If your only workers in New York are part-time, seasonal, or temporary, yes, you still need workers compensation, from the very first hire. New York sets no minimum number of hours and no minimum number of employees, so a single part-timer triggers the requirement exactly the way a full-time employee would.
Who this is for: New York owners whose staff is part-time, seasonal, temporary, or a mix, wondering whether that lighter schedule changes the rules. Workers comp pays medical bills and part of lost wages when a worker is hurt on the job.
The short version
- No hours minimum: New York does not exempt part-time or short-hours workers.
- Seasonal counts: summer, holiday, and event staff must be covered while they work.
- Temporary and day labor count: short assignments and casual labor need coverage too.
- One is enough: a single part-time employee triggers the requirement.
- Premium follows payroll: part-time payroll is smaller, so the premium for it is usually smaller too.
Does part-time really count in New York?
Yes. New York's rule is triggered by having employees, not by how many hours they work. There is no part-time carve-out, no seasonal carve-out, and no waiting period. Whether someone works forty hours a week or four, they are an employee who must be covered.
| Worker type | Must be covered? | Notes |
|---|---|---|
| Part-time employee | Yes | No hours minimum |
| Seasonal employee (summer, holidays) | Yes | Covered while employed |
| Temporary or short-term hire | Yes | Length of the job does not matter |
| Day or casual laborer | Yes | Counts like a regular hire |
| Household worker | Yes, if 40 or more hours a week, or if they live in your home | A live-in worker is covered at any hours; casual chores are not |
How part-time affects your premium
Because workers comp premium is based on payroll, a part-time crew usually costs less to cover than a full-time one doing the same work, since there is less payroll to rate. The category your work falls into for pricing, called the class code, still applies, but a smaller payroll means a smaller premium for the same rate.
The one hours-based rule to know
New York does have an hours threshold in one specific place: household workers. A nanny, housekeeper, or other domestic worker must be covered once they work 40 or more hours a week for the same household, or if they live in the home at any number of hours. Casual or occasional yard chores are not covered, but regularly scheduled household work is. This 40-hour figure applies to household employers, not to businesses.
A quick New York example
Illustrative, not a quote. A gift shop in Saratoga Springs staffs up for the summer with three part-time clerks and no full-time staff besides the owner. Because New York has no part-time exception, all three clerks must be covered from their first shift. The owner buys a workers comp policy rated on the clerks' modest seasonal payroll, so the premium is small. When one clerk strains her back moving stock, the policy pays the treatment and a portion of her lost wages. Skipping coverage because the help was only seasonal would have left the shop uninsured and exposed to penalties and a direct claim.
Real questions New York owners ask
I only have one part-time employee in New York. Do I need workers comp?
Yes. New York has no hours minimum and no headcount minimum, so a single part-time employee triggers the requirement. Coverage should be in place before their first shift.
My staff is seasonal and only works a few months. Do they count?
Yes. Seasonal and temporary employees must be covered while they work. The short length of the job does not exempt them from coverage in New York.
Does a part-time crew cost less to insure?
Usually yes. Premium is based on payroll, so a smaller part-time payroll generally means a smaller premium for the same type of work. You are charged on what you actually pay out.
Do day laborers and casual workers need coverage?
Yes. Day laborers and casual workers count as employees in New York and must be covered like any regular hire. Paying cash does not remove the requirement.
I employ a part-time nanny at home. Is that the same rule?
Not quite. A household worker must be covered once they work 40 or more hours a week for the same household, or if they live in your home at any number of hours. Casual chores below that are not covered, but regularly scheduled work at or above 40 hours, or any hours for a live-in worker, is.
When the insurer checks my actual payroll at the end of the year (the premium audit), how are my part-time and seasonal wages counted?
The insurer reviews your actual payroll for the term, including part-time and seasonal wages, and adjusts the premium to match. Keeping clear payroll records makes that audit simple.
Can I wait until someone works enough hours before getting coverage?
No. There is no hours threshold to wait for with business employees. Coverage should be active before the first shift, since any time worked uninsured can carry penalties.
Why New York owners choose Morrow
- We shop the right market for you. New York is an open, competitive market: you can buy coverage from any private carrier the state authorizes or from the state-run New York State Insurance Fund (NYSIF), so Morrow shops multiple insurers to find the best fit instead of leaving you with a single option.
- We catch pricing mistakes. Your price depends heavily on the category your work falls into for pricing (the class code). Put people in the wrong category and you overpay for years. We review your payroll and classifications before you buy.
- Proof of coverage, fast. Need a certificate (proof of coverage) for a general contractor or a landlord before Monday? We turn those around the same business day for most carriers.
- We help lower the score that drives your price. Insurers give you a score based on your past claims that raises or lowers your cost (the experience modification rate). We review it each year, flag errors, and connect you with return-to-work and safety resources that bring it down.
- Real people when a claim happens. When someone gets hurt, we stay involved through the life of the claim, not just at renewal.
Related New York guides
Every New York business is set up a little differently. These companion guides answer the same question for other situations, plus the national explainers behind the terms used here.
- Business insurance in New York (start here)
- Workers comp: the owner's overview
- I own an LLC: do I need workers comp?
- I'm a sole proprietor: do I need workers comp?
- I own a corporation (C-corp or S-corp): do I need it?
- We're a partnership: do we need workers comp?
- We're a nonprofit: do we need workers comp?
- My workers are 1099: do I still need it?
- I only employ family: do I need workers comp?
- Remote or out-of-state staff: do I need coverage?
- What happens if I don't carry workers comp?
- How much does workers comp cost?
- How do I get workers comp (even if turned down)?
- What insurance do I need for a contractor license?
- Workers compensation insurance, explained
- What workers comp costs (national guide)
- Hiring your first employee: what changes
- What workers comp does not cover
- Retail workers comp in New York
This guide is general information, not legal advice. New York rules and penalty amounts can change, so verify current requirements with New York State Workers' Compensation Board or a licensed advisor before you rely on them. Last updated: July 2026.