On June 23, 2026, the New York City Department of Consumer and Worker Protection (DCWP) issued final rules implementing recent amendments to New York City’s Earned Sick and Safe Time Act (ESSTA).

The final rules largely incorporate the rules proposed earlier this year, with a few key changes employers should be aware of before the rules take effect on July 23, 2026.

A Quick Refresher

As discussed in our prior Insight earlier this year, the DCWP proposed new rules and issued revised FAQs in response to the City’s recent amendments to the ESSTA that:

• relabeled “safe/sick leave” as “protected time off”;
• granted an additional 32 hours of unpaid leave to new hires upon hire, and to existing employees on the first day of each calendar year, that are immediately available for use;
• expanded the reasons available for use for paid and unpaid protected time off; and
• mirrored New York State’s requirement that employers provide eligible employees with at least 20 hours of paid prenatal leave.

The amendments also removed NYC employers’ obligation to grant up to two employee requests for temporary changes to their schedules under the City’s Temporary Schedule Change Law, as we explain in more detail here.

New Paystub Obligations

One of the most significant revisions from the proposed rules to the final rules is the expansion of employer paystub obligations. The final rules require employers to provide the following on employee paystubs:

• the amount of protected time off accrued during...

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