Monday, September 28, 2026
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New York
Key Takeaways
Impacted Employers: Employers engaged in construction
Effective Date: December 8, 2026
Summary: New York has enacted legislation that clarifies pay requirements for certain construction employers.
Next Steps: Review scheduling and pay policies and procedures, and train supervisors on the changes under the law.
The Details
New York has enacted legislation (Assembly Bill 6950), which clarifies pay requirements for certain construction employers. The law takes effect Dec. 8, 2026.
Construction Industry
Under the law, an employee engaged in construction must be paid the following amounts (in promised hourly wages) when they report to, or are scheduled to work by, their employer at their employer’s request or when their employer grants permission:
- Reporting pay: At least four hours of pay, or the number of hours in their regularly scheduled shift (whichever is less), each day they report to work.
- Cancellation pay: Two hours of pay when they were scheduled to report to work, and their scheduled shift is canceled on less than 12 hours' notice.
Prevailing Wage Requirements
Under the law, a laborer, worker, or mechanic working for a contractor must be paid the following prevailing wage rates (including supplements) when they report to, or are scheduled to, public work at their employer’s request or if their employer grants permission:
- Reporting pay: At least four hours of pay per day (unless posted prevailing wage rates require reporting pay wages or benefits greater than those under the law).
- Cancellation pay: Two hours of pay when they are scheduled to report for work, and their scheduled shift is canceled on less than 12 hours' notice.
Note: Amounts owed to all workers under Assembly Bill 6950 are considered wages under the law.
Next Steps
Review scheduling and pay policies and procedures, and train supervisors on the changes under the law by Dec. 8, 2026.