The End of COVID-19 Sick Leave in New York

As of July 31, 2025, one of the most prominent pieces of pandemic-era legislation in New York State is coming to an end. The law that required employers to provide special, dedicated COVID-19 paid sick leave has officially sunsetted.

What's Changing for New York Employers?

Since March 2020, New York employers have been required to provide paid, job-protected leave for employees under a mandatory or precautionary order of isolation or quarantine due to COVID-19. The specific amount of leave—up to 14 days—was based on the employer's size and net income. This was a separate benefit, distinct from the state's general paid sick leave law.

With the expiration of this law, the specific requirement to provide COVID-19 emergency paid leave no longer exists. For business owners and HR professionals, this is a moment to review and update company policies. The good news is, you've likely already been navigating other leave types, and a lot of the same principles apply.

What's Next for COVID-19-Related Absences?

Now that the specific COVID-19 leave is gone, employees who need time off for the virus will need to use other available leave options. This is where your established policies for general illness and other leave types will come into play. Here's what you need to remember:

• New York Paid Sick Leave: The New York State Paid Sick Leave Law, which was enacted in 2020, remains in effect. Employees can use their accrued sick leave for their own or a family member's illness, including COVID-19. The amount of leave depends on the size of your business. Employers with 100 or more employees must provide up to 56 hours of paid leave, while those with 5 to 99 employees must provide up to 40 hours.

• Paid Family Leave (PFL): If an employee needs to care for a family member with a serious health condition, which may include a severe case of COVID-19 that requires care, they may be eligible for New York Paid Family Leave. This provides up to 12 weeks of job-protected, paid time off.

• Other Protective Laws: While the state's dedicated COVID-19 leave is ending, other laws like the federal Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) may still apply, particularly for employees with severe or long-term COVID-19.

Your To-Do List

This change is a reminder of the importance of two Articles of Payroll Country: clear and open communication, and making sure you get expectations up front. As such, As an employer we recommend that you as an employer:

• Update Employee Handbooks: Review and revise any company handbooks or policies that refer to the now-expired COVID-19 leave. Ensure that employees understand which leave options are available to them.

• Communicate with Your Team: Proactively inform your employees about the change. Explain how they can use their existing sick time and other leave benefits for COVID-19-related issues.

• Stay Informed: Keep an eye on guidance from the NYS Department of Labor and other official sources to ensure you remain compliant with all existing and future leave requirements.