The 2024 update for the NY PFL (Paid Family Leave) law includes several changes and potential additions. Under the law, eligible employees can receive up to 12 weeks of job-protected paid leave over a 52-week period for qualifying reasons such as caring for a seriously ill family member, bonding with a new child, or helping family members when a parent, partner, or child is deployed abroad on active military service.

Among the changes expected in 2024 is the Potential Expansion to Cover Prenatal Leave. Governor Kathy Hochul introduced a six-point plan that included paid prenatal leave for mothers, which would add 40 hours of paid leave for attending prenatal medical appointments to the current NY PFL. This would be in addition to the 12 weeks of NY PFL already provided for other covered reasons.

The proposed change will position New York as the first state to have a statewide coverage for paid prenatal care. However, other states including California, Massachusetts, New Jersey, and Washington, among others, already have coverage for prenatal care under their respective PFL or paid family medical leave (“PFML ) laws, but using different approaches.

Furthermore, effective 2024, the maximum weekly benefit amount for employees has increased. Employees approved for NY PFL will receive 67% of their average weekly wage, capped at 67% of the current New York State Average Weekly Wage (“NYSAWW ). For 2024, the NYSAWW increased to $1,718.15, making the NY PFL maximum weekly benefit $1,151.16 – $20.08 more than the 2023 maximum weekly benefit.

Also, in 2024, employees are contributing less for NY PFL benefits compared to 2023. In 2024, employees will contribute 0.373% of their gross wages per pay period, with a maximum annual contribution of $333.25. This is a $66.18 reduction from the maximum contribution from 2023.

Given these changes, companies are encouraged to reach out to their legal advisors to address compliance with the updated paid leave requirements.