Webinar Recording: Paid family leave benefits are coming to New York: What employers need to know now



July 21, 2017

Originally recorded July 18, 2017

While 2018 seems far away, there are several aspects of New York’s sweeping paid family leave benefits legislation that employers should consider and address now.

Effective January 2018, employers of all sizes in New York will need to provide their employees with paid family leave benefits. The new law also extends job protection to those receiving benefits, expanding the types of qualifying events and the size of covered employers beyond the requirements of the Federal Family and Medical Leave Act (FMLA). While 2018 seems far away, there are several aspects of New York’s sweeping legislation that employers should consider and address now.

Most significantly, the Workers’ Compensation Board recently published revised proposed regulations implementing the law. These proposed regulations are detailed, complicated and will require changes in employers’ policies and practices. The proposed regulations also permit employers to begin collecting employee contributions for paid family leave coverage before January 2018.

In this webinar recording, we discuss the New York Paid Family Leave Benefits Law and the proposed regulations. Topics we will address include:

  • An in-depth description of the requirements of the law and proposed regulations
  • How the law and proposed regulations compare with the FMLA
  • Employer options regarding how benefits are paid to employees
  • Collecting employee contributions before January 2018
  • The additional steps that employers should take between now and January 2018

Our Speakers

  • Tony Dulgerian, Associate
  • Kate Saracene, Partner

The foregoing has been prepared for the general information of clients and friends of the firm. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel. If you have any questions or require any further information regarding these or other related matters, please contact your regular Nixon Peabody LLP representative. This material may be considered advertising under certain rules of professional conduct.

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