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September 2022: New York City Announces End of Vaccine Mandate

27 Sep


Update Applicable to:
All employers with private-sector employees in New York City, New York.

What happened?
On September 20, 2022, New York City Mayor Adams announced that the City would officially end its private-sector employee vaccine mandate effective November 1, 2022.

What are the details?
The mandate, enacted in December 2021 by then-Mayor de Blasio, required all private-sector employers to ensure that their employees in New York City who perform in-person work were vaccinated against COVID-19.

With the lifting of the mandate on November 1, 2022, NYC employers can now decide whether to maintain a vaccination requirement for their employees or relax such requirements.

In place of the mandate, the City is asking businesses to encourage their employees to vaccinate and stay up to date on boosters.

For more information, please see the links below:

NYC Announcement

Article 1

What do employers need to do?
Employers should review the links provided above and ensure the safety of their employees in the best way possible.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.

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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