Uniform maintenance pay (UMP) is compensation provided to employees for maintaining their required work uniforms. Maintenance can include laundering, ironing, dry cleaning, repairs, alterations, and other care necessary to keep the uniform wearable. It is separate from reimbursement for purchasing a uniform.
A common misconception is that uniform maintenance pay only applies to minimum wage workers. That is not the case. Under New York law, UMP depends on whether an employee is required to wear a qualifying uniform and whether the employee is responsible for maintaining it. An employee’s hourly rate does not determine whether they are entitled to UMP.
What Constitutes a Uniform?
The rules governing uniform maintenance pay are found in the New York Hospitality Industry Wage Order, specifically 12 NYCRR § 146-1.7. The New York State Department of Labor provides guidance on these requirements and defines a required uniform as follows:
“A required uniform is clothing which an employer requires employees to wear while at work. This includes clothing that must be worn to comply with any federal, state, city or local law, rule, or regulation. Clothing with an employer’s business logo on it, or other business advertising, is a required uniform.”
Clothing with a company logo, chef coats, or other specialized attire generally falls within the definition of a uniform. This is different from a dress code, which might simply require employees to wear a certain color shirt or pair of pants. Those items are generally considered ordinary clothing that can be worn outside of the workplace.
Uniform maintenance pay most commonly affects workers in industries where uniforms are standard, including:
- Fast-food crew members
- Restaurant servers
- Bartenders
- Kitchen line cooks and chefs
- Hotel front desk agents
- Hotel housekeepers
- Security guards
- Gas station attendants
- Valet parking attendants
However, UMP is not limited to these occupations. Any employee who is required to wear a qualifying uniform and is responsible for maintaining that uniform may be entitled to uniform maintenance pay under New York law.
When Are Employees Entitled to Uniform Maintenance Pay?
If you are expected to wash, iron, dry clean, repair, alter, or otherwise care for your own required uniform, your employer may be required to provide you with weekly UMP. In other words, if your employer requires you to wear a uniform and does not maintain that uniform, you may be entitled to uniform maintenance pay under New York law.
When Are Employees Not Entitled to Uniform Maintenance Pay?
One exception applies when the uniform is considered “wash-and-wear.” A wash-and-wear uniform is one that can be washed with an employee’s regular laundry, requires no special detergents or cleaning methods, and does not require ironing, dry cleaning, or other special care. If the uniform meets those requirements and the employer provides enough uniforms for the employee’s regular workweek, the employer generally is not required to pay for uniform maintenance.
Another exception applies when the employer provides laundry services. If the employer washes or otherwise maintains the uniforms at no cost to the employee and provides enough clean uniforms for the workweek, UMP is generally not required. Likewise, if the employer provides free, functional laundry services, informs employees about those services in writing, but an employee voluntarily chooses not to use them, the employee generally is not entitled to UMP.
How Much Uniform Maintenance Pay Are You Entitled To?
The amount of UMP depends on how many hours an employee works each week and where the employee works. For 2026, the rates are:
| Hours Worked Per Week | NYC, Long Island & Westchester County | Remainder of NYS |
| 20 hours or less | $10.10 per week | $9.55 per week |
| Over 20 hours and up to 30 hours | $16.75 per week | $15.80 per week |
| Over 30 hours | $21.10 per week | $19.85 per week |
Why Uniform Maintenance Pay Matters
If you are entitled to UMP and have not received it, your employer’s failure to pay may constitute a wage-and-hour violation under New York law. Because UMP is considered part of an employee’s compensation, employers who fail to provide it when required may face claims for unpaid wages.
Understanding these requirements can help employees determine whether their employer is complying with New York law. For employers, reviewing uniform policies, providing required maintenance payments, or implementing proper alternatives can reduce the risk of costly wage-and-hour claims.
