In New York’s most recent budget, the state amended its Paid Sick Leave Law to require every employer to provide twenty hours of paid prenatal personal leave (“Leave”) during any fifty-two-week calendar period. Paid prenatal personal leave includes health care services received by an employee during their pregnancy or related to such pregnancy, including physical examinations, medical procedures, monitoring and testing, and discussions with a health care provider related to the pregnancy.
Some important takeaways about the Leave include:
- Effective Date: January 1, 2025.
- Eligibility: All employers in New York State.
- Accrual: The twenty hours do not accrue; all twenty hours are available upon hire.
- Duration of Leave and Pay: Leave must be available in hourly increments, and employees must receive compensation at their regular rate of pay.
- No Payout upon Separation: Employers are not required to pay employees for unused Leave upon separation.
If you have employees in New York, you should update your policies and handbooks prior to January 1, 2025. Given the onslaught of recent employment laws, from the FTC’s non-compete ban to the Federal increase in salary thresholds for exempt employees, this may be an opportune time to work with your Human Resources to revitalize policies and ensure compliance.
Brody and Associates regularly advises management on complying with the latest local, state and federal employment laws. If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560
