Working with Staffing Agencies in Brooklyn

In many cases, yes. New York’s employment agency laws require agencies that charge fees for placing people in jobs to be licensed and to follow specific rules about contracts, fees, and record-keeping. When you evaluate a staffing partner, you should confirm that they meet New York State and, where applicable, New York City licensing requirements before you sign an agreement.

New York’s pay-transparency law generally requires employers with four or more employees to include a good-faith range of compensation in job, promotion, and transfer postings. That means listing the expected minimum and maximum salary or hourly rate, and stating if the role is commission-based. If your staffing agency posts openings on your behalf, you should make sure their ads follow these New York State and NYC rules for roles based in Brooklyn.

With temporary and contract staff, the staffing agency is often the “employer of record” for payroll, taxes, and certain benefits, while your company directs the day-to-day work. In many situations, you and the agency can be treated as joint or co-employers under labor and safety laws. That means both parties share responsibilities, so your contract should clearly spell out who handles payroll, HR policies, training, and workplace safety.

A good staffing agency will handle basic compliance for the workers on its payroll, including minimum wage, overtime calculations, and required wage statements under New York law. However, your business still needs to make sure time records are accurate, schedules comply with local rules, and on-site practices do not cause wage-and-hour problems. It works best when your internal HR team and the agency share information and review policies together.

Before you sign, look closely at the fee structure, conversion terms if you hire a temp permanently, and any replacement guarantees if a hire does not work out. Confirm that the agency is properly licensed, carries adequate insurance, and explains how it handles background checks and compliance with New York labor laws. You should also review indemnification clauses and make sure the contract clearly divides responsibilities between your company and the agency.