As of January 1, 2025, a new law has taken effect in New York that provides additional paid leave for prenatal care under the New York State Paid Sick Leave Act. This change, signed into law by Governor Hochul, grants all employees in privately employed businesses an extra 20 hours of paid sick leave specifically for prenatal care.
What Does This Mean for Employers?
Under this new regulation, any employee who becomes pregnant while working will be entitled to an additional 20 hours of paid leave to be used throughout their pregnancy. This leave can be taken on an hourly or daily basis, depending on the needs of the employee and their medical care schedule.
What Does This Leave Cover?
The 20 hours of paid prenatal leave can be used for pregnancy-related healthcare appointments, including:
- Physical examinations
- Medical procedures
- Monitoring and testing
- Discussions with healthcare providers
- End-of-pregnancy care
- Fertility treatments
Who Is Eligible for This Leave?
This paid prenatal leave is only available to the pregnant employee. Spouses, partners, or other support persons are not eligible to use this leave for attending appointments.
What are the Employer Responsibilities?
For employees to use this leave, they must notify their employer in advance when they have a medical appointment, procedure, or test. Employers are responsible for tracking the 20 hours per year and ensuring that employees receive this additional paid leave.
What Should Employers Do Next?
- Update Employee Manuals: If you have an employee handbook, it must be revised to include this new law.
- Issue Internal Notices: If you do not have a formal handbook, create an internal office memo notifying employees of their new paid leave rights.
- Ensure Compliance: Make sure all policies align with this regulation to avoid legal risks and support your employees effectively.
Where Can You Find More Information?
For additional details, visit ny.gov/programs/new-york-state-paid-prenatal-leave. This site provides an overview of the law, frequently asked questions, and resources for both employers and employees.
Final Thoughts
As an employer, staying compliant with labor laws is crucial to protecting your business and supporting your workforce. If you have any questions about updating your employee manuals, office policies, or handling compliance, reach out to your legal counsel to ensure your business is aligned with these new requirements.
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