Key Employment Law Changes for 2025
- Todd Nurick
- Oct 7, 2025
- 4 min read
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 continues to evolve, and 2025 brings several important changes that businesses and individuals in Pennsylvania and New York should understand. Staying informed about these updates helps ensure compliance and avoid costly legal issues. This article outlines key 2025 employment changes, focusing on wage laws, workplace policies, and employee rights.
Overview of 2025 Employment Changes
The new year introduces modifications in wage thresholds, anti-discrimination policies, and workplace safety regulations. These changes reflect ongoing efforts to balance employer responsibilities with employee protections. For example, minimum wage rates will increase in certain jurisdictions, and new rules will clarify employer obligations regarding employee classification.
Employers should review their current policies and payroll systems to accommodate these updates. Failure to comply may result in penalties or litigation. Employees will also benefit from understanding their rights under the revised laws.
Key Areas Affected by 2025 Employment Law Updates
Minimum wage adjustments
Overtime eligibility and compensation
Anti-discrimination and harassment policies
Paid leave entitlements
Workplace safety standards
These areas represent the most significant shifts that will impact daily operations and employee relations. Businesses should consult legal counsel to tailor compliance strategies to their specific circumstances.
Understanding 2025 Employment Changes in Wage and Hour Laws
One of the most notable 2025 employment changes involves wage and hour regulations. Both Pennsylvania and New York are increasing minimum wage rates, with New York implementing region-specific adjustments. For instance, New York City’s minimum wage will rise to $16 per hour, while other areas in the state will see smaller increases.
Employers must update payroll systems to reflect these changes by January 1, 2025. Additionally, the classification of employees as exempt or non-exempt from overtime pay is under review, with new criteria expected to take effect.
Practical Recommendations for Employers
Conduct an audit of employee classifications to ensure accuracy.
Update employee handbooks to reflect new wage rates and overtime rules.
Train HR personnel on compliance requirements.
Communicate changes clearly to employees to avoid confusion.
These steps will help mitigate risks and foster a transparent workplace environment.
What is the New Overtime Law for 2025?
The new overtime law for 2025 revises the salary threshold for exempt employees under the Fair Labor Standards Act (FLSA). The Department of Labor has increased the minimum salary level required for exemption, meaning more employees will qualify for overtime pay.
Specifically, the salary threshold will rise from $35,568 to $48,440 annually. This change affects many white-collar workers who previously did not receive overtime compensation. Employers must reassess employee roles and salaries to determine eligibility.
Impact on Employers and Employees
Employers may need to increase salaries or reclassify employees as non-exempt.
Non-exempt employees will be entitled to overtime pay for hours worked beyond 40 per week.
Accurate timekeeping systems become essential to track hours worked.
Employers should review job descriptions and compensation structures promptly to comply with the new overtime standards.
Enhancements in Anti-Discrimination and Harassment Policies
2025 also brings updates to anti-discrimination laws, expanding protections for employees. New York and Pennsylvania are strengthening rules against workplace harassment and discrimination based on gender identity, sexual orientation, and other protected classes.
Employers must update policies to include these expanded protections and provide regular training to all staff members. Failure to do so can lead to increased liability and damage to workplace culture.
Actionable Steps for Compliance
Revise employee handbooks to incorporate new protected categories.
Implement mandatory anti-harassment training sessions.
Establish clear reporting procedures for complaints.
Ensure prompt and thorough investigations of reported incidents.
These measures promote a respectful and inclusive workplace, reducing the risk of legal claims.
Paid Leave and Workplace Safety Updates
Paid leave policies are evolving, with some jurisdictions expanding eligibility for family and medical leave. New York, for example, is increasing the duration of paid family leave benefits. Pennsylvania is also considering similar expansions.
Workplace safety regulations are tightening, particularly in response to emerging health concerns. Employers must stay current with Occupational Safety and Health Administration (OSHA) guidelines and state-specific rules.
Recommendations for Employers
Review and update leave policies to comply with new requirements.
Communicate leave options clearly to employees.
Conduct regular safety training and risk assessments.
Maintain documentation of safety protocols and employee acknowledgments.
Proactive management of leave and safety policies helps protect both employees and employers.
Preparing for 2025 Employment Law Changes
Navigating the 2025 employment law updates requires careful planning and attention to detail. Businesses should engage legal experts to review their compliance status and implement necessary changes. Regular training and clear communication with employees are essential components of a successful transition.
For those seeking more detailed information and ongoing updates, the 2025 employment law updates blog provides valuable insights tailored to Pennsylvania and New York legal landscapes.
By staying informed and proactive, businesses can minimize legal risks and foster positive workplace environments in 2025 and beyond.
