Every year the Governor of New York must submit an Executive Budget proposal outlining the anticipated income and expenses in the year to follow. The state Constitution mandates the approval of the state budget by April 1.
With the budget can come updates to New York Labor Laws, and the most recent Budget Bill for Fiscal Year (FY) 2025 was no different.
As a result of New York State passing its budget bill, the following updates will take / have taken effect:
New York State Budget Bill Summary
New York State's Budget Bill has enacted updates to the following pieces of legislation:
- NYS COVID Pay
- Breast Milk Expression Protections
- Prenatal Leave
NYS COVID Pay Extended until July 2025
COVID Pay will remain in effect until July 31, 2025. The proposed date previously was July 31, 2024; however, the new budget reflects the extension of COVID Pay until the end of July 31, 2025. Employers will still be required to pay eligible employees COVID Pay for absences related to positive results or COVID exposure.
The State has officially adopted the updated CDC guidance for COVID-19, which removes the 5-day isolation timeframe.
Employers can learn more about New York COVID Pay by reading this article. If you have a COVID-19 leave situation that you may need advisement on, a New York HR Outsourcing Company may be able to help.
Paid Breaks for Breast Milk Expression
Previously under the original law, breaks for breast milk expression in New York State were unpaid.
Now, as of June 19, 2024, employers are required to provide paid breaks for employees to express breast milk.
Employees are now entitled to multiple paid breaks throughout the workday to express breast milk. Breaks can be as long as 30 minutes under the new law (previously it was twenty (20) minutes).
Employers should ensure they understand the requirements of New York State Lactation Accommodation Requirements as well as learn what they can do to support Breastfeeding Employees In The Workplace.
New York State Prenatal Leave
New York State has passed an amendment to the New York State Paid Sick Leave law which will require covered, private employers to provide pregnant employees with 20 hours of paid prenatal leave during any 52-week calendar period, in addition to their annual allotment of Paid Sick Leave. This leave will be effective on January 1, 2025.
The leave can be used for, “physical examinations, medical procedures, monitoring and testing, and discussion with a health care provider related to the pregnancy.” Leave time for these reasons can be taken in hourly increments.
New York Disability Benefit Update for 2025
The increase in the benefit amount for NYS disability did not make it to the final budget. The weekly disability benefit will continue to be $170/week.
Get Help with New York State Compliance
If you are having trouble with keeping compliance in New York State, then it may be time to look for some New York Compliance Services. A New York HR Service Company will have what you are looking for.
Contact us today to learn more about our HR services, and how we are already helping countless companies manage Human Resources.
