
   Whether it’s workplace safety protocols or data management practices, audits are essential to identify and address potential gaps in compliance.
4. Partner with Legal Counsel
   Navigating employment law changes can be challenging. I recommend engaging with a legal professional like Ty Hyderally to make sure you understand these updates and take proactive steps to mitigate risks.

What These Changes Mean for Employees

The new legal changes offers employees expanded rights and protections. Here’s how you can make the most of these changes:

• Understand Your Rights: Take time to familiarize yourself with the laws impacting your state, including leave entitlements, workplace safety protections, and data privacy rights.
• Advocate for Yourself: If you believe your employer is not in compliance with the new laws, raise your concerns with HR or management. For serious violations, consider seeking legal advice.
• Seek Expert Support: Consulting with an experienced employment lawyer can help you navigate disputes and keep your rights upheld.

Looking Forward to 2025

The employment law changes in New York and New Jersey for 2025 reflect a commitment to safer, fairer, and more transparent workplaces. Whether you’re an employer or employee, understanding these updates is essential to keeping your work environment compliant and supportive.

If you have questions about how these changes impact you or your workplace, I’m here to help. With decades of experience in employment law, I can provide the guidance and support you need to navigate this evolving legal landscape. Contact me today to ensure you’re prepared for the year ahead.

Resources

https://www.mondaq.com/unitedstates/employee-rights-labour-relations/1549852/employment-law-update-new-laws-for-2025

https://www.njleg.state.nj.us/bill-search/2022/S332/bill-text?f=S0500&n=332_R6

https://nyassembly.gov/leg/?default_fld=&leg_video=&bn=A08805&term=2023&Summary=Y&Actions=Y&Text=Y