New York Enacts New Requirements Related to Pregnancy and Repeals COVID-19 Sick Leave



Recent amendments to several laws will affect New York employers.

Paid Lactation Breaks

Effective June 19, 2024, New York employers are required to provide 30 minutes of paid break time for expressing breast milk for an employee’s nursing child. This update to the New York Labor Law states that the employee is entitled to 30 minutes of paid break time in addition to the employee’s current ability to use existing paid break or mealtime for time in excess of 30 minutes. The amendment does not change the requirement to provide reasonable time to express breast milk for up to three years following childbirth.

Paid Prenatal Leave

As part of an amendment to New York’s Paid Sick Leave law, effective January 1, 2025, New York employers are required to provide 20 hours of paid prenatal leave (in a 52-week calendar period) to employees during their pregnancy for the purposes of healthcare services received related to such pregnancy. Healthcare services include physical examinations, medical procedures, monitoring and testing, and discussions with a healthcare provider related to the pregnancy.

Sunset of COVID-19 Paid Sick Leave

The New York State COVID-19 Paid Sick Leave law currently requires employers to provide paid job-protected leave to employees who are subject to a mandatory or precautionary order of isolation or quarantine due to COVID-19. The law, originally enacted in March 2020, will be deemed repealed on July 31, 2025.

What Should Nonprofit Employers Do Now?

Nonprofits should:

  • Notify employees of these changes to the law;
  • Update any relevant policies related to time off for pregnancy-related reasons or sick time; and
  • Train HR staff and managers regarding these changes.

Questions?

Please contact the White Plains Office of Pro Bono Partnership at 914-328-0674 if you have questions.

This document is provided as a general informational service to volunteers, clients, and friends of Pro Bono Partnership. It should not be construed as, and does not constitute, legal advice on any specific matter, nor does distribution of this document create an attorney-client relationship.