NY doesn't require rest breaks. But if given, they must be paid.
Unlike California, New York does NOT require rest breaks for non-factory workers — only meal periods. However, if an employer offers short rest breaks (under 20 minutes), federal FLSA and NY interpretation require them to be paid as working time. The distinction between paid short breaks and unpaid meal periods matters: anything under 20 minutes is paid; 30+ minutes (where the worker is fully relieved) can be unpaid.
Paid Short Rest Break Tracking
Tracks short rest breaks (under 20 min) as paid time. Distinguishes from unpaid meal periods (30+ min, fully relieved). Prevents employers from improperly deducting short breaks as if unpaid.
What the rule does when a break is recorded.
The hero card configuration: Block on improper deduction, Flag on paid status. Here's what each does at runtime.
If a manager attempts to mark a break under 20 minutes as unpaid time, Teambridge blocks the deduction. The break remains paid per FLSA / NY interpretation.
Each recorded break tags with its length and paid status. Breaks under 20 min: paid. Breaks 30+ min where worker is fully relieved: can be unpaid (employer choice). The 20-30 min middle range is contested.
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Two bright lines: under 20 min = paid. 30+ min relieved = can be unpaid.
Federal FLSA establishes the framework. NY follows it. The bright lines are at 20 minutes and 30 minutes — most legal disputes focus on the 20-30 minute middle range.
Short breaks (under 20 min) are paid by default
Federal FLSA treats short rest periods (5-20 minutes) as compensable work time. They 'promote the efficiency of the employee' and are 'customarily paid for as working time.' This applies in NY by federal preemption — even though NY doesn't require rest breaks, when given, the federal rule on payment governs.
Bona fide meal periods (30+ min) can be unpaid
Meal periods of 30 minutes or more, where the employee is 'completely relieved of duties,' can be unpaid. The 'completely relieved' standard is strict — being on-call, monitoring a station, or being available for interruption all violate it.
Teambridge prevents improper deductions structurally.
Most break-pay errors happen because timekeeping systems treat all 'break' time as unpaid. Teambridge handles the distinction by structure.
Length determines pay status.
When a worker takes a break, the duration is logged. Breaks under 20 minutes auto-tag as paid time. Breaks 30+ minutes where the worker is fully relieved (clocked out, no work activity) tag as unpaid.
Default to paid.
Breaks in the 20-30 minute range (where the law is unclear) default to paid. Employers can mark a break as unpaid only with explicit duty-free attestation.
Block at payroll close.
If a deduction would convert a paid short break to unpaid time, the deduction is blocked at payroll close. Resolution requires either (a) lengthening the break to 30+ min with fully-relieved attestation, or (b) keeping the time paid.
Every break logged with paid status.
Each break is logged with start time, end time, duration, paid status, and the rule that determined the status. Defensible against private wage-theft claims.
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