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  • New York has always been at the forefront of progressive legislation, and this time, it has set a benchmark poised to change the landscape of working families’ lives. April 19, 2024, marked a historic moment for pregnant employees in New York state. Governor Kathy Hochul signed into law an unprecedented amendment to the New York Labor Law  § 196-b, establishing a standalone entitlement to paid prenatal leave, the first of its kind in the United States.

    Understanding The Paid Prenatal Leave Amendment

    Under this new law, expectant mothers can now use up to 20 hours of paid leave within a 52-week period to attend prenatal medical appointments and procedures. This initiative is part of New York’s final budget for fiscal 2025 and is a significant stride in supporting prenatal health and well-being.

    Key Features Of The Law

    • Immediate availability: The 20 hours of paid prenatal leave is immediately available upon employment, ensuring that pregnant employees don’t have to accrue this benefit over time.
    • Hourly increments: Leave can be taken in hourly increments, offering flexibility to pregnant employees.
    • Compensation: Employees will be compensated at their regular pay rate or the applicable minimum wage, whichever is greater, for the duration of the leave.
    • Additional leave: This paid prenatal leave is in addition to existing paid sick and family leave entitlements.

    The Impact On Employers And Employees

    Employers must update their leave policies to reflect this change by January 1, 2025. This law not only benefits employees but also encourages employers to cultivate a supportive workplace culture that values family and health.

    Employers should revise their leave policies to incorporate the new paid prenatal leave. In addition, it’s crucial for HR and benefits teams to be well-informed about the law and its implications. Pregnant employees now have a more robust safety net for their prenatal care without worrying about financial repercussions. This law emphasizes the importance of health and family, enabling expectant mothers to prioritize prenatal care.

    The Sunset Of COVID-19 Paid Sick Leave Law

    Coinciding with this development, the final budget also sets July 31, 2025, as the end date for the COVID-19 Paid Sick Leave Law that has been in effect since March 2020. The COVID-19 Paid Sick Leave Law provides employees who are subject to a COVID-19 mandatory, precautionary quarantine, or isolation order, with immediate paid or unpaid time off specific to the current crisis. Initially, Governor Hochul proposed that it end a year earlier, but the extension provides a transition period for employers and employees to adjust to post-pandemic norms.

    Looking Ahead: A Progressive Future For Work And Family

    New York’s paid prenatal leave law is not just a legislative win; it’s a societal advancement. It reflects a growing understanding that the health of future generations starts with the care we provide today. Employers and employees are stepping into a future where work-life balance is not just an ideal but a practical reality that supports family planning and prenatal health.

    On top of all the other hats you wear as a small business owner, it’s important to stay on top of ever-changing laws and regulations. Fortunately, GMS, a certified professional employer organization (CPEO), is here to help. GMS’ HR experts ensure that small business owners not only comply with the new paid prenatal leave mandate but also thrive under it. By managing human resources, employee benefits, regulatory compliance, and payroll, GMS provides the expertise and peace of mind that allows business owners to focus on their core operations. We offer a buffer against potential administrative pitfalls and inform businesses of evolving legislation. In essence, a partnership with GMS equips small businesses with the tools and support necessary to foster a supportive work environment that values the health of employees and their families, all while maintaining the business’s bottom line. With the assistance of GMS, small businesses in New York can seamlessly integrate this new law into their policies. Interested in learning more? Contact us today to learn more.

  • Governor Kathy Hochul of New York unveiled an ambitious proposal to extend the state’s Paid Family Leave (PFL) program to incorporate prenatal leave, marking a significant stride towards supporting working parents. This initiative aims to provide expecting parents the essential flexibility and financial security to attend prenatal medical appointments without compromising their income or utilizing their existing leave entitlements.

    The Proposal

    Under the proposed expansion, employers in New York would be obligated to provide their employees with 40 hours of paid leave specifically designated for attending prenatal medical appointments. Governor Hochul emphasized this move would position New York as the first state to institute prenatal leave as part of its paid family leave provisions. The plan would only become law if it were in a bill passed by both houses of the state legislature and signed by the governor.

    Addressing A Critical Gap

    New York’s existing PFL program mandates a waiting period of seven days and only becomes accessible four weeks before the expected birth of a child. By incorporating prenatal care as a distinct qualifying event within the PFL framework, pregnant workers would be empowered to prioritize their medical requirements without depleting their leave allocation for post-birth leave.

    PEOs: A Smart Solution For Small Businesses Facing New Labor Regulations

    In the wake of Governor Hochul’s visionary proposal to expand New York’s PFL program to include prenatal leave, small business owners in the state may find themselves navigating new obligations and complexities. During this transformative period, a professional employer organization (PEO) is here to help small business owners. A PEO like GMS offers expertise in navigating evolving labor regulations, managing compliance intricacies, and facilitating seamless implementation of the expanded PFL program. A partnership with a PEO allows business owners to adapt to these changes while ensuring compliance. As a business owner, your main goal is to grow your business and attract and retain top talent, not worry about laws and regulations constantly changing; let GMS’ experts handle that. Get a quote from us today.