New York Employers' New "To Do" Item for 2025
New York employers face many issues starting January 1, 2025, as of that date.
New York employers will be required to provide employees with 20 hours of paid prenatal personal leave (PPPL) during any 52-week calendar period. This is in addition to paid sick and safe leave.
All employers in New York are required to provide PPPL to all pregnant employees.
An employer is required to give to an employee certain time off during their pregnancy or related to such pregnancy for…
Physical examinations
Medical procedures
Monitoring and testing, and
Discussions with a healthcare provider related to the pregnancy
Eligible employees can take all 20 hours of PPPL they are entitled to starting the effective date of the new law and not have to wait.
The employee is entitled to take PPPL in hourly increments, not all at once, and must be paid in hourly installments. Employers must pay employees for PPPL at the employee's regular rate of pay or the applicable minimum wage—whichever is greater. There can be no deviation.
Once an employee is no longer employed, it ceases.
Employers must ensure the following…
Employers cannot require confidential health information
Retaliation is prohibited
Reinstatement is required
Employers can provide more leave than is required
In addition, employers must give…
Time for breast milk expression
However, paid COVID-19 sick leave is sunset
New York employers must…
Update employment policies and practices in time to comply with the new laws and modify employee handbooks, as necessary.
Train HR and managers/supervisors on the changes.
Reach out to counsel with any questions surrounding thesenew obligations.
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