New York

Below you will find any recent or upcoming changes to the family and medical leave and/or leave income replacement benefit law(s) within this state.

Last Updated: 09/12/2023

New York Paid Family Leave (PFL) benefits

What is the Update?

New York Paid Family Leave (PFL) benefits

Update (09/06/23): Update The DFS has announced the 2024 premium contribution rate for Paid Family Leave benefits. The contribution rate effective January 1, 2024 will decrease to 0.373% from 0.455%, while the maximum contribution per employee will subsequently decrease to $333.25 from $399.43.

Update (09/12/23): The New York state average weekly wage (NYSAWW) has also been updated. Currently in 2023, the NYSAWW is $1,688.19 with a taxable wage ceiling of $87,785.88. However for 2024, the NYSAWW is $1,718.15, which means the updated taxable wage ceiling for 2024 will be $89,343.80. Lastly, the maximum weekly benefit for PFL for claims beginning on or after January 1, 2024, will be increasing to $1,151.16.

Handbook/Policy Updates


Notice Requirements

The New York PFL and DBL statement of rights, as referenced above, should be provided when an NY employee requests a leave. These forms can be found here: DB-271S    PFL-271S (2023)

Additionally, employers must continue to post a notice of compliance PFL-120 form conspicuously in your place(s) of business.

Note: if you are a self-insured NY DBL and PFL employer, and we directly administrator your New York self-insured plan benefits, we will provide you with the form.

Larkin Action

The Larkin Company will consider any law changes carefully, and update our internal resources and processes, as well as our employee leave information packets, if necessary.

Further Company Considerations

Please be sure to adjust your contributions in line with the updates, effective 2024.

Ensure you are offsetting any salary continuation/company top-up pay aligned with the new benefit rate maximum, where applicable. The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations, accordingly, if we handle these services for you.*

*Claims that start in 2023 will be awarded 2023 benefit rates. Claims that begin on or after January 1, 2024 will be eligible for the new maximum benefit rate. Employees may be eligible for the increased maximum benefit rate if they experience a new qualifying event, or if more than three months have passed since the last day of leave from their original PFL claim.

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The Larkin Company has taken reasonable steps to ensure the accuracy of the information on this page, however we make no representation or warranty of any kind as to its accuracy or completeness. These resources should not be construed or substituted for legal advice. Accordingly, before taking any actions based upon such information provided herein, we encourage you to seek competent legal advice from a licensed attorney or appropriate professionals.