EMPLOYMENT LAW NEWS
Legislative Scoop: Key Potential Employment Laws from New York State in 2027
By Grant Larson, Compliance Paralegal
Employment Law and Compliance
Published October 13, 2026
This month’s Legislative Scoop reviews three New York bills covering severance agreements, wage change notices, and ghost job postings that stalled before the 2026 session ended but are likely to return in 2027.
Each month, GovDocs’ Employment Law and Compliance Team provides the scoop on key bills making their way through the legislative process. This month, we are looking at bills in New York that could not be passed out of both conference committees before the last legislative session ended. All these bills were passed in at least one conference committee but failed to make it out of the other before the end of the session hit. Every bill mentioned here is likely to be introduced in the next legislative session and has a high chance of passing because of where the bill was when the session ended.
Key Takeaways
✓ Three New York employment bills stalled when the legislative session ended in early June: S372/A6480 (severance agreements), S2236/A2222 (wage change notices) and S8877/A6292 (ghost job postings). All three are likely to be reintroduced in the 2027 session.
✓ S372 would require a notice with severance agreements: employees must be told they have the right to consult an attorney, at least 21 days to review the agreement, seven days to revoke it after signing, and the option to sign before the review period ends on their own terms.
✓ S2236 would amend the Wage Payment Integrity Act: employers would have to disclose wage changes in writing, “wages” would include compensation not payable at the employer’s discretion, bonuses could be excluded only if employees are notified that payment is discretionary, and new penalties would apply for improper notice.
✓ S8877 would target “ghost jobs”: employers with at least 100 employees or that use a third-party job app would have to state, in bold capital letters, how quickly they plan to fill the role and whether it is currently vacant. Postings must come down within two weeks of the role being filled. Fines start at $2,500 per noncompliant ad, rise to $5,000 if not corrected within 30 days, and double for each additional 30 days.
New York No Severance Ultimatums Act (S372/A6480):
Severance Agreement Notice Requirements
The first bill we will highlight this month is S372. This bill is known as the “No Severance Ultimatums Act,” and if passed, it would require an employer to provide a notice to an employee being presented with a severance agreement. The contents of the notice must include that an employee has the right to consult an attorney, the right to review the agreement for at least 21 days, the right to revoke the agreement within seven days after it was signed before it becomes enforceable, and that an employee can sign it before the consideration period if it happens on the employee’s terms.
NY Wage Payment Integrity Act Amendment (S2236/A2222):
Written Notice of Wage Changes
The next bill that could make an appearance again next session is S2236. This bill would amend the “Wage Payment Integrity Act” and require an employer to disclose in writing to an employee any changes to their wages. S2236 would change the definition of “wages” to include compensation that’s not payable at the employer’s discretion. The bill would also clarify that a bonus can be excluded from the definition of wages listed above only if the employee is notified that an employer can determine whether the bonus will be paid. The proposed bill would also add penalties for employers who do not give an employee proper notice under the Act. This is a bill that we will be monitoring closely at GovDocs when the legislative session resumes in New York.
New York Ghost Jobs Bill (S8877/A6292):
Job Posting Disclosure and Removal Requirements
The final bill covered this month is S8877, which is informally known as the “Ghost Jobs” bill. This bill, if enacted, would require employers with at least 100 employees or any employers who use a third-party job-hiring app to include language detailing how quickly the employer plans to fill the position and whether the position is currently vacant. The mandatory language would need to be in bold and in capital letters.
This bill also includes a few requirements for when a position is filled by an employer. When a position is filled, an employer must remove all job postings within two weeks of the position being filled. Additionally, if using a third-party job board, the employer should also provide notice to the company within two weeks. Any third-party job board has two weeks to remove the job posting from its website when it reasonably suspects that a job has been filled. In practice, this would mean it has two weeks after the date listed on the original job notice, or two weeks after receiving notice from an employer. Employers and third-party job posting entities that violate this section would face a fine of $2,500 for each publication of a noncompliant job advertisement. If the violation is not corrected within 30 days, the fine would increase to $5,000 and double for each additional 30 days of noncompliance.
Conclusion
All three of the bills discussed got stuck in conference committees when the New York legislative session ended in early June, so they did not reach the governor’s desk. In light of that, it would not be surprising if all of these bills make an appearance again during the 2027 New York legislative session. All have the potential to become law next year, which is something that employers need to consider moving forward.
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This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.
