Effective June 8, 2025, New York has amended Section 519 of the Judiciary Law to increase the required compensation for jury service. Previously, employers were required to pay jurors $40 per day for the first three (3) days of service. The amended law raises this amount to $72 per day for the first three (3) days.
Employer Requirements
- Non-Exempt Employees: Employers with 11 or more New York employees must pay non-exempt employees $72 per day for the first three (3) days of jury service. Time off beyond this period may be unpaid.
- Exempt Employees: Under the Fair Labor Standards Act (FLSA), exempt employees who perform any work during a workweek must receive their full salary, regardless of time spent on jury duty. Employers may offset the amount paid by the state against the employee’s salary.
- Employers with 10 or Fewer Employees: These employers are not required to provide paid jury duty leave. The state will compensate employees directly.
Employers may choose to adopt more generous policies than those required by law, such as providing full pay for the entire duration of jury service or offering pay regardless of employee count.
For more information, refer to New York’s Jury Duty Information for Employers.
Next Steps for Employers
To ensure compliance with these new regulations, employers should take the following actions:
- Update Payroll Systems: Ensure payroll is adjusted to reflect the new $72 daily requirement for eligible employees.
- Review and Revise Policies: Update jury duty leave policies in employee handbooks to align with the new law, as needed.
- Communicate with Employees: Inform employees about the updated compensation and how it may affect their pay during jury service.
- Consult Legal Counsel: Address any compliance questions or unique circumstances with legal counsel.
How HR Works Can Help
Current clients may contact their designated HR Consultant or the HR Works Virtual Helpline for more information.
Not an HR Works client? Visit our website or call us toll-free at 1-877-219-9062 to learn how we can assist with regulatory compliance, policy updates, and proactive HR strategies.
