Paid Safe and Sick Leave Law: Notice of Employee Rights

Paid Safe and Sick Leave: Notice of Employee Rights

New Amendments

New Amendments to NYC’s Paid Safe and Sick Leave Law Will Take Effect in 2 Phases
(DCWP is in the process of updating and translating materials. Please continue to monitor

Effective September 30, 2020, employers must:

  • provide domestic workers with 40 hours of paid safe and sick leave;
  • allow employees to use safe and sick leave as it is accrued;
  • reimburse employees who must pay for required documentation after three consecutive workdays of leave;
  • list on employees’ paystubs (or any document issued each pay period) the amounts of accrued and used leave and the total balance of accrued leave.
    Note: For this requirement only, employers that could not operationalize the documentation requirement by September 30, 2020 but are working in good faith on implementation will have up to January 1, 2021 to ensure compliance without a penalty.

Effective January 1, 2021:

  • Employers with 100 or more employees must provide up to 56 hours of paid leave.
  • Employers with four or fewer employees and a net income of $1 million or more must provide PAID leave.

Notice of Employee Rights

Under New York City's Earned Safe and Sick Time Act (Paid Safe and Sick Leave Law), certain employees have a right to safe and sick leave. Employers must provide the written notice of safe and sick leave rights to employees when they begin employment or when their rights change. You have a right to be given the notice in English and, if available on the DCWP website, your primary language. Employers must also post the notice in the workplace in an area that is visible and accessible to employees.

Note: Under the New Amendments effective September 30, 2020, the following employers must provide an updated notice of rights to employees by January 1, 2021:
  • Employers with 100 or more employees;
  • Employers of domestic workers.