Leave Laws in NYC: FMLA, Paid Family Leave, and Expanded Sick Time for 2026

New York employees have access to one of the most comprehensive leave frameworks in the country, with multiple overlapping protections at the federal, state, and city level. But the rules are complex, the benefits vary, and employers frequently violate them — either by denying leave outright or retaliating against workers who take it.

Here's how each program works and how they interact.

Federal FMLA (Family and Medical Leave Act)

Eligibility

• Your employer has 50+ employees within 75 miles
• You've worked there for at least 12 months
• You've logged at least 1,250 hours in the past 12 months

Benefits

• Up to 12 weeks of unpaid, job-protected leave per year
• Applies to: birth/adoption of a child, your own serious health condition, caring for a family member with a serious health condition, military family leave
• Your employer must maintain your health insurance during FMLA leave
• You must be restored to the same or an equivalent position when you return

Common Violations

Employers frequently violate FMLA by:

• Claiming you're ineligible when you're not
• Counting FMLA leave against attendance policies
• Failing to return you to an equivalent position
• Retaliating with poor performance reviews or reduced responsibilities

New York Paid Family Leave (PFL) — 2026 Rates

Eligibility

• Covers nearly all private-sector New York employees
• No minimum company size
• Full-time employees qualify after 26 consecutive weeks
• Part-time employees qualify after 175 days worked

2026 Benefits

• Up to 12 weeks of paid, job-protected leave
• 67% of your average weekly wage, capped at $1,228.53 per week
• Maximum total benefit: $14,742.36
• Funded by small employee payroll deductions (0.432% of wages in 2026, max $411.91/year)

Qualifying Reasons

• Bonding with a new child (birth, adoption, or foster placement)
• Caring for a family member with a serious health condition
• Assisting when a family member is deployed on active military service

Key Distinction

PFL is paid leave. FMLA is unpaid. They can run concurrently, meaning if you qualify for both, you get PFL pay during your FMLA-protected leave.

NYC Earned Safe and Sick Time (ESST) — Expanded for 2026

NYC's sick leave law was significantly expanded effective February 22, 2026.

Who's Covered

All NYC employees who work more than 80 hours per year, including part-time, temporary, and undocumented workers.

Accrual and Use

• Earn 1 hour of leave for every 30 hours worked
• Employers with 100+ employees: up to 56 hours paid leave per year
• Employers with 5–99 employees: up to 40 hours paid leave per year
• Employers with fewer than 5 employees: up to 40 hours unpaid leave per year

New for 2026: Expanded Qualifying Reasons

The February 2026 expansion added:

• 32 hours of additional unpaid leave annually
• New qualifying reasons including workplace violence protective actions, public disaster impacts, and time to pursue subsistence benefits or housing
• Leave for circumstances related to domestic violence, stalking, or human trafficking

How It Works in Practice

You can use safe and sick time for:

• Your own physical or mental illness or preventive care
• Caring for a family member's health needs
• When your workplace, child's school, or daycare closes due to a public health emergency
• Safety needs related to domestic violence
• Recovery from or preparation for workplace violence incidents (new in 2026)

Pregnancy-Related Leave

Pregnant workers in NYC have multiple overlapping protections:

1. NYC Pregnant Workers Fairness Act — reasonable accommodations during pregnancy (bathroom breaks, lifting restrictions, schedule changes, etc.)
2. NYS Disability Insurance — partial wage replacement during the period of disability around childbirth (typically 6–8 weeks)
3. Paid Family Leave — up to 12 weeks of paid bonding time after the disability period
4. FMLA — 12 weeks of job-protected leave (runs concurrently with PFL)

These can be stacked to provide extended protected leave surrounding childbirth.

Retaliation for Taking Leave Is Illegal

Employers cannot:

• Terminate you for requesting or taking protected leave
• Deny leave you're entitled to under the law
• Count protected leave against attendance or performance
• Retaliate in any way — negative reviews, reduced hours, demotion, or termination

What to Do If Denied Leave

1. Put your leave request in writing, citing the specific law (FMLA, PFL, or ESST)
2. Provide any required documentation (medical certification, etc.)
3. If denied, file a complaint with the appropriate agency:
   • FMLA: US Department of Labor (2-year deadline)
   • PFL: NY Workers' Compensation Board
   • ESST: NYC Department of Consumer and Worker Protection (2-year deadline)