Summary of June 2025’s Labor Law Cases in New York, NY
Here’s your June 2025 legal roundup for New York labor law, curated for employees, HR professionals, HR compliance leaders, and employers—brought to you by the NYC team at HKM Employment Attorneys. Below are real, verified legal developments impacting workplace rights, wages, union actions, and safety requirements in New York State. June brought notable updates in New York’s labor and employment landscape—from retail and fashion worker protections to sweeping wage-hour and labor relations reforms. Employers across multiple sectors should review and update policies and compliance strategies accordingly. For questions or legal assistance, contact HKM Employment Attorneys (https://hkm.com).
Retail Worker Safety Act Guidance — Agency Guidance
Date: June 17, 2025
Summary:
Effective June 2, 2025, the Retail Worker Safety Act mandates that New York retailers with 10+ employees implement workplace violence prevention policies, employee training, and—by January 1, 2027—install silent response systems for larger employers. On June 17, the NY DOL published detailed guidance, model training materials, and sample policy templates to help covered employers achieve compliance.
Implications:
Retail employers must promptly update policies, train staff, and prepare for the silent response requirement at high-volume locations. Noncompliance may lead to enforcement actions via the NY DOL complaint system.
New York State Fashion Workers Act Guidance — Agency Guidance
Date: June 17, 2025
Summary:
In anticipation of the Fashion Workers Act’s June 19, 2025 effective date, the NY DOL released FAQs clarifying duties for model management companies, brands, and hiring parties. These cover registration obligations, deal memo requirements, transparency in fees, and harassment/AI safeguards.
Implications:
Modeling agencies, brands, and other covered parties must comply with the Act’s new registration, contract transparency, and worker protections. Employers should review compliance procedures and train staff to avoid violations.
NLRB “Trigger Bill” / Assembly Passes A8590/S8034 — Legislation
Date: June 17, 2025
Summary:
On June 17, the New York State Assembly passed A8590/S8034 (the “NLRB Trigger Bill”) by vote of 128‑14. This bill assigns jurisdiction over private‑sector union and labor practice matters to NY PERB unless the federal NLRB asserts jurisdiction via federal court order. The measure responds to the current NLRB quorum deadlock and legal uncertainty.
Implications:
If signed by the governor, the bill enables PERB to assume NLRB‑like responsibilities for private‑sector labor issues in New York—a major shift in labor governance. Employers should monitor progress and potential impact on union elections and unfair labor practice investigations.
Worker Safety Month & Extreme Heat Guidance — Agency Proclamation
Date: June 2025
Summary:
Governor Hochul designated June 2025 as Worker Safety Month and issued NY DOL guidance on protecting employees during extreme weather—high heat, poor air quality, or heavy precipitation—for outdoor workers.
Implications:
Employers with outdoor operations must implement practical safety measures during heat waves and unpredictable weather. HR should incorporate this guidance into existing safety protocols and employee training.
Supreme Court Decision on Abortion Insurance Coverage — Court Ruling
Date: June 16, 2025
Summary:
The U.S. Supreme Court vacated a decision from the New York Court of Appeals and remanded a case concerning a 2017 NY regulation requiring employer-sponsored health plans to cover abortion services. The rule provides limited religious exemptions; the Diocese of Albany challenged its constitutionality.
Reuters
Implications:
As this case returns to state court for strict scrutiny analysis, employers offering health insurance in New York should monitor developments that might impact coverage mandates. Compliance teams may need to revisit benefit design and exemption protocols.
Downtown Manhattan REAP & RACE Tax Credits — Legislative Update
Date: June 12, 2025
Summary:
The NY State Senate extended the Relocation Employment Assistance Programs (REAP and LM‑REAP)—which provide up to $3,000 per hired employee in select zones—and created a new RACE credit offering $10,000 per employee for firms relocating into NYC.
nypost.com
Implications:
Employers relocating to Manhattan or other NYC zones may leverage significant tax incentives. HR and finance teams should consult with legal counsel to explore eligibility and application timing.
Conclusion: Looking back on New York, NY Labor Law Updates in June 2025
With recent court rulings refining protections under the NY Human Rights Law, Family and Medical Leave Act, and anti-retaliation statutes, securing experienced local counsel is more important than ever. At HKM Employment Attorneys in New York, our NYC and New Paltz teams—including attorneys Briana Beltran, Artemio Guerra, Marcela Jimenez Rodriguez, and Meagan Rafferty—have obtained over $250 million for employees across practice areas such as discrimination, harassment, federal and state employment contracts, FMLA, ethics investigations, and hostile work environments. We offer fearless, no-fee-unless-we-win representation and guide clients through sensitive negotiations, EEOC or ethics filings, and court litigation. If recent NY case developments hit close to home, contact our New York office to see how we can help enforce your workplace rights.
