New Paid Prenatal Leave Requirements for Employers in New York City
Effective July 2, 2025, New York City's Department of Consumer and Worker Protection will amend its implementing rules to the City's Earned Safe and Sick Time Act to include the City's own version of New York State's Paid Prenatal Leave ("PPL") obligations for employers.
Much of the City's rules will merely duplicate the requirements already mandated by State law. However, employers should be aware that the City's version will impose some additional responsibilities.
New Reporting Obligations:
The City's rules will require employers to finish specific written payroll disclosures to their employees. Specifically, for each pay period that an employee uses PPL, the employer will need to inform the employee on either (a) a pay stub or (b) a separate written document, of two things:
The amount of PPL used during that pay period; and
The total remaining balance of PPL available for use out of the twenty hours allotted per 52-week period. When calculating the remaining balance of PPL, employers must be mindful that the 52-week period begins when an employee first uses PPL - not at the beginning of the year.
The Bottom Line
Employers in New York City will already be complying with much of the City's incoming PPL requirements through their current policies tailored to follow existing State law. However, employers will need to notify applicable employees in writing of their recent PPL usage and remaining balance.
This document is designed for general information only. The information presented in this document should not be construed to be formal legal or tax advice nor the formation of a lawyer/client relationship.
For more information on this and other topics, please contact Kevin via any of the channels listed below:
📧 kevin@kmckernan.com | 📞 718-317-5007