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New York City Law Increasing Protections for Freelance Workers Takes Effect

In a previous post we discussed the significant new obligations New York City’s “Freelance Isn’t Free Act” imposes on employers that retain the services of freelance independent contractors. On May 15, these requirements became effective for all freelance contracts executed on or after that date. Some of the law’s key provisions include the requirements that freelance services in excess of $800 be detailed in written contracts and that employers provide payment for freelance services within 30 days, and a prohibition on retaliation against freelancers who exercise their rights under the law.

The New York City Department of Consumer Affairs, Office of Labor Policy Standards has issued some limited initial guidance on the law but, as we discussed in our earlier post, numerous questions remain concerning the law’s practical implications. Please stay tuned to Employment Matters for updates as we continue to monitor this law’s impact on companies that rely on freelance workers.

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About this Author

George M. Patterson, Mintz Levin, Employment Counsel, FLSA Attorney, Labor
Staff Attorney

George’s practice is focused on all aspects of employment law, including discrimination, harassment, wage and hour issues, and other employment-related litigation and counseling. He also represents clients on labor and executive compensation matters.

Prior to joining Mintz Levin, George practiced as an associate with other large firms, handling large-scale employment and commercial litigation matters, including WARN Act and FLSA class actions, employment discrimination and harassment matters, commercial breach of contract actions, corporate...

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