Each year, the New York State Department of Financial Services announces changes to the employee contribution rate and benefit amounts under the New York Paid Family Leave Law (NY PFL) effective the next year. It has announced changes effective Jan. 1, 2025.
The following are the announced changes to the NY PFL:
The New York State Department of Labor has issued revised materials, including an updated mandatory model policy, ahead of the June 19, 2024, effective date for the transition of workplace lactation breaks from unpaid to paid in New York.
Learn more here.
The New York State enacted budget for fiscal year 2024 changes employers’ obligations by adding paid leave for prenatal care, converting unpaid break time for purposes of expressing breast milk into paid time, and incorporating a sunset date into the existing COVID-19 Paid Sick Leave law.
Learn more here.
In 2022, New York State and New York City enacted many new workplace laws, creating additional obligations for employers.
Read more here.
On November 30, 2022, the New York State Department of Health (NYSDOH) updated its Advisory on Return-to-Work Protocols for Healthcare Personnel with SARS-CoV-2 Infection or Exposure to Sars-CoV-2. This new guidance supersedes previous New York guidance to be consistent with recommendations published by the Centers for Disease Control and Prevention (CDC).
For recommendations on
On June 8, 2021, New York State updated the NY Forward Guidance for several industries, including office-based and food services employers, with changes that many people feel are overdue.
In addition to incorporating updated mask, physical distancing, and capacity rules that have been in place since New York adopted the Centers for Disease Control and
The New York State Paid Sick Leave Law and the amendments to the New York City Paid Safe and Sick Leave Law expanding employees’ paid sick leave entitlements will go into full effect on January 1, 2021.
The state law went into effect on September 30 for the purpose of accrual of paid sick leave,