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Reminder: New York Paid Family Leave (PFL) Benefits Duration and Rate Increase to 12 Weeks and 67%

Beginning January 1, 2021, the final increase to NY PFL benefits and leave amounts will take place. Employees will be eligible to receive 12 weeks of PFL benefits during any 52-week calendar period at 67% of their average weekly wage, up from 10 weeks at 60%. The employee premium rate will increase significantly, to 0.511% of gross wages capped at $385.34/year. Additional information is available here

Employees who have worked at least 26 consecutive weeks are eligible for PFL benefits for:

  • Caring for a family member with a serious health condition;
  • Bonding with a newborn baby or a newly adopted or fostered child; or
  • A qualifying exigency related to a family member’s active military service.

Next Steps for Employers

Employers should work with their payroll providers to ensure that the required contribution amounts are deducted from employees’ pay. Employers should update their PFL policy to reflect the updated leave and benefit requirements and update any PFL related materials which are provided to employees. Employers should also provide training to human resource personnel and supervisors/managers who have responsibilities for addressing employee leave requests. For more information, see the New York Paid Family Leave website.

HR Works Can Help

Employers who are not current handbook clients or do not subscribe to the Virtual Helpline and would like more information on either of these services or information on HR Works’ other service offerings may contact info@hrworks-inc.com for a referral to a HR Works Business Development team member.

HR Works, Inc., headquartered at 200 WillowBrook Office Park in Fairport (Rochester), New York, with an office in East Syracuse, is a human resource management outsourcing and consulting firm serving clients throughout the United States. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.