At Seligson Law, we understand that managing a workforce in New York involves navigating an intricate web of employment laws, city regulations, and federal obligations. Even the most well-meaning employers can find themselves exposed to legal risk if compliance isn’t consistently maintained.
Our employment attorneys work closely with businesses across New York to help them stay ahead of potential legal issues through clear policy development, responsive counsel, and ongoing compliance support.
Employment law in New York is complex and always evolving. Between federal protections, state regulations, and the expansive New York City Human Rights Law, employers have a responsibility to ensure that their policies and practices align with a wide range of legal obligations.
Seligson Law provides practical, proactive legal counsel to help employers:
We know these issues are sensitive, urgent, and sometimes difficult to manage alone. That’s why our legal team remains just a phone call away. We’re ready to step in with clarity, confidentiality, and care to keep your business moving forward.
Employer counseling means partnering with a legal team that understands the specific compliance demands of doing business in New York. At Seligson Law, we provide employers with proactive, day-to-day guidance on how to navigate labor regulations, avoid common legal pitfalls, and make confident, compliant HR decisions.
From drafting policies to handling complex employment matters, we offer clear, tailored support that strengthens your internal operations and protects your long-term success.
We assist in drafting and updating employee handbooks, offer letters, workplace policies, and severance agreements, ensuring every document aligns with New York Labor Law, federal standards, and (when applicable) New York City’s Human Rights Law.
Our attorneys help employers comply with minimum wage, overtime, spread of hours pay, and wage notice requirements under the New York Labor Law and Wage Theft Prevention Act. These are areas where employers frequently face audits or litigation.
We review employee classifications to confirm compliance with New York’s standards for independent contractors, exempt vs. non-exempt workers, and wage parity laws, reducing risk of costly misclassification claims.
We guide employers through their obligations under laws such as the New York Paid Family Leave (PFL), New York State Human Rights Law (NYSHRL) regarding disability and pregnancy accommodations, and other overlapping city, state, and federal leave statutes.
New York mandates annual sexual harassment prevention training for all employees. We help you meet this requirement, while also advising on best practices for investigations, complaint handling, documentation, and employee relations strategies.
Even with the best policies in place, disputes can still occur. If your business faces a legal claim, Seligson Law is equipped to provide swift, strategic defense. We represent employers in matters involving:
We represent clients before administrative agencies including the New York State Division of Human Rights, the New York City Commission on Human Rights, the U.S. Equal Employment Opportunity Commission (EEOC), and in both state and federal courts.
At Seligson Law, our process is built on transparency and trust. Here’s what you can expect:
We begin with a confidential review of your needs and challenges.
We assess your workplace structure, compliance gaps, and legal goals, then develop a customized strategy.
We assist with policy development, training, and everyday HR decisions, ensuring your team is protected and empowered.
Whether through settlement or trial, we aim for outcomes that restore fairness and protect your future.
Employer counseling provides legal guidance to assist New York businesses in complying with state and city employment laws. This includes policy creation, HR support, and daily decision-making strategies to lower risk.
New York has extensive labor protections, including laws unique to the state and NYC. Staying compliant helps prevent lawsuits, fines, and damage to your business reputation.
We assess your policies, employee classifications, pay practices, and documentation to spot compliance issues and recommend clear, effective solutions.
Early guidance is best before hiring, during growth, or when handling workplace complaints. Timely legal advice helps prevent issues from escalating.
New York State and New York City mandate annual sexual harassment prevention training for all employees, regardless of company size. We assist businesses in fulfilling these requirements.
Exempt employees are salaried and not eligible for overtime, whereas non-exempt employees are eligible. Misclassifying workers can lead to serious legal and financial consequences.
We recommend reviewing your handbook annually, as well as whenever there are legal or operational changes that affect your workplace policies.
Managing a workforce in New York requires reliable legal guidance from a team that understands the state’s complex employment laws. Whether you’re revising workplace policies, addressing an employee concern, or taking steps to reduce legal risk, our attorneys at Seligson Law are here to provide the clarity and support you need. Contact us today: 213-293-6692.
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