New York State Enacts Changes in Employer Obligations to Paid Leave Laws

Paid Prenatal Leave
New York State has enacted significant changes to employer obligations, introducing paid prenatal leave effective January 1, 2025. Under this amendment to the state’s Paid Sick Leave law, employees are entitled to 20 hours of paid prenatal personal leave per 52-week calendar period. This leave covers healthcare services related to pregnancy, including examinations, medical procedures, and discussions with healthcare providers. Paid prenatal leave is payable at the employee’s regular rate of pay or the minimum wage rate, with no requirement for payout of unused leave upon separation.

Paid Lactation Breaks
In addition, the budget includes provisions for paid lactation breaks for nursing parents. Employees are entitled to 30 minutes of paid break time for expressing breast milk, in addition to any existing paid break or mealtime. The law, effective June 19, 2024, removes gendered language, recognizing the diverse identities of nursing parents. Employers should be attentive to any changes in required notices under existing legislation.

Sunset of COVID-19 Paid Sick Leave
The budget also addresses the sunset provision of the COVID-19 Paid Sick Leave law. Originally enacted in March 2020, the law provides paid job-protected leave for employees under isolation or quarantine orders due to COVID-19. The sunset date has been extended to July 31, 2025, after which the law will be repealed. Employers’ obligations under this law are in addition to existing requirements under state and city sick leave laws, with leave duration and payment contingent on employer size and income.

How This Affects Your Business
These changes reflect New York State’s ongoing efforts to adapt labor laws to evolving societal needs while balancing employer responsibilities and employee protections. Employers should stay informed of these developments and ensure compliance with updated regulations.

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