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New York Brings Paid Prenatal Personal Leave (PPPL)  

08 May

Update Applicable to:Effective date
All employers with at least 1 worker in New York StateJanuary 1, 2025

What happened?

On April 20, 2024, a new paid prenatal personal leave entitlement was added to Section 196-b of the New York Labor Law, called Paid Prenatal Personal Leave (PPPL). This was approved in the New York State 2025 Budget.

What are the details?

Employers in New York will be required to provide employees with 20 hours of paid prenatal personal leave (PPPL) during any 52-week calendar period. PPPL may be taken in hourly increments and must be paid in hourly installments.

PPPL is defined as leave taken for health care services received by an employee during pregnancy or related to pregnancy, including physical exams, medical procedures, monitoring and testing, and discussions with a healthcare provider related to the pregnancy.

Key Bites

  • New York’s paid sick leave (PSL) law was amended to include PPPL.
  • PPPL is in addition to Paid Sick and Safe Leave (PSSL) and Paid Family Leave (PFL) employees are currently entitled to.
  • The statute does not restrict the number of times paid prenatal leave can be taken by a single employee over time, other than to limit the use to 20 hours in 52 weeks.
  • Unused PPPL is not a benefit that needs to be paid out upon an employee’s termination, resignation, or other separation from employment.
  • Breakdown of the bill

Business Considerations

  • Employers should update their employee handbook leave policies to comply with the new addition and notify their workforce of the new policy addendum to existing employees.
  • Employers should ensure management is aware of the leave reasons for which an employee can take time off under the law.
  • Employers’ HR personnel and leave of absence administrators need to be prepared to manage leaves under the new law.

Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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