2024 will be the sixth year that New Yorkers will enjoy the benefits of the state’s Paid Family Leave Law, which grants qualifying employees up to 12 weeks of paid leave in a calendar year to bond with a new child, care for a family member with a serious health condition, or in certain circumstances when a spouse, domestic partner, or child is deployed for military service abroad.
First, the benefit amount will increase this year under New York Paid Family Leave Law. Eligible employees will still receive the lesser of 67% of their average weekly wage or 67% of the New York State Average Weekly Wage, but the later will be raised to $1,718.15, making the new cap to $1,151.16 per week, which is an increase of $20.08 from last year. It is worth noting that this increase only applies to leaves that began in 2024; leaves that began in 2023 but extend into 2024 will not be eligible and the new rate.
Simultaneously, employees will see a decrease in their contributions for Paid Family Leave benefits. Employees will contribute 0.373% of their gross wages each pay period, with a maximum yearly contribution of $333.25, which is $66.18 less than last year’s cap.
Additionally, as part of her State of the State address, Governor Kathy Hochul presented a 6-point plan to further amend the New York Paid Family Leave law to prevent infant and maternal mortality. Specifically, Governor Hochul proposed adding in 40 hours of paid leave for individuals to attend prenatal appointments with their doctors and treating prenatal care as its own, separate “qualifying event” under the Paid Family Leave Law. If passed, New York would be the first state to pass this type of coverage for prenatal care.
Other proposals under the 6-point plan including expanding access to doula care, mandating that the New York State Department of Health take action to reduce the number of unnecessary C-sections, providing for the distribution of portable cribs in an effort to reduce instances of SIDS, and eliminating certain co-pays and out of pocket expenses under the Essential Plan and Qualified Health Plans.
As always, we will monitor this situation and advise if any of these proposals become law.
The attorneys at Outside Legal Counsel LLP can help ensure that employers are in compliance with this amended law, as well as advise individuals who believe they have been improperly denied New York Paid Family Leave Benefits. Please reach out to us for more information about our services and how we can help.
This is not legal advice and is attorney advertising.
Disclaimer: Nothing on this website is or should be construed as legal advice. An attorney-client relationship does not exist with our firm unless a signed retainer agreement is executed, and we do not offer legal advice through this site or any of the content located on it. For legal advice for your particular circumstances, please contact us directly.