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New York Paid Family Leave Getting Boosters on 2024

25 Feb

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Update Applicable to:Effective date
All employers in New YorkPotential expansion to Prenatal Leave – See details below Weekly benefit increase PFL – January 1, 2024 Contribution to PFL – January 1, 2024


What happened?

As of January 1, 2024, the governor published an official press release regarding the Paid Family Leave of New York, and a possible expansion of the leave to cover prenatal care (however, no legislation has been introduced in this regard as of the end of February).

What are the details?


Prenatal expansion

  • Governor Hochul announced her intention to create the first in the nation statewide Paid Prenatal Leave.
  • The purpose would be to include 40 hours of paid leave to attend prenatal medical appointments.
  • Currently, in the paid family leave law, short-term disability benefits are not available until 4 weeks prior to the child’s birth after a seven-day waiting period. 

Weekly Benefits Increase for PFL

  • Employees taking the leave receive 67% of their average weekly wage up to a cap ($1,151.16) of 67% of the current New York State Average Weekly Wage (NYSAWW), which would be $1,718.15.

Contribution Rate

  • In 2024, employees will contribute 0.373% of their gross wages per pay period. The maximum annual contribution for 2024 is $333.25.

In a future communication, we will inform you if there are any updates regarding this new expansion planned by the governor.

Business Considerations

  • Be on the lookout for a possible legislative bill that expands the benefits to prenatal care.
  • Should a new law be enacted with these provisions, consider that you will need to adjust deductions within your pay practices and HRIS systems in accordance with the new rate of contribution.
  • At that time, you would also need to be prepared to add a paid leave bank for prenatal care appointments within your HRIS system and update your sick leave and/or PTO policies to reflect the new 40 hours available to employees.


Resources:


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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