New York City Expands Safe and Sick Time Act and Updates Leave Requirements

New York City has enacted significant changes to its Earned Safe and Sick Time Act (ESSTA), adding new unpaid leave requirements, expanding the reasons employees may use leave, and formally incorporating paid prenatal leave into local law. The City has also reduced employer obligations under the Temporary Schedule Change Law.

Key updates include:

- 32 hours of frontloaded unpaid safe and sick time each year, in addition to paid ESSTA leave.
- Expanded permissible uses of leave, including caregiving, public disasters, subsistence benefit or housing related actions, and workplace violence recovery.
- Formal incorporation of 20 hours of paid prenatal leave and new policy, notice, and recordkeeping requirements.
- New pay statement requirements for tracking unpaid safe and sick time.
- Reduced obligations for temporary schedule change requests.

Next Steps

Employers should review and update policies, leave practices, onboarding materials, and pay statement processes to ensure compliance by February 22nd, 2026.

HR Consulting Group can support policy updates, compliance planning, and employee communication.