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September 2022: COVID-19 Vaccination Paid Leave Extended through December 31, 2023

30 Aug

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Update Applicable to:
All employers in the state of New York.

What happened?
On June 28, 2022, Governor Hochul signed Assembly Bill A9513 (AB A9513) into law, which extends provisions of chapter 77 of 2021, amending the civil service and labor law relating to leave time for COVID vaccination.

What are the details?
Last year on March 12, 2021, Governor Andrew Cuomo signed New York State legislation that granted employees paid time off to receive their COVID-19 vaccination (the Law). The Law – originally set to expire on December 31, 2022 – requires that employers, regardless of company size, provide employees with up to four hours of paid leave per COVID-19 vaccine injection (including boosters).

AB A9513 extends the paid leave to December 31, 2023.

In addition to the state law requirement, New York City employers are reminded that employees who are the parents of a child under the age of 18 (or an older child incapable of self-care because of disability) are entitled to up to four hours of paid COVID-19 vaccination time per vaccine injection for each such child, or for an absence from work for accompanying such child to receive a COVID-19 vaccine or caring for such child who cannot attend school or childcare due to temporary side effects from a COVID-19 injection.  The NYC child vaccine leave law is in effect until the end of this year on December 31, 2022.

For more information, please see the links below:

Assembly Bill A9513 (AB A9513)

New York State Legislation 2588

New York City Earned Safe and Sick Time Act

Article 1Article 2

What do employers need to do?
Employers should review the links above and continue to provide their employee paid leave per COVID-19 vaccine injection and boosters until December 31, 2023.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.


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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