[Update (2/17/26): New York’s Trapped at Work Act—Governor Signs Amendment into Law]
On January 6, 2026, the New York Assembly introduced bill A9452 (Amendment), which would substantially amend the “Trapped at Work Act” (TAWA). As we explained here, TAWA prohibits all employers—including subsidiaries and contractors—from requiring current or prospective workers to sign employment-related promissory notes as a condition of employment.
[UPDATE: The New York State Department of Labor has now published an updated Form IA 12.3 (Record of Employment), which employers should use to comply with their notice obligations under S 4878A beginning November 13, 2023.]
For New York employers, fall has brought with it more than just cooler temperatures, thanks to a wave of activity from Governor Kathy Hochul’s desk (after a busy legislative summer). Below, we highlight six significant employment bills that the Governor recently signed into law, as well as key pieces of legislation that continue to await her review.
Employee ...
This week, a one-year “revival” period of statute of limitations began for individuals who assert civil claims of child abuse to file claims against institutions and individuals pursuant to New York’s Child Victims Act, even if those claims had already expired and/or were dismissed because they were filed late. The premise behind the Child Victims Act is that children are often prevented from disclosing abuse due to the social, psychological and emotional trauma they experience.
Additionally, the Child Victims Act, also expands the statute of limitations for bringing ...
Recent Updates
- Menopause as a Protected Class: Growing Trend or a Hot Flash?
- The Second Circuit Joins Fellow Circuits in Extending Limitations on Mandatory Arbitration Agreements
- Updating Your First Aid Kit: What Employers Need to Know About Opioid Antagonist Requirements in New York
- New DOL Guidance Reiterates Key Priorities for MHPAEA Enforcement - Takeaways for Plan Sponsors
- Shh! Press the Button: New York State DOL Proposes Silent Response Button Rules for Retail Workplace Violence Prevention