As we began covering in our first labor and employment law roundup, changes at the federal level require employers to constantly keep up to date with enforcement trends. The state level is no different. Many states, such as New York, have pushed forward with policy agendas much different from the federal government’s, requiring employers to remain knowledgeable about dual (and often competing) legislative and enforcement agendas between state and federal law.

Here we cover what employers should look out for at the state level in New York and beyond.

States (Including New York) Continue Expansion of Leave Laws

As we covered in our 2025 outlook article last January, New York stood out for its innovations in prenatal and pregnancy-related leave, becoming the first state to guarantee paid time off (20 hours per year) specifically for prenatal care.

Leave expansion makes the list again this year. While other states have not followed New York’s lead regarding prenatal leave, a number of other states implemented expanded paid leave laws. Some additional examples include:

• On February 22, 2026, New York City will implement amendments to the city ordinance relating to paid sick leave, expanding the circumstances under which employees can use leave benefits. The amendments also require employers to grant 32 hours per year of unpaid sick leave in addition to the required paid safe and sick leave.
• In Colorado, on January 1, 2026, amendments to the state’s paid leave scheme will become...

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