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What Is New York Paid Family Leave and How Does It Work?

New York Paid Family Leave (NYPFL) is one of the strongest paid leave programs in the United States. It pays you up to 12 weeks of partial wages when you need time off to bond with a new child, care for a seriously ill family member, or help your family during a military deployment.

Unlike the federal Family and Medical Leave Act (FMLA), which is unpaid, NYPFL puts money in your pocket. In 2025, you receive 67% of your average weekly wage, up to $1,131.08 per week. Your job is protected, and your health insurance continues while you’re on leave.

Nearly every New York employee is covered, even if your employer has just one worker. You don’t need to work for a large company or meet strict hour requirements like FMLA demands.

Why New York Paid Family Leave Matters

Most Americans have no access to paid family leave. The federal government doesn’t require it, and many states offer nothing. New York is different.

NYPFL gives you financial security during life’s most important moments:

  • Bonding with your newborn without choosing between your baby and your paycheck
  • Caring for your parent during cancer treatment without depleting savings
  • Supporting your family when your spouse deploys overseas

Before NYPFL launched in 2018, New York parents often returned to work within days of childbirth. Family caregivers chose between keeping their jobs and caring for dying relatives. NYPFL changed that reality for millions of workers.

The numbers prove it: Over 600,000 New Yorkers used NYPFL in its first four years. The most common use is bonding with a new baby (about 80% of claims). But thousands use it annually to care for sick parents, spouses, and children.

Who Qualifies for NY Paid Family Leave

NYPFL eligibility is far simpler than federal FMLA. You qualify if you meet basic work requirements.

You’re covered if:

  • Your employer is located in New York (or you work in New York for an out-of-state employer)
  • You work for a private employer, non-profit, or many public employers
  • You’re a full-time worker who worked 26 consecutive weeks OR
  • You’re a part-time worker who worked 175 days (doesn’t have to be consecutive)

Your employer size doesn’t matter. A three-person startup owes you the same NYPFL rights as a Fortune 500 company. This is radically different from FMLA, which only covers employers with 50+ employees.

Exceptions are rare. Most exclusions involve:

  • Self-employed individuals (though you can opt in voluntarily)
  • Some government workers covered by different programs
  • Employees working entirely outside New York State

If you’re unsure about coverage: Check your pay stub. If you see a NYPFL deduction (around 0.373% of wages in 2025), you’re covered. All covered employees pay into the system through small payroll deductions.

Example: Marcus works part-time at a coffee shop in Rochester with 8 employees. He’s worked 3 days per week for 10 months (about 120 days total). He doesn’t qualify yet because he hasn’t hit 175 days. After working 55 more days (about 4.5 more months at his current schedule), he’ll be eligible for NYPFL.

Example: Sarah started her full-time job at a Buffalo law firm 7 months ago. She’s worked every week since starting. She qualifies because she’s worked more than 26 consecutive weeks full-time.

What NY Paid Family Leave Covers

NYPFL pays you for three types of family leave. Understanding which situations qualify helps you use your benefits correctly.

Bonding With a New Child

You can take NYPFL to bond with a child during the first 12 months after the child’s birth, adoption, or foster care placement.

Bonding leave covers:

  • Birth of your biological child
  • Adoption of a child of any age
  • Foster care placement

Both parents can take NYPFL. If you and your partner both work in New York, you each get 12 weeks of paid bonding leave. You can take it at the same time or stagger your leave.

The 12-month deadline is firm. You must complete bonding leave within one year of the child arriving. If you wait 13 months, you can’t use NYPFL for bonding anymore.

Example: Jennifer and Mark both work in Syracuse. Their daughter is born in March. Jennifer takes her 12 weeks of NYPFL immediately after birth (March-May). Mark takes his 12 weeks during the summer (June-August). They each receive 67% pay during their leave. Their daughter has a parent home for 6 months.

Caring for a Family Member With a Serious Health Condition

You can use NYPFL when your family member has a serious health condition that requires your care.

Qualifying family members include:

  • Spouse (including domestic partner)
  • Children (biological, adopted, foster, stepchild)
  • Parents (biological, adoptive, foster, stepparent, legal guardian, in-law)
  • Grandparents
  • Grandchildren
  • Siblings

The health condition must be serious. This means:

  • Inpatient care in a hospital or medical facility
  • Continuing treatment by a healthcare provider for a condition that causes incapacity for more than 3 days
  • Chronic serious health conditions (diabetes, asthma, etc.)
  • Permanent or long-term conditions (Alzheimer’s, terminal cancer, etc.)
  • Pregnancy or prenatal care

“Care” means active involvement. You must provide physical or psychological care. This includes:

  • Helping with basic medical needs (medications, meals, hygiene)
  • Transportation to medical appointments
  • Attending medical appointments
  • Providing psychological comfort
  • Arranging third-party care

Example: Denise’s mother in Queens is diagnosed with breast cancer. Her mother needs someone to drive her to chemotherapy, help her at home during severe treatment side effects, and attend doctor appointments to understand treatment. Denise takes 8 weeks of NYPFL to provide this care. She receives 67% of her wages during this time.

Example: Kevin’s 7-year-old son has severe asthma that causes a serious episode requiring hospitalization. After discharge, his son needs monitoring and frequent nebulizer treatments. Kevin takes 2 weeks of NYPFL to care for his son during recovery.

Military Family Support

You can use NYPFL when your family member (spouse, domestic partner, child, or parent) is deployed abroad on active military duty.

“Qualifying exigency” includes:

  • Short-notice deployment (7 or fewer days notice)
  • Military events and ceremonies
  • Childcare and school activities
  • Financial and legal arrangements
  • Counseling
  • Rest and recuperation (up to 15 days)
  • Post-deployment activities

This is not the same as military caregiver leave. NYPFL doesn’t cover caring for an injured service member. Federal FMLA provides up to 26 weeks for that purpose.

Example: Alicia’s husband is Army Reserve and receives orders to deploy to Kuwait. She uses 2 weeks of NYPFL to attend his deployment ceremony, meet with his legal officer to finalize power of attorney, and arrange childcare for their two children during his 9-month deployment.

NY Paid Family Leave Benefits: How Much You Get Paid

NYPFL pays partial wages during your leave. The amount depends on your earnings.

2025 Benefits:

  • Wage replacement: 67% of your average weekly wage
  • Maximum weekly benefit: $1,131.08
  • Maximum duration: 12 weeks per year

Your average weekly wage is calculated using your last 8 weeks of work before leave starts. This includes regular wages, tips, commissions, and some bonuses.

The calculation: Add your total wages from the 8 weeks before leave, then divide by 8.

Example: Lisa earns $1,200 per week as a nurse in Manhattan. When she takes NYPFL, she receives $804 per week ($1,200 x 67%). Over 12 weeks, she receives $9,648 in total benefits.

Example: Jamal earns $2,000 per week as a software developer in Brooklyn. His 67% wage replacement would be $1,340 per week. But NYPFL caps benefits at $1,131.08 per week in 2025. Over 12 weeks, he receives $13,572.96 in benefits (less than 67% of his full wages due to the cap).

Example: Monica works part-time earning $400 per week. She receives $268 per week during NYPFL ($400 x 67%). Over 8 weeks of leave, she receives $2,144 in total benefits.

How NYPFL Benefits Rank Nationally

New York’s 67% wage replacement is among the best in America.

State-by-state comparison:

  • New York: 67% (up to $1,131.08/week)
  • New Jersey: 85% (up to $1,055/week in 2025)
  • California: 60-70% (up to $1,620/week in 2025)
  • Washington: 90% for low earners, sliding to 50% (up to $1,469/week in 2025)
  • Massachusetts: 68-80% (up to $1,129.82/week in 2025)
  • Most states: 0% (no paid family leave program)

New York’s benefit is generous but not the highest. New Jersey pays a higher percentage, and California has a higher maximum. But New York’s program is broader than most states in terms of covered employers and qualifying events.

Job Protection and Health Insurance During Leave

NYPFL isn’t just about money. It protects your job and benefits while you’re gone.

Job Restoration Rights

When you return from NYPFL, your employer must restore you to your previous position or a comparable position.

Restoration means:

  • Same job title and duties (or substantially similar)
  • Same pay and benefits
  • Same shift and schedule (or comparable)
  • Same location (or comparable)

Your employer cannot:

  • Demote you because you took leave
  • Reduce your pay or hours
  • Change your job to something worse
  • Fire you for taking leave

“Comparable” position must be truly equivalent. It’s not comparable if:

  • It pays less
  • It has fewer responsibilities
  • It’s in a less desirable location
  • It’s a worse shift (day to night, for example)

Example: Tina works day shift as a sales manager in Albany. She takes 12 weeks of NYPFL to bond with her adopted daughter. When she returns, her employer tries to place her on night shift in the same role. This violates her restoration rights because night shift isn’t comparable to the day shift she had before.

Example: Robert takes NYPFL to care for his father. While he’s gone, his company goes through a reorganization. When he returns, his exact position no longer exists. His employer must give him a comparable position with equivalent pay, benefits, and responsibilities.

Small Employer Exception

Employers with fewer than 25 employees have a limited exception. They don’t have to restore you if:

  • Your position no longer exists due to economic conditions or operating changes
  • The employer didn’t hire a replacement for you
  • The change would have happened whether you took leave or not

This exception is narrow. The employer must prove the elimination of your job was completely unrelated to your leave.

Health Insurance Continuation

Your employer must continue your health insurance on the same terms during NYPFL.

Continuation means:

  • Same plan and coverage
  • Same employer contribution
  • You continue paying your share of premiums

You’re responsible for your premium share. Your employer will usually deduct premiums from your NYPFL payments or arrange another payment method. If you don’t pay your share, your employer can drop your coverage.

Example: Stephanie’s health insurance costs $600 per month. Her employer pays $500, and she pays $100. During her 12 weeks of NYPFL, the employer continues paying $500 per month. Stephanie must continue paying her $100 per month, either through deductions from her NYPFL benefits or by sending checks to her employer.

How to Apply for NY Paid Family Leave

Applying for NYPFL involves specific steps and forms. Starting the process correctly prevents delays.

Step 1: Notify Your Employer

Give your employer notice as early as possible.

Required notice timing:

  • Foreseeable leave: 30 days advance notice
  • Unforeseeable leave: As soon as practicable (within 1-2 business days)

Foreseeable leave includes planned childbirth, adoption, or a family member’s scheduled surgery.

Unforeseeable leave includes premature birth, unexpected hospitalization, or sudden serious health conditions.

Example: Megan is pregnant with a due date of October 15. She should notify her employer by mid-September (30 days before) that she’ll take NYPFL for bonding.

Example: Carlos’s father has a stroke on Monday. Carlos calls his employer Tuesday morning to report he needs NYPFL to care for his father. This meets the “as soon as practicable” standard.

Step 2: Get the Request Form

Obtain Form PFL-1 (Request for Paid Family Leave) from your employer or insurance carrier.

Your employer should provide:

  • Form PFL-1
  • Name and contact information for the insurance carrier
  • Instructions for submitting the claim

If your employer won’t provide the form: Download it from PaidFamilyLeave.ny.gov or contact the NY Paid Family Leave helpline at 1-844-337-6303.

Check your pay stub for the insurance carrier name. Common carriers include The Hartford, MetLife, Aflac, and New York State Insurance Fund.

Step 3: Complete Your Section

Fill out the employee section of Form PFL-1 completely and accurately.

You’ll provide:

  • Your personal information (name, address, Social Security number)
  • Employer information
  • Dates you’re requesting leave
  • Type of leave (bonding, family care, military)
  • How you want to receive payments (direct deposit or check)

Be specific about dates. If you know exactly when leave will start and end, list those dates. If you’re taking intermittent leave, explain the schedule.

Step 4: Get Required Certification

Different types of leave require different certification documents.

For bonding leave:

  • Birth certificate
  • Adoption papers
  • Foster care placement documents
  • You don’t need a doctor’s note

For family care leave:

  • Form PFL-1 includes a section for the family member’s healthcare provider
  • The provider must certify the serious health condition
  • The provider must confirm you’re needed to provide care

For military family leave:

  • Copy of military orders
  • Documentation of the qualifying exigency

Healthcare provider must complete their section thoroughly. Incomplete medical certifications cause delays or denials.

Example: Diana is taking NYPFL to care for her mother who has Stage 4 lung cancer. Her mother’s oncologist completes the healthcare provider section of Form PFL-1, certifying the serious health condition and stating that Diana is needed to provide care and transportation to treatment.

Step 5: Submit to Insurance Carrier

Send the completed Form PFL-1 and all supporting documents to your employer’s insurance carrier, not to your employer.

Submission timing: As soon as possible. The carrier needs time to review and approve your claim before benefits start.

How to submit:

  • Online through the carrier’s portal (fastest)
  • Email (scan documents)
  • Fax
  • Mail (slowest)

Keep copies of everything you submit. Save confirmation numbers or tracking information.

Step 6: Wait for Decision

The insurance carrier has 18 calendar days to approve or deny your request after receiving a complete claim.

If approved: The carrier will send you a written decision. Benefits typically begin within days of approval.

If denied: The carrier must explain why in writing. You have appeal rights.

If the carrier needs more information: They’ll contact you. Respond quickly to avoid delays.

Payment timing: Benefits are usually paid weekly or bi-weekly after your claim is approved. Direct deposit is fastest.

Example: Tyler submits his NYPFL claim for bonding leave on January 5. The carrier approves his claim on January 15 (10 days later). His leave starts January 22. He receives his first payment on January 29, covering his first week of leave.

Taking Leave: Continuous vs. Intermittent

You can take NYPFL in different patterns depending on your needs.

Continuous Leave

Most employees take NYPFL continuously—12 weeks in a row without interruption.

Continuous leave is best for:

  • Bonding with a newborn for 3 months straight
  • Caring for a family member during intensive treatment
  • Any situation where you need extended time away

Example: Patricia takes 12 continuous weeks of NYPFL after her son is born. She’s off work from April 1 to June 23 without interruption.

Intermittent Leave

Intermittent leave means taking NYPFL in smaller blocks—a few days per week, one week per month, or even hours at a time.

You can take intermittent leave if:

  • Your employer agrees to it, OR
  • It’s for a qualifying exigency (military family leave)

Bonding and family care leave require employer agreement for intermittent use. Your employer can say no to intermittent bonding leave if they prefer you take all 12 weeks at once.

Minimum increments: If your employer allows intermittent leave, it must be taken in increments the employer regularly uses for other leave (daily, half-day, hourly, etc.).

Example: Wei’s mother has kidney disease requiring dialysis three times per week. Wei wants to take NYPFL intermittently to drive her to appointments (3 days per week for 4 months). His employer agrees. Wei takes NYPFL for those specific days, spreading his 12 weeks over 16 calendar weeks.

Example: Rachel’s employer denies her request to work 3 days per week for 20 weeks while bonding with her adopted daughter. The employer requires continuous leave. Rachel must take her 12 weeks consecutively.

Reduced Schedule Leave

A reduced schedule means working fewer hours per week while on partial NYPFL.

Example: Omar normally works 40 hours per week. His employer agrees to let him work 20 hours per week for 24 weeks while caring for his father with Alzheimer’s. Omar receives NYPFL for the 20 hours he’s not working each week. This stretches his 12 weeks of NYPFL over 24 calendar weeks.

Common NYPFL Denial Reasons and How to Avoid Them

Insurance carriers deny many NYPFL claims due to simple mistakes. Understanding denial reasons helps you submit a stronger claim.

Incomplete Forms

The #1 denial reason is incomplete or incorrect forms.

Avoid this by:

  • Filling out every field on Form PFL-1
  • Double-checking Social Security number, dates, and addresses
  • Ensuring the healthcare provider completes their section fully
  • Including all required supporting documents
  • Reviewing the form before submission

Insufficient Medical Certification

For family care leave, the healthcare provider’s certification must clearly explain why the family member needs your care.

Weak certification says: “Patient has cancer.”

Strong certification says: “Patient has Stage 3 colon cancer requiring weekly chemotherapy. Patient experiences severe nausea, vomiting, and fatigue following treatment. Patient requires assistance with transportation to treatment, meal preparation, medication management, and activities of daily living.”

Avoid this by:

  • Asking the healthcare provider to be specific
  • Ensuring they explain WHY you’re needed to provide care
  • Including frequency and duration of care needed

Insufficient Work History

You must meet the work requirements (26 weeks full-time or 175 days part-time/irregular).

Avoid this by:

  • Confirming your start date and hours worked
  • Waiting until you’re eligible before applying
  • Providing accurate employment dates on the form

Missed Deadlines

While there’s no specific deadline to file a NYPFL claim, filing very late can cause issues.

Best practice:

  • File at least 30 days before leave starts (for foreseeable leave)
  • File within days of the need arising (for unforeseeable leave)
  • Don’t wait until after leave is over to file

Reason Doesn’t Qualify

Some situations don’t qualify for NYPFL, even though they feel like they should.

NOT covered by NYPFL:

  • Your own serious health condition (use Disability Benefits Law instead)
  • Caring for a friend or extended family beyond the listed relationships
  • Routine childcare when the child isn’t a newborn/newly adopted
  • Caring for a pet

Example: Grace wants to use NYPFL to care for her aunt who raised her. Unfortunately, aunts aren’t qualifying family members under NYPFL (only parents, grandparents, children, grandchildren, siblings, and spouse). Her claim is denied.

What to Do If Your Claim Is Denied

If the insurance carrier denies your NYPFL claim, you have appeal rights.

Review the Denial Letter

The carrier must send a written decision explaining why your claim was denied.

Look for:

  • Specific reason for denial
  • Missing information needed
  • Instructions for appealing
  • Deadline to appeal

Gather Additional Evidence

If the denial cites missing information, gather what’s needed.

Common fixes:

  • Get a more detailed medical certification
  • Provide missing birth certificate or adoption papers
  • Correct errors on the form
  • Provide proof of work history

File an Appeal

Most carriers require you to appeal through their internal process first.

To appeal:

  • Follow instructions in the denial letter
  • Submit additional documentation
  • Meet the appeal deadline (usually 30-60 days)
  • Keep copies of everything

File a Complaint With NY Paid Family Leave

If the carrier continues to deny your claim or you face employer interference, file a complaint.

Contact:

The state investigates employer violations and can order the carrier to review your claim.

Contact an Employment Attorney

If your denial involves complex issues or employer retaliation, consult an attorney.

An attorney can help if:

  • Your employer threatened or fired you for requesting NYPFL
  • The carrier denied your claim despite strong documentation
  • You face interference or discrimination
  • The situation is complicated (multiple leave types, concurrent FMLA, etc.)

Many employment attorneys offer free initial consultations.

Real-World Examples: How NY Paid Family Leave Works

Example 1: First-Time Mom
Natasha works full-time at a hospital in Syracuse. She’s pregnant and due in November. She notifies her employer in October that she’ll take NYPFL for bonding. Her employer provides Form PFL-1. Natasha completes her section and attaches her baby’s birth certificate after delivery. She submits to The Hartford (her employer’s carrier). The Hartford approves 12 weeks. Natasha receives $850 per week (67% of her $1,268 weekly wage). She returns to her same nursing position in February with full job protection.

Example 2: Father Bonding Leave
Andre is a teacher in Rochester. His wife gives birth during summer break. He wants to take NYPFL in September when school resumes. He can—bonding leave is available anytime in the first 12 months. He takes 4 weeks of NYPFL in September, receiving 67% pay. His principal cannot deny this leave because it’s legally protected.

Example 3: Caring for Spouse With Cancer
Elena’s husband is diagnosed with pancreatic cancer in Brooklyn. He needs surgery and chemotherapy. Elena takes 10 weeks of NYPFL to drive him to treatment, manage his medications, and provide care during his weakest periods. She receives 67% of her wages from her employer’s insurance carrier. When she returns to work, her employer restores her to her previous position as an accountant.

Example 4: Grandparent Caring for Grandchild
Loretta’s daughter (a single mom) develops postpartum depression requiring inpatient treatment. Loretta takes NYPFL to care for her newborn grandson while her daughter gets help. Grandchildren are qualifying family members. Loretta receives 12 weeks of paid leave to provide this care.

Example 5: Staggered Parental Leave
James and Michelle both work in Manhattan. When their twins are born, Michelle takes 12 weeks of NYPFL immediately (March-May). James takes his 12 weeks during the summer (June-August). They each receive 67% wages during their leave. The twins have a parent home for 6 months total. Both parents return to their jobs with full job protection.

Example 6: Intermittent Leave for Dialysis
Rita’s mother needs dialysis three times weekly in Albany. Rita’s employer agrees to intermittent NYPFL. Rita takes every Monday off for 16 weeks to transport her mother to treatment. This uses about 5 weeks of her 12-week NYPFL entitlement. She saves the remaining 7 weeks for future needs if her mother’s condition worsens.

Example 7: Part-Time Employee
DeShawn works 25 hours per week at a retail store in Buffalo. He’s worked there for 9 months (about 156 days). He doesn’t qualify yet—he needs 175 days. After working 19 more days (about 8 more weeks), he qualifies. When his daughter is born, he takes 6 weeks of NYPFL (he doesn’t need the full 12 weeks). He receives 67% of his average part-time wages.

Example 8: Adopted Teenager
Kayla and Jerome adopt a 14-year-old through foster care in Yonkers. They can both take NYPFL for bonding even though their child isn’t an infant. Bonding leave covers adoption of children of any age. They each receive 12 weeks of paid leave to help their new son adjust to his permanent home.

Example 9: Deployed Spouse
Marcus’s wife is deployed to Poland with her National Guard unit. Marcus takes 2 weeks of NYPFL for qualifying exigencies: attending her deployment ceremony, meeting with legal assistance to update powers of attorney, and arranging childcare for their kids during the 11-month deployment. He receives 67% pay during this time.

Example 10: Caring for Parent After Stroke
Denise’s father has a stroke in Queens requiring intensive rehabilitation. Denise takes 12 weeks of NYPFL to help him during the critical recovery period. She receives $1,131.08 per week (the 2025 maximum, since her wages are high). Her employer cannot fire her or demote her for taking this leave.

Example 11: Multiple Uses in One Year
Janelle uses 6 weeks of NYPFL to bond with her newborn in March. In August, her mother is diagnosed with a serious illness requiring Janelle’s care. Janelle has 6 weeks of NYPFL remaining for the year. She uses those 6 weeks to care for her mother. She cannot exceed 12 weeks total in the 52-week period.

Example 12: NYPFL Plus Vacation Time
Troy takes 12 weeks of NYPFL to bond with his adopted daughter. His employer requires him to use his 2 weeks of vacation time concurrently with NYPFL. This is legal—employers can require you to use accrued vacation during NYPFL. Troy is out for 12 weeks total but receives vacation pay for 2 weeks and NYPFL benefits for 12 weeks (they overlap).

Example 13: Return to Different Position
Samantha takes NYPFL to care for her grandfather. While she’s gone, her company restructures and eliminates her exact position. When she returns, they offer her a comparable position with the same pay, similar duties, and same shift. This is legal—they must offer a comparable position if the original position no longer exists.

Example 14: Denied Request Overturned
Oscar’s insurance carrier denies his NYPFL claim because his mother’s doctor didn’t fully complete the medical certification. Oscar asks the doctor to provide more detail about why his mother needs his care. He resubmits with the complete certification. The carrier approves his claim on appeal.

Example 15: Small Business Employee
Lily works for a small architecture firm with 4 employees in Buffalo. Her employer initially tells her they’re “too small” to provide NYPFL. This is wrong—employer size doesn’t matter for NYPFL. Lily contacts the NY Paid Family Leave helpline. They explain her rights to her employer. She receives her 12 weeks of paid leave to bond with her baby.

Frequently Asked Questions

Can my employer fire me while I’m on NYPFL?
Your employer cannot fire you for taking NYPFL or retaliate against you. However, if you would have been fired for a reason unrelated to your leave (like company-wide layoffs affecting everyone), that’s different. The key question is: would you have been fired if you hadn’t taken leave?

Do I pay taxes on NYPFL benefits?
NYPFL benefits are subject to federal income tax but exempt from New York state and local income taxes. The insurance carrier may withhold federal taxes if you request it, or you’ll report the income when you file taxes.

Can I work another job while on NYPFL?
This is a gray area. NYPFL requires you to be away from your job to provide care or bonding. Working another full-time job might suggest you’re not actually providing care. Consult an attorney before doing this.

What if my employer doesn’t have NYPFL insurance?
Nearly all New York employers must carry NYPFL insurance. If your employer doesn’t have coverage, contact the NY Paid Family Leave helpline immediately. Your employer is breaking the law, and the state can help you get benefits.

Can I extend my NYPFL beyond 12 weeks?
No. NYPFL is limited to 12 weeks per 52-week period. However, you might be able to take additional unpaid FMLA leave (if eligible) or negotiate unpaid personal leave with your employer.

Can I take NYPFL if I just started my job?
Not immediately. You must work 26 consecutive weeks (full-time) or 175 days (part-time) before you’re eligible. Plan accordingly if you’re pregnant or anticipating a need for leave.

What happens to my accrued vacation or sick time?
Your employer may require you to use accrued paid time off (vacation, sick leave) concurrently with NYPFL. This means the time runs at the same time—you get your vacation pay plus NYPFL benefits. Some employers let you save your vacation for after NYPFL ends.

Can I take NYPFL for bonding if I’m not the biological parent?
Yes. NYPFL covers bonding for biological parents, adoptive parents, and foster parents. Both parents in a couple can take NYPFL regardless of biology.

What if my family member lives in another state?
That’s fine. You can use NYPFL to care for a family member anywhere. The requirement is that you work in New York, not that your family member lives there.

Can my employer contact me while I’m on leave?
Minimal contact is okay (questions about your return date, benefits enrollment, etc.). But your employer cannot require you to work, attend meetings, or handle job duties while on NYPFL. You’re on leave to bond or provide care, not to work remotely.

Related Topics

Legal Disclaimer

This guide provides general information about New York Paid Family Leave and is not legal advice. NYPFL rules are complex, and your specific situation may involve unique factors. If your employer denies your leave, retaliates against you, or interferes with your rights, consult a qualified New York employment attorney. Laws and benefit amounts change regularly; verify current requirements with NY Paid Family Leave or legal counsel.

Need Legal Help?
If your employer violated your NYPFL rights, denied your claim improperly, or retaliated against you for taking leave, contact an employment attorney today. Many offer free consultations to review your case and explain your options.