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New York Amends Minimum Wage for Home Care Workers

06 Jul


Update applicable to:

All home health care agencies and home care staffing agencies with employees performing work in the state of New York

What happened?

Governor Hochul signed the New York State Budget for fiscal year 2023-2024 into law on May 3, 2023, bringing with it sweeping changes to the way employers will operate.

What are the details?

Initially, it is important to note that the $1 hourly increase in the minimum wage for home care workers in New York State, slated to take effect October 2023, will not occur as was planned. Instead, starting January 1, 2024, the minimum wage for home care workers will now increase three times over three years.

As with other minimum wage increases, the wage increases differ between the five counties in New York City, Nassau, Suffolk, and Westchester County (“Downstate”), and the other 54 counties (“Remainder of the State”). Wage increases are now scheduled as follows:

Date of IncreaseAmount
January 1, 2024$18.55 Downstate (NYC, Long Island, and Westchester) $17.55 Remainder of State
January 1, 2025$19.10 Downstate $18.10 Remainder of State
January 1, 2026$19.65 Downstate $18.65 Remainder of State

Further, at no point will the home care worker minimum wage rate exceed $3.00/hour more than the minimum wage applicable to non-home health care workers in the state. 

For more information, please see the links below:

Law Firm Article

NY DOL Minimum Wage Page

What do employers need to do?

Employers should review the above article from the Littler Law Firm and review company budgets and forecast for the upcoming rate increases to plan accordingly. Employers should seek legal counsel from their employment attorney with any of the state’s upcoming requirements for the industry.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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