New York State Budget Includes Updates to Employment Laws

Employers should be aware of three major changes to New York State’s labor and employment laws that were passed recently as part of the fiscal year 2025 state budget process. 

Paid Lactation Breaks

Effective June 19, 2024, New York Labor Law § 206-c will be amended to require that employers provide 30-minute paid breaks to employees who need to express breast milk in the workplace for up to three years after childbirth.

Paid Prenatal Leave

As of January 1, 2025, private sector employers in New York will be required to provide pregnant employees with 20 hours of paid prenatal leave per year, in addition to existing paid sick leave requirements under state and local laws. Employees may take prenatal leave in hourly increments for physical examinations, medical procedures, monitoring and testing, and discussions with health care providers related to pregnancy.

The End of Paid COVID Sick Leave

Employers will no longer be required to provide special COVID paid sick leave after July 31, 2025. 

Employers note that pay frequency litigation reform was not included in the final budget. We will continue to monitor the law in this area.

Our Labor & Employment team is available to assist employers in navigating full compliance with New York Labor Laws and other statutes concerning employee time and leave benefits, including updating Employee Handbooks and state-specific addenda to reflect such changes in law.

Read more in our Client Alert below.