As we previously reported, New York’s COVID-19 Sick Leave Law (amending N.Y. Lab. L. §196-b) will expire on July 31, 2025.
Since March 2020, employers have been required to provide at least five or 14 calendar days (depending on employer size) of sick leave (in most cases, paid) for employees unable to work because they are subject to a mandatory order of isolation issued by New York State, the Department of Health, a local board of health, or any government entity duly authorized to issue such order due to COVID-19 and are unable to work from home.
Note that after the Law expires on July 31, 2025, employees may still be eligible for paid leave or benefits under the New York Paid Family Leave Law, New York’s Paid Sick Leave Law, or New York City’s Earned Sick and Safe Time Law for reasons related to COVID-19, including for their own diagnosis, care, or treatment or to care for a covered family member requiring diagnosis, care, or treatment.
Employers should review and revise their existing policies and employee handbooks as needed to account for the upcoming change in the law.
For questions or concerns regarding the issues raised in this alert, please contact a member of HSF Kramer’s Employment Law Department.
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