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New York City's Earned Safe and Sick Time Act (ESSTA) requires employers to provide safe and sick leave to New York City employees for a range of qualifying reasons.
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New York City's Earned Safe and Sick Time Act
(ESSTA) requires employers to provide safe and sick leave to New
York City employees for a range of qualifying reasons.
Depending on employer size, at present, employees may accrue and
use either 40 or 56 hours of paid safe and sick leave annually.
Effective February 22, 2026, however, employers will be required to
provide an additional 32 hours
of unpaid safe and sick leave to all employees,
in addition to the above-noted allotments. The ESSTA amendments
will also expand the qualifying reasons for which employees may use
safe and sick leave, including for time needed to care for a minor.
The amendments will also introduce new recordkeeping requirements.
New York City employers should promptly review and update their
sick and safe leave policies, procedures, and recordkeeping
practices to ensure compliance with the ESSTA's forthcoming
amendments.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
