New York employers will face several key updates to leave laws starting January 1, 2025. Among these is the introduction of a groundbreaking paid prenatal leave provision under the state’s paid sick leave law. Employers must provide 20 hours of paid prenatal leave annually to employees for pregnancy-related healthcare, including medical procedures, tests, and consultations. The leave is granted in full at the start of each year, with no accrual period, and must be compensated at the employee’s regular wage or the minimum wage, whichever is higher. This entitlement does not reduce or overlap with other leave types such as paid sick leave, Paid Family Leave (PFL), or Family and Medical Leave Act (FMLA) leave.

Additionally, updates to the New York Paid Family Leave Law (NYPFLL) are set to take effect. The maximum weekly benefit will increase slightly to $1,177.32, reflecting 67% of the updated Statewide Average Weekly Wage (NYSAWW) of $1,757.19. Employee contributions to the program will also be adjusted to 0.388% of gross wages, capped at $354.53 annually. These changes ensure continued financial and job protection for eligible employees, whether caring for a new child, a family member with a serious health condition, or addressing military-related exigencies.