New York State’s COVID-19 paid sick leave law, which has been in effect since March 2020, is set to expire on July 31, 2025. After this date, employees in New York will no longer be entitled to job-protected leave under the state’s COVID-19-specific sick leave provisions. Employers will no longer be required to provide separate paid leave for employees subject to a COVID-19-related quarantine or isolation order.
Beginning August 1, 2025, any absences related to COVID-19 must be addressed under other available leave policies, such as New York’s Paid Sick Leave (PSL). Under the PSL law, employees may use accrued leave for a mental or physical illness, injury, or health condition, even if a formal diagnosis has not been confirmed. Leave may also be used to care for a sick family member, which can include absences related to COVID-19 symptoms, treatment, or caregiving responsibilities.
Next Steps for Employers
Employers should review and update leave policies to remove references to the expired COVID19-specific leave and ensure that employees and supervisors understand how COVID-related absences will be managed moving forward. All leave requests must be handled in accordance with applicable sick leave laws and anti-retaliation protections.
