While passing the state budget, New York State approved a minimum wage increase to $15 an hour. It just may take some time to reach that dollar amount.

•For workers in New York City employed by large businesses (those with at least 11 employees), the minimum wage would rise to $11 at the end of 2016, then another $2 each year after, reaching $15 on 12/31/2018.
•For workers in New York City employed by small businesses (those with 10 employees or fewer), the minimum wage would rise to $10.50 by the end of 2016, then another $1.50 each year after, reaching $15 on 12/31/2019.
•For workers in Nassau, Suffolk and Westchester Counties, the minimum wage would increase to $10 at the end of 2016, then $1 each year after, reaching $15 on 12/31/2021.
•For workers in the rest of the state, the minimum wage would increase to $9.70 at the end of 2016, then another .70 each year after until reaching $12.50 on 12/31/2020 – after which will continue to increase to $15 on an indexed schedule to be set by the Director of the Division of Budget in consultation with the Department of Labor.

The budget holds the growth in state spending to two percent for the sixth consecutive year.

According to a press release from the Governors Office, the budget also includes a number of landmark policies that will strengthen opportunity for working and middle class families and a record $24.8 billion in education aid.

The budget will also grow the economy with a $4.2 billion middle class tax cut when fully effective and critical statewide infrastructure investments – including a new $55 billion State Transportation Plan that commits $27.14 billion for Department of Transportation and Thruway programs and $27.98 billion for the Metropolitan Transportation Authority.

The budget agreement includes paid family leave. When fully phased- in, employees will be eligible for 12 weeks of paid family leave when caring for an infant, a family member with a serious health condition or to relieve family pressures when someone is called to active military service.

Benefits will be phased-in beginning in 2018 at 50 percent of an employee’s average weekly wage, capped to 50 percent of the statewide average weekly wage, and fully implemented in 2021 at 67 percent of their average weekly wage, capped to 67 percent of the statewide average weekly wage.

The program will be funded entirely through a nominal payroll deduction on employees so it costs businesses – both big and small – nothing. Employees are eligible to participate after having worked for their employer for six months.