New York construction-industry employers should be aware of a significant change to the state’s Paid Family Leave (“PFL”) law. On December 19, Governor Kathy Hochul signed Assembly Bill 4727 (“A4727”) into law, expanding PFL eligibility to many construction workers who work for multiple employers under a collective bargaining agreement each year.
The amendment does not take effect until January 1, 2027, and raises important planning considerations for employers that are parties to these collective bargaining agreements.
Background
Most New York employers must provide PFL. Under current rules, employees generally qualify after a set period with a single employer: full-time employees (regularly scheduled 20+ hours per week) after 26 consecutive weeks, and part-time employees (regularly scheduled fewer than 20 hours per week) after 175 days worked. PFL provides up to 12 weeks of job-protected, paid leave to bond with a new child, care for a family member with a serious health condition, or assist when a family member is deployed abroad on active military service. Benefits are paid at 67% of an employee’s average weekly wage, up to a cap to the New York State Average Weekly Wage, which is adjusted annually ($1,228.53 in 2026).
What’s New for Construction Workers
Effective January 1, 2027, the amendment brings certain multi-employer construction workers within PFL protections. Workers who perform construction-related work—such as construction, demolition, reconstruction,...
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