{"id":122368,"date":"2026-02-04T07:28:08","date_gmt":"2026-02-04T07:28:08","guid":{"rendered":"https:\/\/www.newsbeep.com\/us-ny\/122368\/"},"modified":"2026-02-04T07:28:08","modified_gmt":"2026-02-04T07:28:08","slug":"laborspeak-stay-or-pay-agreements-recent-developments-in-new-york-and-california-employee-rights-labour-relations","status":"publish","type":"post","link":"https:\/\/www.newsbeep.com\/us-ny\/122368\/","title":{"rendered":"LaborSpeak: “Stay Or Pay” Agreements – Recent Developments In New York And California – Employee Rights\/ Labour Relations"},"content":{"rendered":"

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\n All New York and California employers should be aware of some changes that prohibit employers from requiring employees to repay certain amounts in the event they leave employment prior to a set date. \n <\/p>\n


\n United States
\n California
\n New York
\n Employment and HR \n <\/p>\n


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All New York and California employers should be aware of some
\nchanges that prohibit employers from requiring employees to repay
\ncertain amounts in the event they leave employment prior to a set
\ndate. These are commonly known as “stay or pay”
\nagreements. Both New York and California recently enacted laws
\nregulating these types of agreements, though the laws currently
\ndiffer in key ways.<\/p>\n

In light of these legal changes, all New York and California
\nemployers should review any agreements with employees to ensure
\ncompliance with these laws. In particular, California employers
\nshould ensure that sign-on bonus terms and tuition repayment
\nprovisions are in standalone agreements and meet AB 692’s
\nconditions. Employers should also continue to monitor the proposed
\namendments to New York’s law.<\/p>\n

self<\/p>\n

The content of this article is intended to provide a general
\nguide to the subject matter. Specialist advice should be sought
\nabout your specific circumstances.<\/p>\n

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