Labor law has traditionally encompassed the relationships among unions, employers, and employees. Labor laws grant employees in certain sectors the right to unionize and allow employers and employees to engage in certain workplace-related activities (for example, strikes and lockouts) in order to further their demands for changes in the employer-employee relationship. 
Employment law, on the other hand, is defined more broadly as the negotiated relationships between employers and employees. Although employment lawyers deal with many of the same parties as labor lawyers (i.e., workers and companies), they conventionally address issues that fall outside the framework of union-management relations and collective bargaining. As a result, the extent to which statutes or regulations pertain to unions and union-workers usually determines whether or not they are regarded as components of “labor law” or “employment law.” All employees have rights in the workplace. Many employers take advantage of their employees by not paying the required minimum wage and/or by failing to compensate employees for working overtime. Labor and Employment laws protect employees who are not fairly compensated by their employers. In addition, Labor and Employment laws protect employees against wrongful termination, sexual harassment, bullying, discrimination based on age, gender, race, disability, pregnancy, ethnicity, sexual preference, marital status and failure to comply with the Family Medical Leave Act.
For additional information on employee rights, contact an experienced NY Labor Law attorney.