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Effective onboarding is a critical aspect of the employee lifecycle that sets the tone for an employee’s experience within a company. For businesses operating and hiring in New York (NY), understanding and adhering to the state’s specific onboarding requirements is essential to ensure compliance with labor laws and to create a smooth transition for new hires. In this article, we will explore the key onboarding requirements for NY employees and offer insights into how businesses can navigate this process successfully.

Onboarding Requirements in New York

The below six onboarding requirements are necessary in New York. Those requirements include the Form I-9, New York Wage Theft Prevention Act (WTPA), Sexual Harassment Prevention Training, Workers compensation and Disability Benefits, Paid Family Leave, and Anti-Discrimination and Equal Opportunity Policies.

  1. Form I-9 Verification

Form I-9 is a federal requirement that all employers must complete to verify the identity and employment authorization of their employees, regardless of the state. However, in NY, employers must adhere to additional regulations, such as the “Immigrant Worker Protection Act,” which prohibits employers from engaging in certain activities related to immigration enforcement. It is crucial for NY employers to be well-versed in these regulations to avoid legal pitfalls during the onboarding process.

  1. New York Wage Theft Prevention Act (WTPA)

Under the WTPA, NY employers are obligated to provide new employees with written notices that include various details about their employment, such as their rate of pay, how their pay is calculated, and their regular pay schedule. This information ensures transparency and helps prevent wage theft. Businesses must provide this information both in English and the employee’s primary language, if applicable.

  1. Sexual Harassment Prevention Training

In New York, employers are required to provide all new hires with sexual harassment prevention training within 30 days of their hire date. This training educates employees about what constitutes sexual harassment, how to report it, and the company’s policies for addressing such issues. The training should be interactive and comprehensive, emphasizing a safe and respectful work environment.

  1. Workers’ Compensation and Disability Benefits

Employers in NY are required to provide information about workers’ compensation and disability benefits to their new hires. This information informs employees of their rights in case they are injured on the job or become disabled. While this information can be provided through written materials, it’s recommended to explain these benefits to new employees in person to address any questions or concerns they may have.

  1. Paid Family Leave (PFL)

New York’s Paid Family Leave (PFL) law mandates that employers provide eligible employees with job-protected, paid time off for certain family and medical reasons. Employers are required to inform employees about their rights under PFL, including how to apply for and use the benefit. This information should be shared during the onboarding process to ensure that employees are aware of their entitlements.

  1. Anti-Discrimination and Equal Opportunity Policies

Employers in NY must communicate their anti-discrimination and equal opportunity policies to new employees during the onboarding process. This helps create a diverse and inclusive workplace and ensures that employees understand their rights and responsibilities in terms of treating colleagues with respect and fairness.

Need Help with Onboarding? Use an EOR.

Many organizations stay away from hiring employees in New York due to the complexity of the employment laws, and the high costs associated with hiring there. However, if you do want to hire employees in New York, you could use an Employer of Record (EOR) platform like FoxHire to help. EORs take on the employment responsibility on behalf of their clients, handling the payroll, onboarding, insurance, and compliance components. This enables companies to hire in New York and outsource the complexities and risks to the EOR for a fee. EORs are also experts at onboarding, and ensure quick and compliant procedures are done, no matter where the employee is hired. 

Next Steps for Hiring in New York

Navigating the onboarding process for NY employees requires a comprehensive understanding of both federal and state-specific regulations. By adhering to these requirements, businesses can create a positive onboarding experience that sets the stage for long-term employee satisfaction and engagement. Beyond compliance, effective onboarding contributes to a company’s culture and reputation, ultimately leading to increased productivity and success in the competitive business landscape. As such, investing time and effort into mastering the onboarding requirements for NY employees is a prudent and strategic decision for any employer.

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