Compliance updates, analysis, plus HR and payroll best practices from HR One
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Effective June 8, 2025, New York State will increase the daily compensation rate for jury duty from $40 to $72 per day. This long-anticipated change reflects broader increases in wages and the cost of living across the state—and it carries key implications for employers.
Here’s what you need to know.
Employer Compensation Requirements
New York law requires different actions depending on employer size:
Employers with 11 or more employees must pay the daily juror rate (now $72) for each of the first three days of service.
Employers with 10 or fewer employees are not required to pay; in those cases, the state compensates the juror.
From the fourth day onward, the state provides payment to the juror, regardless of employer size.
For Exempt (Salaried) Employees:
Exempt employees must be paid their full salary for any week in which they perform any work—even minimal or remote work.
Employers may offset the salary by the amount the employee receives in jury duty pay.
If the employee performs no work at all during a full workweek, no salary is owed.
Jury Duty Policy Best Practices
To ensure compliance, fairness, and clarity, employers should:
Clearly state in the employee handbook that time off for jury or witness duty is a protected leave and that employees will not be required to use accrued PTO, sick leave, or vacation time.
Require employees to notify the employer promptly upon receiving a jury summons or subpoena and provide them with a copy.
Request documentation of service, including a copy of the summons and written verification of dates served, to support any compensation provided.
Pay exempt employees their regular salary for any week in which they do any work; allow them to retain the court stipend for full-week absences.
Pay non-exempt employees $72/day for the first three days of jury duty if the business has 11 or more employees. Employers with fewer than 11 employees are not required to pay.
Consider implementing a policy that requires employees to report back to work if they are released from jury service with at least two hours remaining in their scheduled shift.
Maintain benefits and accruals such as health insurance and PTO during jury duty, provided the employee remains eligible and continues making any required contributions.
Final Thoughts
The new jury duty compensation rate takes effect June 8, 2025. Employers should take time now to update their policies and train supervisors on how to manage jury duty absences appropriately.
If you need help with a policy update or have a specific question about jury service compensation, contact HR One.