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In this regard, this blog is titled “Workers’ Compensation Law in New York” and is Part VIII of our series, “Key Employment Law Issues for Businesses & Companies in New York.” In Part VII, we mentioned that as required by the New York Paid Sick Leave law, sick leave for employees should begin to accrue at the rate of 1 hour for every 30 hours worked. We also added that the employer’s net income and size determine (1) the sick leave’s annual cap and (2) whether the employer should pay sick leave.

To move this discussion forward, we now shift gears to focus on “Workers Compensation,” the next key employment issue on the list. Specifically, we will examine what the law in New York says about the issue.

Workers’ Compensation Law in New York

As codified under N.Y. Work. Comp. Law § 110, employers in New York are required to report worker injuries that meet the criteria for worker’s compensation to (1) the employer’s insurance carrier and (2) to New York State Workers’ Compensation Board.

However, the law does not require minor injuries to be reported. Employers must understand that it would be considered a misdemeanor is they fail to report within 10 days of the injury.

In Part VIII of this series and our blog titled “Wage & Hour under New York’s Minimum Wage Law,” we will shift gears to hammer on what the law on Minimum Wage in New York says about and how employers can remain compliant with it.

As usual, stay tuned for more legal guidance, training, and education.

In the interim, if there are any questions or comments, please let us know at the Contact Us page!

Always rising above the bar,

Isaac T.,

Legal Writer, Author, & Publisher.