At Seligson Law, we help cannabis employers navigate the complex intersection of employment law and cannabis industry. Whether you run a dispensary, delivery service, cultivation facility, or processing operation, your responsibilities as an employer are shaped by both standard labor laws and cannabis-specific requirements in New York.
We work with licensed cannabis operators across the state to prevent workplace issues, develop compliant policies, and respond swiftly when problems arise.
Cannabis employers in New York operate in a highly regulated environment. In addition to regulations from the Office of Cannabis Management (OCM) and employers must follow federal and state labor laws. Failing to comply with these rules can result in massive liabilities.
Seligson Law offers practical, business-minded legal support tailored to the unique pressures of New York’s cannabis market. We help dispensaries, cultivators, processors, and other operators establish compliant workplace policies, manage their teams effectively, and protect their businesses from employment-related risks.
Whether you’re drafting your employee handbook or navigating an investigation by the Department of Labor, we give you clear, strategic advice that aligns with your goals and keeps your operations running smoothly.
Even the most careful employers can face workplace issues, especially in a fast-growing industry like cannabis. From wage and hour claims to allegations of harassment or wrongful termination, employment disputes can carry substantial costs and long-term consequences.
Our team moves quickly to evaluate your risks, defend your business, and resolve matters efficiently. Because employment violations in the cannabis space can threaten licensure, we don’t treat these as routine HR matters. We take a broader view, helping you navigate legal issues while protecting your ability to stay compliant and continue operating.
We also support cannabis employers as they scale, reviewing offer letters, revising policies, advising on layoffs or reorganizations, and staying ahead of regulatory changes. With Seligson Law in your corner, you don’t just get a lawyer. You get a partner who understands the Labor Code and the cannabis industry. We know what’s at stake.
People build cannabis businesses because they believe in what they’re doing. However, turning that passion into a sustainable operation requires managing people, payroll, and policies under rules that are constantly shifting and come with high stakes.
In cannabis, employment issues can trigger more than just lawsuits. They can lead to fines, license suspension, or reputational damage. That’s why New York operators trust Seligson Law. We understand how labor law and cannabis regulation intersect, and we guide our clients with a combination of legal insight and business acumen.
Our founder has worked in cannabis law since New York’s adult-use framework was first established. We bring deep knowledge, fast answers, and clear guidance, so you can make confident decisions and continue building on what you’ve started.
At Seligson Law, we support cannabis employers at every stage of the employer-employee relationship:
We start with a confidential discussion about your team, current practices, and any active issues—whether it’s a dispute, a compliance question, or something in between.
We assess your employment documents and procedures to identify gaps and risks under New York Labor Law and OCM rules, offering clear recommendations for improvement.
From defending against claims to drafting policies, advising on terminations, or training your managers, we deliver solutions tailored to your business realities.
We offer continuous support to keep your workplace legally sound as your operation grows, so you can stay focused on the bigger picture
Cannabis employers in New York must adhere to all standard state and federal labor laws—including wage and hour regulations, anti-discrimination, harassment, and retaliation laws, and workplace safety standards.
Yes. Clear, legally sound policies are crucial for setting expectations, protecting your business, and defending against potential future claims. We draft and review handbooks to ensure compliance with New York and federal labor law.
Misclassification is a common and costly issue. New York uses a multi-factor test to determine whether someone qualifies as an independent contractor, and most cannabis roles don’t meet that threshold. We’ll help you classify workers correctly to avoid penalties.
Act quickly and seek legal advice. Whether the issue involves harassment, retaliation, wage disputes, or a regulatory concern, we’ll assess the situation, help you respond strategically, and work to protect both your business and your license.
A single minor violation probably won’t result in license loss. However, a serious violation (e.g., retaliation, wage theft, harassment), a repeated pattern of noncompliance, or failure to notify the Office of violations or lawsuits can all lead to license denial, suspension, or revocation. We help cannabis employers address employment issues with an eye on both labor compliance and licensing consequences.
Changes to your workforce come with legal obligations. We advise cannabis employers on hiring, onboarding, workforce expansion, and reductions, so you stay compliant and protect your business during transitions.
Whether you’re opening your first dispensary or managing a growing team across New York, we’re here to help you lead with clarity, stay compliant, and avoid costly mistakes. Let’s protect your people, your license, and your future.
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