New York pay stub requirements
New York Labor Law §195(3) requires a written statement with every payment of wages, and the Wage Theft Prevention Act attaches damages per workday to gaps.
What §195(3) requires on every New York pay stub
Every New York employer must furnish a statement with each payment listing the dates covered, the employee's and employer's names, the employer's address and phone, the rate and basis of pay (hourly, salary, commission, piece), gross wages, each deduction itemized, any allowances claimed, and net wages. For non-exempt employees it must also show the regular and overtime rates and the hours worked at each.
The Wage Theft Prevention Act backs this with damages of $250 per workday that a compliant statement is not provided, capped at $5,000 per employee in a civil action, plus costs and attorneys' fees. Separate notice duties apply at hiring and when a pay rate changes.
Employers must keep these payroll records for six years — longer than most states. Confirm the current text with the New York State Department of Labor.
Honest, legitimate use only
These templates are for documenting income you actually earned. They are not 'fake stub' tools. We don't guarantee that any lender or landlord will accept a self-prepared document, and we don't recommend submitting one without supporting evidence like a tax return and bank statements.
Frequently asked questions
What must a New York pay stub show?
The dates covered, both parties' names, the employer's address and phone, the rate and basis of pay, gross wages, each deduction, any allowances, and net wages — plus overtime rates and hours for non-exempt employees.
What are the penalties in New York?
Under the Wage Theft Prevention Act, $250 for each workday without a compliant statement, capped at $5,000 per employee in a civil action, plus costs and attorneys' fees.
How long must New York employers keep payroll records?
Six years, which is longer than most states require. The obligation covers the underlying records, not just the statements.