On Jan. 1, 2018, the New York Paid Family Leave Benefits Law (NYPFL) takes effect throughout New York for private-sector employers. The NYPFL, which was signed into law by Gov. Andrew Cuomo and finalized by the New York Worker’s Compensation Board (WCB) in July 2017, guarantees job-protected paid time off to almost every full-time and part-time private-sector New York employee. Lisa Nagele-Piazza, “New York Paid-Family-Leave Final Regulations Are Available to Employers,” Soc’y for Human Resource Mgmt. (Aug. 1, 2017). In enacting the NYPFL, New York joined California, Rhode Island and New Jersey as the only states in the nation that provide paid family leave benefits; however, once fully implemented, the NYPFL will be the most comprehensive paid family leave law in the nation. State of N.Y., “Paid Family Leave: How It Works” (last visited Sept. 27, 2017). New York private-sector employers must adhere to the NYPFL’s mandates (including its employee notice provisions) no later than Jan. 1, 2018. Therefore, it is paramount that employers make sure they are prepared to comply with the NYPFL prior to that date. This article describes the NYPFL and its requirements, and recommends steps that New York employers can take to comply with the law by January 1.
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