Key employment law updates from the 2024 New York Legislative Session | Viewpoint
Several new employment law changes were included in the recently passed 2024 New York State budget and signed into law by Governor Hochul. Three of the employment law provisions – paid lactation breaks, paid prenatal care, and the end of COVID-19 paid sick leave – bring notable obligations and some complexity for employers and human resources. While most commentators agree that supporting lactating women in the workplace and promoting prenatal care are positive initiatives, some are concerned that the impositions on employers have become too great. For similar reasons, and a sense that it is not necessary anymore, many believe COVID-19 paid sick leave should have already ended and it is unreasonable that it will not end until July 31, 2025.
Paid Lactation Breaks (NYS Labor Law Section 206-c, Subdivision 1)
Beginning on June 19, 2024, New York employees became entitled to thirty (30) minutes of paid break time for the expression of breast milk in the workplace. Crucially, there is nothing in the new law limiting how many thirty (30) minute lactation breaks may be taken; the employee need only have a reasonable need for each break. Prior to these amendments, Section 206-c only required New York employers to provide reasonable unpaid break time at least every three (3) hours, and to permit employees to use any existing paid break time or mealtime to express breast...
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