Labor & Employment

in committee · New York · Senate Jan 7, 2026

S 8697: Relates to dependent care flexible benefits

Directs certain employers to establish a dependent care flexible benefits program under which a portion of employees' compensations are deposited directly into dependent care flexible spending accounts.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes dependent care flexible spending accounts as employer-provided benefits, expanding employee benefits under employment standards.90% confidence

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in committee · New York · Assembly Mar 20, 2026

A 9536: Relates to the identification of individuals who provide face-to-face care to or direct observation of a patient and information required to be submitted by complainants in offenses against a hospital worker

Limits the identification of individuals who provide face-to-face care to or direct observation of a patient to their employee identification number, first name and first initial of last name when full name identification may place the personal safety of such individual in jeopardy; requires complainants to only submit their employer's address in cases involving an alleged offense against a hospital worker.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentLimits full name disclosure for care providers to prevent safety risks, directly enhancing workplace safety protections for workers.90% confidence

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in committee · New York · Senate Jan 23, 2026

S 9028: Prohibits employers from engaging in discrimination on the basis of a protected class when using artificial intelligence in certain employment practices

Prohibits employers from engaging in discrimination on the basis of a protected class when using artificial intelligence for recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits AI discrimination in hiring/promotions, directly protecting workers' rights under Labor & Employment standards.95% confidence ✓ TechnologySupports TechnologyProhibits AI discrimination in employment practices, aligning with regulating tech for consumer protection and digital rights.90% confidence

Sub-Topics Apprenticeships Employment Discrimination Artificial Intelligence

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in committee · New York · Assembly Jan 21, 2026

A 9601: Prohibits the use of automated systems to make employment decisions unless there is a meaningful human review of the output of such automated system prior to the final employment decision

Prohibits the use of automated systems to make employment decisions unless there is a meaningful human review of the output of such automated system prior to the final employment decision; requires employers that use an automated system in the hiring process to notify applicants of the use of such system; provides that an applicant who has received an adverse employment decision may request a human-conducted review of such decision.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires human review of automated hiring decisions, protecting applicants from algorithmic bias and ensuring fair employment practices per bill text.95% confidence ✓ TechnologySupports TechnologyRegulates automated employment systems with human review, protecting applicants from bias and ensuring transparency, aligning with data privacy and consumer protection in technology.95% confidence

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in committee · New York · Assembly Jan 21, 2026

A 9674: Includes veterans in the definition of military status for purposes of unlawful discrimination

This bill amends New York's definition of "military status" to explicitly include veterans who have completed their service. It directly affects veterans by ensuring they are protected under existing anti-discrimination laws that cover current military personnel. The key change adds language stating "military status" includes those "released from such service," expanding coverage beyond active duty to include all veterans. The bill makes no new funding or programs, only clarifying who is protected from discrimination based on military service.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands anti-discrimination protections to veterans under existing labor laws, strengthening workers' rights coverage for a specific group.95% confidence ✓ VeteransSupports VeteransExpands anti-discrimination protections to cover veterans by including them in 'military status' definition, ensuring legal protection under existing laws.95% confidence

Sub-Topics Veteran Education Veteran Employment Veteran Housing

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in committee · New York · Senate Jan 13, 2026

S 8892: Relates to the use of paid sick leave for bereavement purposes

Allows an employee to use paid sick leave for bereavement upon the death of a family member, or upon pregnancy loss by the employee or the employee's spouse or domestic partner or upon a foster child leaving a foster family provided the foster child was in the care of the foster family for six months or longer.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands paid sick leave benefits for workers facing bereavement, pregnancy loss, or foster child situations, strengthening employee workplace benefits under Labor & Employment standards.95% confidence

Sub-Topics Paid Leave

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in committee · New York · Senate Jan 13, 2026

S 8872: Prohibits algorithmic wage-setting

S 8872 prohibits employers from using automated systems (like AI or algorithms) to set individual employee wages based on surveillance data about workers' personal characteristics, behaviors, or biometrics. It directly affects employers who currently use such systems for wage decisions, requiring them to disclose data used and provide employees with the ability to correct or challenge data. Key provisions include banning algorithmic wage-setting (with limited exceptions for task-specific or cost-based wage decisions), mandating public procedures for data accuracy, and allowing private lawsuits for violations. Employers violating the law face civil penalties up to $10,000 per violation per employee, with additional damages available to affected workers.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits algorithmic wage-setting using surveillance data, requiring transparency and correction to protect workers' rights and ensure fair compensation in employment standards.90% confidence ✗ TechnologyOpposes TechnologyBans algorithmic wage-setting using surveillance data, restricting tech use in employment decisions per bill's explicit prohibitions.95% confidence

Sub-Topics Gig Economy Labor Standards Minimum Wage Artificial Intelligence

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passed both · New York · Assembly Jun 4, 2026

A 9581: Requires covered businesses to annually report to the department of labor regarding the impact of artificial intelligence on hiring and the nature of artificial intelligence use

Requires covered businesses to annually report to the department of labor regarding the impact of artificial intelligence on hiring and the nature of artificial intelligence use for the previous year; requires the department of labor to file an annual report on the impact of artificial intelligence on hiring and the nature of artificial intelligence use in the state; establishes penalties for covered business that fail to submit such reports.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates AI hiring impact reporting to protect workers from potential discrimination and inform future labor protections, aligning with worker rights advancement.85% confidence ✓ TechnologySupports TechnologyMandates AI impact reporting for transparency in hiring/business practices, aligning with regulatory oversight for responsible tech use as per indicators.95% confidence

Sub-Topics Artificial Intelligence Tags Data Reporting

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in committee · New York · Assembly Jan 21, 2026

A 9608: Limits the number of consecutive hours worked by certain employees of N.Y. city

Limits the number of consecutive hours worked by certain employees of cities of one million or more; provides that employees of cities of one million or more who are subject to a collective bargaining agreement shall not work more than 17 consecutive hours in a work day.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentLimits consecutive work hours to 17 for city employees under collective bargaining, improving workplace safety and supporting worker rights via agreed terms.95% confidence

Sub-Topics Collective Bargaining Labor Standards

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in committee · New York · Senate Jan 21, 2026

S 8955: Enacts the "fair pay for home care act"

Enacts the "fair pay for home care act" relating to minimum wages applicable to home care aides; provides for a minimum wage of 150% of the applicable statewide or regional minimum wage.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentIncreases home care aides' minimum wage to 150% of state/regional rate, directly advancing worker compensation standards.95% confidence

Sub-Topics Labor Standards Minimum Wage

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