--- title: Blog | Outside GC | New York employment law description: New York employment law | The Outside GC blog features practical tips, insights, and other news from Outside GC's experienced on-demand attorneys. Read our latest blog posts here. --- [![logo-small.png](https://62401.hs-sites.com/hs-fs/hubfs/Outside_GC_May_2015/Logos/logo-small.png?width=90&name=logo-small.png "logo-small.png")](http://www.outsidegc.com) - BLOG - ** --- ### Headquarters 501 Boylston Street, 10th Floor Boston, MA 02116 (617)-737-5000 info@outsidegc.com ![hero_news-events.jpg](https://62401.hs-sites.com/hs-fs/hubfs/Outside_GC_May_2015/Backgrounds/hero_news-events.jpg?width=1600&name=hero_news-events.jpg "hero_news-events.jpg") ## ON-DEMAND INSIGHTS [![New York Substantially Expands Whistleblower Protections for Private Sector Employees](https://62401.hs-sites.com/hubfs/Whistleblower-Employee-1181042575_1417x744.jpeg) ](https://62401.hs-sites.com/blog/new-york-substantially-expands-whistleblower-protections-for-private-sector-employees) ## [New York Substantially Expands Whistleblower Protections for Private Sector Employees](https://62401.hs-sites.com/blog/new-york-substantially-expands-whistleblower-protections-for-private-sector-employees) February 23, 2022 at 2:21 PM - [New York employment law](https://62401.hs-sites.com/blog/topic/new-york-employment-law), On January 26, 2022, a new law amending New York’s whistleblower statute (Section 740 of the NY Labor Law) took effect, significantly bolstering protections for private-sector employees alleging retaliation against their employers. Specifically, the amended law prohibits private-sector employers from retaliating against employees, former employees, and independent contractors for disclosing or threatening to disclose, to a supervisor or public body, any conduct that they reasonably believe* *violates any law, rule or regulation, executive order, or any judicial or administrative decision, ruling, or order; *or *that they reasonably believe constitutes a substantial and specific danger to the public health or safety. [Continue Reading](https://62401.hs-sites.com/blog/new-york-substantially-expands-whistleblower-protections-for-private-sector-employees) [![New York State Requires Notice of Electronic Monitoring](https://62401.hs-sites.com/hubfs/Vector-of-two-managers-with-magnifying-glass-watching-over-at-employee-working-at-his-desk-on-computer-1191877809_1237x851.jpeg) ](https://62401.hs-sites.com/blog/new-york-state-requires-notice-of-electronic-monitoring) ## [New York State Requires Notice of Electronic Monitoring](https://62401.hs-sites.com/blog/new-york-state-requires-notice-of-electronic-monitoring) December 7, 2021 at 12:50 PM - [Employment Law](https://62401.hs-sites.com/blog/topic/employment-law), Last month, New York Governor Hochul [signed into law a bill](https://legislation.nysenate.gov/pdf/bills/2021/S2628) that will require employers to notify new employees of electronic monitoring of telephone, email and internet access and usage, and to obtain their written acknowledgement of the notice. This new law (the “Act”), which goes into effect on May 7, 2022, applies to all private employers, regardless of size, with a place of business in New York State. [Continue Reading](https://62401.hs-sites.com/blog/new-york-state-requires-notice-of-electronic-monitoring) [![New York HERO Act: What You Need to Know](https://62401.hs-sites.com/hubfs/airborn-virus-floating-aroud-in-droplets-on-blue-sky-background-1205999350_1373x766.jpeg) ](https://62401.hs-sites.com/blog/new-york-hero-act-what-you-need-to-know) ## [New York HERO Act: What You Need to Know](https://62401.hs-sites.com/blog/new-york-hero-act-what-you-need-to-know) July 20, 2021 at 2:42 PM - [workplace health and safety](https://62401.hs-sites.com/blog/topic/workplace-health-and-safety), As employers have been working through post-pandemic office reopening plans, those with employees in New York must be mindful of additional issues and compliance obligations. In May, Governor Cuomo signed into law the New York Health and Essential Rights Act (“HERO Act”), which amended NY Labor Law to codify extensive health and safety directives. **This law **applies to all private employers with at least one employee at any worksite located in New York, unless already covered by federal OSHA’s emergency temporary standard for COVID-19. [Continue Reading](https://62401.hs-sites.com/blog/new-york-hero-act-what-you-need-to-know) [![New York Mandates Paid Time Off for COVID Vaccinations](https://62401.hs-sites.com/hubfs/Coronavirus-vaccine-for-Covid-19-vaccination.-Stop-Covid.-Back-to-normal-life.-No-quarantine.-Self-isolation-end.-Take-off-face-mask.-Freedom%2c-outdoor.-Start-travel.-Copy-space.-1300126968_1369x770.jpeg) ](https://62401.hs-sites.com/blog/new-york-mandates-paid-time-off-for-covid-vaccinations) ## [New York Mandates Paid Time Off for COVID Vaccinations](https://62401.hs-sites.com/blog/new-york-mandates-paid-time-off-for-covid-vaccinations) March 18, 2021 at 12:16 PM - [COVID-19](https://62401.hs-sites.com/blog/topic/covid-19), On March 12, 2021, New York Governor Andrew Cuomo signed into law a bill ([A3354B](https://www.nysenate.gov/legislation/bills/2021/A3354)) mandating that employers provide their employees with paid time off to be vaccinated for COVID-19. Specifically, employees shall receive “a sufficient period of time, not to exceed four hours” per vaccine dose, and be paid at their regular rate of pay for the entire leave period. For employees receiving the 2-dose Pfizer or Moderna vaccine, they will be eligible for up to eight hours of paid leave. [Continue Reading](https://62401.hs-sites.com/blog/new-york-mandates-paid-time-off-for-covid-vaccinations) ### Subscribe to our Blog ### Popular Posts [View All Posts ›](https://www.outsidegc.com/blog/all) [![Share on Facebook](https://static.hubspot.com/final/img/common/icons/social/facebook-24x24.png)](http://www.facebook.com/share.php?u=https%3A%2F%2F62401.hs-sites.com%2Fblog%2Ftopic%2Fnew-york-employment-law%3Futm_medium%3Dsocial%26utm_source%3Dfacebook) [![Share on LinkedIn](https://static.hubspot.com/final/img/common/icons/social/linkedin-24x24.png)](http://www.linkedin.com/shareArticle?mini=true&url=https%3A%2F%2F62401.hs-sites.com%2Fblog%2Ftopic%2Fnew-york-employment-law%3Futm_medium%3Dsocial%26utm_source%3Dlinkedin) [![Share on Twitter](https://static.hubspot.com/final/img/common/icons/social/twitter-24x24.png)](https://twitter.com/intent/tweet?original_referer=https%3A%2F%2F62401.hs-sites.com%2Fblog%2Ftopic%2Fnew-york-employment-law%3Futm_medium%3Dsocial%26utm_source%3Dtwitter&url=https%3A%2F%2F62401.hs-sites.com%2Fblog%2Ftopic%2Fnew-york-employment-law%3Futm_medium%3Dsocial%26utm_source%3Dtwitter&source=tweetbutton&text=Blog%20%7C%20Outside%20GC%20%7C%20New%20York%20employment%20law) [![Share on Email](https://static.hubspot.com/final/img/common/icons/social/email-24x24.png)](mailto:?subject=Check%20out%20https%3A%2F%2F62401.hs-sites.com%2Fblog%2Ftopic%2Fnew-york-employment-law%3Futm_medium%3Dsocial%26utm_source%3Demail%20&body=Check%20out%20https%3A%2F%2F62401.hs-sites.com%2Fblog%2Ftopic%2Fnew-york-employment-law%3Futm_medium%3Dsocial%26utm_source%3Demail) This publication should not be construed as legal advice or a legal opinion on any specific facts or circumstances nor an offer to represent you. 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