Labor & Employment (Paid Leave)

passed both · New York · Assembly Jun 1, 2026

A 1202: Relates to use of accrued sick time, compensation time or vacation time

This bill allows public employees in New York (including state, county, school district, and retirement system workers) to use accrued sick, vacation, or personal time during waiting periods for workers' compensation benefits or when their claim is disputed. Employers cannot force employees to use this time during such periods, and if an employee later qualifies for benefits, they get their used time fully restored. The law does not apply to employees covered by collective bargaining agreements unless their union specifically opts in to these provisions. It preserves existing collective bargaining rights while ensuring employees don't lose accrued time during workers' comp processing delays.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProtects public employees' accrued sick/vacation time during workers' comp disputes, preventing loss of benefits and mandating restoration if claims succeed. Directly strengthens worker protections.95% confidence

Sub-Topics Paid Leave Public Employees Workers' Compensation

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in committee · New York · Assembly Jan 7, 2026

A 1467: Relates to paid family leave after a stillbirth

This bill (A 1467) adds "to recover after a stillbirth" as a qualifying reason for paid family leave under New York's workers' compensation law. It directly affects employees who experience a stillbirth, allowing them to take paid leave for recovery. The key provision amends existing law to include stillbirth recovery alongside other covered reasons like bonding with a newborn or caring for a family member with a serious health condition. The change applies to all policies or contracts issued, renewed, or modified after the effective date. This is a specific policy update to expand access to paid leave for a defined health-related event.

Topics ✓ HealthcareSupports HealthcareAdds stillbirth recovery to paid leave coverage, expanding health-related leave benefits for employees facing medical loss, aligning with healthcare support indicators.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands paid family leave benefits to include stillbirth recovery, protecting workers' rights under employment standards.95% confidence

Sub-Topics Substance Abuse Paid Leave

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in committee · New York · Senate Jan 7, 2026

S 3524: Increase the amount of family leave time that may be taken in a year

This bill increases New York's paid family leave benefits by raising the maximum leave time from 10 weeks to 26 weeks per year (52-week calendar period), effective January 1, 2020, and gradually increasing the benefit percentage from 60% to 100% of an employee's average weekly wage (capped at 80% of the state average). It directly affects New York employees who need leave for family care (e.g., newborns, sick relatives), employers providing this benefit, and insurers administering the program. Key provisions include a minimum $100 weekly benefit, the option for employees to use accrued vacation time instead of family leave (with full pay), and a superintendent's authority to delay benefit increases if market stability is at risk. The bill also clarifies that leave duration cannot exceed 26 weeks in any 52-week period and ensures reinstatement protections.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentIncreases paid family leave duration (10→26 weeks) and benefit percentage (60%→100% wage), directly expanding worker benefits under Labor & Employment.95% confidence

Sub-Topics Paid Leave

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passed · New York · Senate Jun 4, 2026

S 172: Increases short-term disability benefits

This bill increases short-term disability and family leave benefits for eligible New York workers. It phases in higher weekly benefit rates (from 50% to 67% of average weekly wage) and extends maximum benefit periods (from 8-10 weeks to 12 weeks) over time, starting in 2018. These changes apply to employees taking leave for disability or qualifying family care needs under New York's workers' compensation law. The bill requires employers to maintain health benefits during leave and prohibits retaliation for taking leave. The superintendent of financial services may delay benefit increases if needed to maintain program stability.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentIncreases weekly disability benefits (50%→67% wage) and extends leave periods (8-10→12 weeks), expanding worker benefits under New York's workers' comp law.95% confidence

Sub-Topics Paid Leave Workers' Compensation

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in committee · New York · Assembly Jan 7, 2026

A 1664: Relates to dysmenorrhea and use of sick leave

This New York state bill (A 1664) allows employees to use their existing accrued sick leave for painful menstrual cramps (dysmenorrhea). It directly affects all employees covered by sick leave policies under New York's labor law, including those working for state agencies, local governments, schools, and private employers. The bill permits using sick leave in full or partial days for this condition, clarifying that it does not create new paid leave but uses existing sick leave benefits (excluding workers' comp or insurance). It explicitly protects existing collective bargaining agreements and takes effect 120 days after enactment.

Topics ✓ HealthcareSupports HealthcareAllows sick leave use for dysmenorrhea, expanding access to healthcare benefits for employees with medical conditions under existing sick leave policies.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands sick leave usage for dysmenorrhea, protecting workers' health rights without new costs, strengthening existing labor protections under NY law.95% confidence

Sub-Topics Collective Bargaining Paid Leave

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in committee · New York · Assembly Jan 7, 2026

A 1808: Requires employers to provide up to ten additional days of unpaid leave for absences due to domestic violence, a family offense, sexual offense, stalking or human trafficking

Requires employers to provide up to ten additional days of unpaid leave for absences when the employee or employee's family member has been the victim of domestic violence, a family offense, sexual offense, stalking or human trafficking upon the employee's request for reasons related to such offense or offenses.

Topics ✓ Criminal JusticeSupports Criminal JusticeProvides victim leave, aligns with criminal justice reform by supporting survivors' access to justice and reducing barriers to reporting85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProvides additional unpaid leave for workers facing domestic violence and related issues, protecting workers' rights under Labor & Employment.95% confidence

Sub-Topics Domestic Violence Human Trafficking Paid Leave

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in committee · New York · Assembly Jan 7, 2026

A 8058: Requires certain workers have access to paid sick leave

Bill A 8058 aims to expand access to paid sick leave for workers. It amends the state labor law by redefining who qualifies as an "employee" for paid sick leave purposes. Under this bill, a person providing labor or services to an employer is considered an employee unless the employer can demonstrate three specific conditions are met, indicating an independent contractor relationship. Minor league baseball players compensated under certain collective bargaining agreements are specifically excluded from this expanded definition.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands paid sick leave access by redefining employee status to include more workers, strengthening worker benefits and rights per bill's explicit purpose.95% confidence

Sub-Topics Gig Economy Labor Standards Paid Leave

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in committee · New York · Assembly Jan 7, 2026

A 9109: Establishes the paid leave for immigration hearings act

This bill, the "Paid Leave for Immigration Hearings Act" (A 9109), allows New York employees to use their existing accrued paid sick leave for immigration court appearances or preparation, covering both the employee and their family members. It expands the state's labor law to specifically include immigration proceedings as a valid reason for taking sick leave, without requiring employers to know confidential details about the case. Employers must grant this leave upon request and cannot demand disclosure of immigration-related information as a condition for providing it. The law applies to all covered employers in New York and takes effect 180 days after enactment.

Topics ✓ ImmigrationSupports ImmigrationBill A 9109 allows employees to use paid sick leave for immigration hearings, protecting immigrants' ability to attend legal proceedings without penalty.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands paid sick leave to include immigration hearings, protecting workers' rights to attend legal proceedings without penalty or employer disclosure requirements.95% confidence

Sub-Topics Sanctuary Policies Labor Standards Paid Leave

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in committee · New York · Assembly Jan 7, 2026

A 1399: Increase the amount of family leave time that may be taken in a year

This bill gradually increases the maximum paid family leave time New York employees can take annually. Starting in 2018, it expands leave from 8 weeks to a maximum of 26 weeks by 2021, with corresponding increases in benefit rates from 50% to 100% of the employee's average weekly wage (capped at state averages). It sets a minimum weekly benefit of $100, ensures full wage coverage for lower earners, and allows the superintendent of financial services to delay increases if needed for program stability. The bill directly affects eligible New York workers needing leave for family care, with concrete policy changes being the phased expansion of leave duration and benefit levels.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill increases paid family leave duration (8→26 weeks) and benefit rates (50%→100% wage coverage), expanding worker benefits and protecting employment rights.95% confidence

Sub-Topics Paid Leave

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in committee · New York · Senate Jan 7, 2026

S 5991: Requires employers provide its employees paid leave

S 5991, the "LEAVE Act," requires most employers to provide paid sick leave and paid leave based on company size: small businesses (4+ employees with >$1M income) must offer 40 hours paid sick leave and 40 hours paid leave annually; mid-sized (5-99 employees) get 40 hours each; large businesses (100+) get 56 hours sick leave and 40 hours paid leave. Employees accrue leave at 1 hour per 30 hours worked, with protections covering medical needs, family care, and domestic violence situations (including safety planning and legal support). The bill also mandates 20 hours of paid prenatal leave annually starting in 2025, to be taken in hourly increments at the employee’s regular pay rate. It applies to all covered employers in the state and prohibits requiring confidential health disclosures as a condition for leave.

Topics ✓ HealthcareSupports HealthcareBill provides paid leave for medical needs, improving access to healthcare services without financial penalty for employees90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates paid sick leave and other leave for employees, expanding worker benefits and protecting rights for medical/family needs per bill requirements.95% confidence

Sub-Topics Labor Standards Paid Leave

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