Update: NYC Paid Safe and Sick Leave Law

Important updates to the NYC Paid Safe and Sick Leave Law came into effect on September 30, 2020. You can access more detailed information here, and we have highlighted the changes that will most impact you below:

1.   If an employee is required to pay a doctor or a hospital/urgent care facility for a note to excuse an absence of more than 3 days, the employer must reimburse the employee for that cost

2.   Employees may use Safe and Sick Time as soon as it is accrued (the 120-day waiting period has been discontinued)

3.   Safe and Sick Time accruals need to be shown on the pay stub or another document made available to employees weekly

4.   As of January 1, 2021, the annual cap on usable Safe and Sick hours will increase from 40 hours to 56 hours for employers with more than 100 employees

What next?

1.   Update your Safe and Sick Time policy. If you offer a hybrid PTO policy that incorporates Sick and Safe Time, keep in mind that the waiting period must be eliminated to comply with the updated Paid Safe and Sick Leave law.

2.   Add the updated Notice of Employee Rights to your onboarding materials. Employees must receive this notice when they begin their employment.

3.   Update your payroll system to reflect the eliminated waiting period and pay stub reporting requirements. Employers have been given until November 30, 2020 to comply with the new pay stub requirements (there will be no penalties until November 30, 2020 as long as employers are working towards implementation).

Our team is here to help! Feel free to reach out to [email protected] with questions.