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Employment Law Update

By Ben Noren, Senior Counsel    |

There are a few new employment related updates that we wanted to share. 

1. No later than July 1, 2024, all NYC Employers must both post and provide a copy of this poster to every worker:

2. On September 4, 2024, the Federal Trade Commission’s ban on non-compete clauses will become effective.  The rule provides that it is an unfair method of competition for persons to, among other things, enter into non-compete clauses with workers.  With respect to existing non-competes— i.e., non-competes entered into before September 4, 2024—the final rule adopts a different approach for senior executives than for other workers. For senior executives, existing non-competes can remain in force, while existing non-competes with other workers are not enforceable after September 4, 2024.  Employers are also required to give employees with existing non-competes notice that their non-compete clauses will become unenforceable, prior to September 4, 2024.

3. The federal Pregnant Workers’ Fairness Act took effect on June 18, 2024. You can read what the EEOC thinks you should know here:

4. After June 19, 2024, all NYS Employers must start paying for breaks taken by nursing mothers to express milk. They must also notify workers of their rights at the time of hire and annually, by providing them with this policy:

About the Author

Ben Noren is Senior Counsel in the Commercial Litigation practice as well as Associate Chair of Labor and Employment Law practice. Mr. Noren concentrates his practice on litigating, counseling, and advising businesses and individuals in various industries. He is well-versed in a wide range of labor, employment, and commercial litigation matters, including wage and hour, sexual harassment, retaliation, and discrimination claims before federal and state courts, and administrative agencies. 

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