Risk Strategies Company’s Post

Exciting news for New York working women, as of the New Year! Employers be sure to update leave policies and train HR teams on these new PPL requirements. Read more from Risk Strategies Company here.

Attention #NewYork Employers: NYS Budget passed on April 20th includes Paid Prenatal Leave & Paid Lactation Breaks effective Jan. 1, 2025 and Sunset of #COVID-19 Paid #SickLeave. #EmploymentLaw #LaborLaw Read Jackson Lewis' insights here:

New York has become the first state to require employers to provide paid prenatal leave. As of January 1, 2025, the amendment signed into law requires employers to offer up to 20 hours of paid leave in a 52-week period for pregnant employees to attend prenatal medical appointments and procedures. This "paid prenatal personal leave" is a standalone entitlement and employers must provide a separate bank of paid, protected leave for pregnant employees for prenatal care above and beyond existing paid leave entitlements. The 20 hours of paid leave can be taken in hourly increments and employees are to receive compensation for paid prenatal personal leave at the employee’s regular rate of pay. Check out the link for more information. #prenatalleave #newyorkstate #paidleave

New York paid prenatal leave begins on January 1, 2025. As employers ramp up their compliance plans, the State recently issued FAQs on the impending mandate. While open questions remain, the FAQs include several important updates that will impact employer policies and practices. Check out our Seyfarth Shaw LLP article highlighting key aspects of these FAQs, which I was delighted to co-author with my colleague, Katie Graham Poirot. #NY #PPPL #prenatal #leave #paidtimeoff #paidsickleave #absencemanagement #FAQs #teamseyfarth

New York’s paid prenatal leave law requires employers to give 20 hours of paid leave per year to employees to receive prenatal care. It took effect 1/1/25. Read more here: https://lnkd.in/eHUWMt79

NEWS - IMPORTANT CHANGES FOR NYS EMPLOYERS - NEW LEAVE AND BREAK REQUIREMENTS A new 20 day EMPLOYEE paid Prenatal Leave will take effect in January 1, 2025 for all NYS employers regardless of how many employees they have. This leave bank must be separate from other leave accruals, including the NYS mandatory sick leave that employers must provide to employees for their own illness or need for medical care (including mental illness). In addition, a new Nursing Breaks Law will also take effect on June 19, 2024. Under this law, “employers must provide thirty (30) minute paid breaks each time an employee has a reasonable need to express breast milk for up to three (3) years following childbirth.” On a different note, the requirement to provide up to 14 days of paid leave for employees who are quarantine because of contracting COVID (COVID-19 Sick Leave) will expire effective July 31, 2025. For further information: https://lnkd.in/en7JV3Em #employers #hr #managers #HumanResources #founders #leaders #smallbusiness #employeebenefits #smallbusinessowners #workforcemanagement

New York hits a milestone for state paid leave - with newly enacted paid prenatal leave! Really exciting to see this get enacted after months of speculation if it would get passed. Curious to see what other states will follow with this added paid leave benefit. The law goes into effect 1/1/25. https://lnkd.in/eca3wzj9 #LeaveNews #FMLA #LOA #PFL #PaidFamilyLeave #PaidPrenatalLeave #LeaveManagement #AbsenceManagement #FMLANews #NewYork #NewYorkPFL

🚨 New York restaurateurs, big news! 🚨 Did you catch the latest updates on lactation and prenatal leave laws? Whether you're scrambling to comprehend the new regulations or just curious about what they mean for your team, our blog post has all the details. From designated lactation breaks to mandatory paid prenatal leave, understand how these changes aim to support the health and well-being of your staff—ensuring they're both happy and legally protected. Discover key strategies for seamless compliance and learn why these updates are not just a legal necessity but also a significant step towards creating a supportive work environment! Stay ahead of the curve: bit.ly/3VTXrTg #HR #HospitalityIndustry #NewYorkRestaurants #LaborLaws #EmployeeWellness

Littler's Stephen Fuchs, Stephanie Mills-Gallan and Sanjay Nair review the recently released FAQs on #NewYork's paid prenatal leave law. Bottom line here from the authors, "With only weeks left until these new requirements take effect, New York employers should review their implementation plans for this new benefit and update and publish their relevant leave policies to reflect compliance with the statute prior to January 1," 2025. #employmentlaw

New Requirement for New York State Employers: Paid Prenatal Leave Mandate! Effective January 1, 2025, private employers in New York State must offer employees twenty (20) hours of paid prenatal personal leave per fifty-two-week calendar period. Key details: - Paid prenatal leave complements existing sick leave provisions under NYS Labor Law § 196-b - Payment during prenatal leave should meet or exceed regular pay or minimum wage - Employers must reinstate employees to their roles with unchanged terms post-leave - No requirement to compensate employees for unused prenatal leave upon termination Employers are prohibited from: - Demanding confidential information for leave provision - Discriminating or retaliating against employees who utilize paid prenatal leave Preparation steps for employers: - Revise policies, including handbooks, regarding pregnancy, sick leave, and prenatal leave - Conduct training for supervisors and managers to ensure compliance with the new law Stay informed and compliant. Contact us for assistance in adapting to these new regulations. Learn more: https://lnkd.in/gGcGu9Sm #BooklawLLP #Law Book Law LLP Chaim Book Sheryl Galler Nadav Zamir