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NYS Paid Sick Leave Law Expands Prenatal Personal Leave and Other Rights

NYS Paid Sick Leave Law Expands Prenatal Personal Leave and Other Rights

New York State’s 2025 Budget includes several noteworthy changes to paid sick leave entitlements, including paid prenatal personal leave, paid lactation breaks, and an end-date for paid COVID-19 leave.

On April 20, 2024, New York Governor Kathy Hochul signed the 2025 Budget, which includes changes that private employers should take notice of.


Effective January 1, 2025, New York State Paid Sick Leave Law requires employers to provide employees with a minimum of 20 hours of paid prenatal personal leave each calendar year.

Employees can use paid prenatal personal leave to receive any health care services related to their pregnancy, including meeting with health care providers, physical examinations, medical procedures, and monitoring and testing.

PPPL hours are offered in addition to existing NYS Paid Sick Leave rights, and include the same protections (confidentiality, discrimination, retaliation, etc.).

Eligible employees are entitled to a total of 60 or 76 hours a year, depending on employer size and combined Sick Leave/PPPL hours.

Note that PPPL is paid at the employee’s regular rate of pay, and in hourly increments. Unused PPPL is not paid out upon end of employment.

Some technical questions regarding the new PPPL remain to be sussed out, like the required documentation and employee’s notice to the employer.


Effective June 19, 2024, New York State Labor Law requires employers to provide lactating employees with a paid 30-minute break to express breast milk at work. This is in addition to their paid break time and/or unpaid mealtime.

Employees are eligible to take the paid lactation break up to 3 years after child birth.


Effective July 31, 2025, New York State COVID-19 Emergency Leave Law no longer requires employers to provide employees with 5 days of paid leave when subject to quarantine or isolation due to a positive COVID-19 test.

The sunset date comes in response to the CDC’s updated recommendations for isolation following COVID-19 exposure or diagnosis.

Employees who contracted or suspect contracting COVID-19 may use their New York Paid Sick Leave or other paid leave benefits.

For any questions or assistance, contact us.


Andrew Kimler heads Vishnick McGovern Milizio LLP’s Alternative Dispute Resolution Practice and is a key member of the Employment Law, Commercial Litigation, and LGBTQ Representation practices. He can be reached at akimler@vmmlegal.com and 516.437.4385 x122.