2025 Employment Law Changes You Should Know

Disclaimer: This article is for informational purposes only and is not legal advice. Reading it does not create an attorney–client relationship. Todd Nurick and Nurick Law Group are not your attorneys unless and until there is a fully executed written fee agreement with Todd Nurick or Nurick Law Group.

Employment law is constantly evolving, and staying informed about upcoming changes is essential for businesses and individuals alike. The year 2025 brings several important updates that will affect workplace policies, employee rights, and employer responsibilities. This article outlines key 2025 employment law changes relevant to Pennsylvania and New York, providing clear explanations and practical recommendations to help you prepare.

Overview of 2025 Employment Law Changes

The landscape of employment law in 2025 reflects ongoing efforts to enhance worker protections, promote fairness, and address emerging workplace issues. These changes impact areas such as wage and hour regulations, anti-discrimination measures, leave policies, and workplace safety standards.

Some of the most significant updates include:

• Adjustments to minimum wage rates and overtime eligibility

• Expanded protections against workplace discrimination and harassment

• New requirements for paid family and medical leave

• Enhanced rules on employee classification and gig economy workers

• Updates to workplace safety protocols, especially related to health concerns

  
  

Understanding these changes is crucial for compliance and risk management. Employers should review their policies and training programs, while employees should be aware of their rights under the new laws.

Detailed 2025 Employment Law Changes

The following sections break down the major changes expected in 2025, with a focus on practical implications and actionable steps.

Minimum Wage and Overtime Regulations

Both Pennsylvania and New York are adjusting minimum wage rates in 2025. New York continues its phased increase toward a $15 per hour minimum wage in most regions, while Pennsylvania sees local jurisdictions adopting higher rates.

Additionally, the federal Department of Labor is expected to revise overtime eligibility criteria. This may raise the salary threshold for exempt employees, meaning more workers could qualify for overtime pay.

Recommendations:

• Review employee classifications to ensure proper exemption status.

• Update payroll systems to reflect new wage rates and overtime rules.

• Communicate changes clearly to employees to avoid confusion.

  
  

Anti-Discrimination and Harassment Protections

2025 brings expanded protections against workplace discrimination, including broader definitions of protected classes and stricter enforcement of harassment policies. New York, in particular, is enhancing its laws to cover more forms of discrimination and require more comprehensive training.

Employers must update their anti-harassment policies and conduct regular training sessions. Documentation of complaints and investigations should be thorough and timely.

Recommendations:

• Revise employee handbooks to include updated anti-discrimination language.

• Schedule mandatory training sessions for all staff.

• Establish clear reporting channels and follow-up procedures.

  
  

Paid Family and Medical Leave Expansion

New York’s Paid Family Leave program expands in 2025, increasing the duration and wage replacement rates. Pennsylvania is also considering similar legislation, with some local initiatives already in place.

These changes provide employees with more time and financial support to care for family members or address their own health needs. Employers must adjust their leave policies and payroll deductions accordingly.

Recommendations:

• Update leave policies to comply with new state requirements.

• Inform employees about their expanded leave rights.

• Coordinate with payroll providers to manage deductions and benefits.

  
  

Employee Classification and Gig Economy Workers

The classification of workers as employees or independent contractors remains a critical issue. New regulations in 2025 aim to clarify criteria, particularly for gig economy workers.

Misclassification can lead to significant penalties, including back pay for wages and benefits. Employers should carefully evaluate their workforce and contracts to ensure compliance.

Recommendations:

• Conduct audits of worker classifications.

• Consult legal counsel before engaging gig workers.

• Implement clear contracts that reflect the nature of the working relationship.

  
  

What are the changes in April 2025?

April 2025 marks the implementation of several specific employment law updates, particularly in New York. These include:

• Increased minimum wage rates in certain regions, such as Long Island and Westchester County.

• New requirements for salary transparency in job postings, aimed at reducing wage disparities.

• Enhanced protections for pregnant workers, including expanded accommodation rights.

• Stricter rules on non-compete agreements, limiting their enforceability in many cases.

  
  

Employers should prepare for these changes by reviewing job descriptions, updating hiring practices, and revising employee agreements.

Recommendations:

• Ensure job postings include clear salary ranges.

• Train HR staff on new accommodation requirements.

• Review and modify non-compete clauses to comply with updated standards.

  
  

Navigating Compliance and Risk Management

Adapting to the 2025 employment law changes requires a proactive approach. Businesses should implement comprehensive compliance programs that include:

• Regular policy reviews and updates

• Employee training and communication

• Monitoring legislative developments

• Seeking legal advice when necessary

  
  

For individuals, understanding these changes helps in asserting rights and recognizing when legal assistance may be needed.

The 2025 employment law updates provide a valuable resource for staying informed and prepared.

Preparing for the Future of Employment Law

The evolving legal landscape underscores the importance of staying current with employment law developments. By anticipating changes and adjusting practices accordingly, businesses can reduce legal risks and foster a fair, compliant workplace.

Engaging with experienced legal counsel, such as Todd Nurick and the Nurick Law Group, can provide tailored guidance and support. This partnership helps ensure that policies align with the latest laws and that any disputes are managed effectively.

Remaining informed and responsive to these changes is essential for long-term success and stability in the workplace.