When you hire employees in New York, these steps are required by law and sit outside payroll. Each one links to the official source for full details.
These are legal requirements for you as the employer. This summary is general information, not legal advice. Unless your agreement with Thera says otherwise, completing these steps is your responsibility. Please confirm with your own legal counsel.
Requirement | What you need to do | Details |
Pay transparency | Include a good-faith pay range in every NY job, promotion or transfer posting (employers with 4+ employees). | |
Salary history ban | Do not ask candidates about their past pay. | |
Background checks | Do not reject a candidate over a conviction unless it directly relates to the job or poses an unreasonable risk. In New York City, run no criminal history check until after a conditional job offer. | |
Pay rate notice | Give every new hire a signed Notice of Pay Rate and Payday (forms LS 54 to LS 59) in English and their primary language. Keep it for 6 years. | |
Form I-9 | Verify each new hire's eligibility to work within 3 business days of their start date. | |
Harassment policy and training | Adopt a written sexual harassment prevention policy with a complaint form, and train all employees every year. | |
Notices and posters | Display required NY and federal posters, also available electronically. Give employees your written time-off and hours policy. | |
Sick and prenatal leave | Provide 40 to 56 hours of sick leave a year depending on company size, plus 20 hours of paid prenatal leave. | |
Retirement savings | If you have 10+ NY employees and offer no retirement plan, register with NY Secure Choice. |