New York employers must be aware of several important changes to employment laws that have already come into effect during 2022, those that have imminent effect (with deadlines just around the corner!), and those that are currently being considered by the Legislature. In this post, we highlight some of the latest developments in employment law that New York employers should be prepared for.

Laws Already in Effect:

• New York Paid Family Leave (“PFL”) Amendments: These amendments came into effect on January 1, 2022, and clarified that when PFL is taken intermittently, the maximum number of intermittent leave days an employee may take is based on the average number of days the employee works per week. The regulations initially capped intermittent PFL at 60 days. This cap has been removed, allowing for additional days of intermittent PFL for employees who work an average of more than five days per week. The law also increases the new maximum weekly benefit for PFL to $1,068.36 for 2022. The maximum annual contribution for 2022 is $423.71.
• Whistleblowing and Retaliation Protection and Notice Requirements: This law came into effect on January 26, 2022, and increases coverage for employees who allege they have been retaliated against for reporting suspected wrongdoing. The legislation broadens the scope of private-sector whistleblower protections previously limited to claims of health care fraud and the reporting of health and safety concerns. The law requires employers to...

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