New York State has introduced significant updates to its paid sick leave laws in 2025, enhancing protections for workers and expanding coverage to include new categories of leave.
These changes aim to address evolving workplace needs and promote public health. Here’s a comprehensive overview of the key updates:
Statewide Paid Sick Leave: Expanded Coverage
As of January 1, 2025, New York State’s paid sick leave law has been expanded to provide broader coverage for employees:
- Accrual Rate: Employees now accrue paid sick leave at a rate of one hour for every 20 hours worked, up to a maximum of 80 hours for employees of larger businesses and 40 hours for those employed by small businesses.
- Eligibility: All private-sector employees in New York State are covered, regardless of industry, occupation, part-time status, and overtime exempt status.
- Permitted Uses: Employees can use sick leave for their illness, injury, or health condition (including preventive care), or that of a family member, and specific. public health emergency reasons.
Paid Prenatal Leave: A First in the Nation
New York has become the first state to mandate paid prenatal leave:
- Leave Entitlement: Employers must provide up to 20 hours of paid leave during any 52-week calendar period for prenatal healthcare services, including physical examinations, medical procedures, monitoring and testing, and discussions with a healthcare provider needed to ensure a healthy pregnancy.
- Eligibility: This leave is available to all full-time and part-time employees, regardless of gender, and is separate from other paid sick leave entitlements.
- Usage: Leave must be taken in hourly increments and does not require prior accrual.
Paid Lactation Breaks: Enhanced Support for Nursing Employees
Effective June 19, 2024, New York Labor Law § 206-c was amended to require employers to provide up to 30 minutes of paid lactation breaks for an employee to express breast milk:
- Break Time: Employers must allow employees to take breaks as often as they reasonably need to express breast milk, accommodating individual needs.
- Additional Breaks: These paid lactation breaks are in addition to any regularly paid break times.
COVID-19 Paid Sick Leave: Expiration and Transition
New York’s COVID-19 paid sick leave law is set to expire on July 31, 2025:
- Expiration Date: After this date, employees may still use sick leave for COVID-19-related absences in line with New York state and city sick leave laws.
- Transition: Employers should update their policies to reflect this change and ensure compliance with existing sick leave laws.
Proposed Pet Care Leave in NYC: A Step Toward Inclusivity
New York City lawmakers are considering legislation to allow workers to take paid sick leave to care for their pets:
- Legislative Proposal: Council member Shaun Abreu, along with co-sponsors, has proposed amending the Earned Safe and Sick Time Act to include pets and service animals.
- Rationale: The proposal aims to promote health benefits for both pets and their owners, including physical activity, social interactions, and mental health improvements.
- Status: The bill is currently under committee review and could become law in 120 days if passed.
Key Takeaways for Employers and Employees
- Employers: Must update policies to comply with new leave entitlements, including paid prenatal leave and enhanced lactation break provisions.
- Employees: Should familiarize themselves with expanded leave rights, including the ability to use sick leave for prenatal care and lactation breaks.
- HR Departments: Should ensure that systems are in place to track and manage the new leave entitlements effectively.
