Takeaways

• Amendments to New York City’s Earned Safe and Sick Time Act expanded employee leave rights effective 02.22.26 by adding new qualifying reasons for leave, codifying up to 20 hours of paid prenatal leave and generally requiring an additional 32 hours of unpaid leave available immediately for those employed as of 02.22.26 (or upon hire) and at the start of each calendar year.
• The Temporary Schedule Change Act has been scaled back as of 02.22.26. Employers no longer need to grant a specific number of temporary schedule changes per year but must still respond to employee requests by approving, denying or proposing alternatives.
• The Department of Consumer and Worker Protection issued updated FAQs, released new model forms and published a new Notice of Employee Rights (in many languages) that employers must distribute or redistribute and post.
• There are proposed rules that remain under review as part of the notice and comment process, including a hearing on 03.02.26.

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Article

Amendments to New York City’s Earned Safe and Sick Time Act (ESSTA) and Temporary Schedule Change Act (TSCA) took effect on Feb. 22, 2026. The amendments expand employee rights, increase employers’ safe and sick time compliance obligations, and scale back employers’ obligations relating to temporary schedule changes.

The New York City Department of Consumer and Worker Protection (DCWP) issued updated FAQs and other guidance clarifying the additional protections and requirements....

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