Paid Family Leave:
What You Need To Know

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Starting in January 2018, Paid Family Leave (PFL) will take effect for New Yorkers, which means that anyone working at a private organization with at least one employee will be eligible for paid time off. While some details have yet to be addressed, Valiant has compiled the key components that you need to know about this substantial change. New York State has taken the strongest stance yet on family leave policy by enacting a new law that allows employees to take paid leave to bond with a child, care for a relative with a serious medical condition, or deal with a family matter when someone is called to active military service.

10 Facts About New York State Paid Family Leave

  1. Beginning July 1, 2017, employers can begin withholding from employee pay checks to fund the leave.
  2. Employees may begin to request paid leave beginning January 1, 2018.
  3. The amount of leave available in a 52-week consecutive period, percent of employee compensation paid and maximum weekly wage is being phased in over the next four years as follows:
  4. All employees, full and part time, must participate in the program with the exception of full time employees that are not expected to accumulate 26 weeks of continuous employment, or part time employees that are not expected to accumulate 175 days of employment.
  5. All private sector employers and non-governmental agencies must participate in the program. For public employees, employers may opt into the program. Public employees who are represented by a union may be covered if Paid Family Leave is collectively bargained.
  6. The program is handled by a rider to the employer’s disability policy or can be self-insured.
  7. Approved leave begins January 1, 2018.
  8. Employees must be able to return to their original job or a comparable job at the end of the leave.
  9. On July 1st, 2017 employees will begin paying the PFL premium at a rate of .126% of the employees weekly gross wage up to a maximum wage of $1,305.92 via payroll deduction. The maximum deduction per week will be $1.65.
  10. Employees must continue to maintain their medical insurance coverage while on leave.

Further Information regarding the Paid Family Leave including
FAQ’s can be found HERE.

Further information regarding the insurance aspects of the
Paid Family Leave Act can be found HERE.

While many details remain to be decided, Valiant will be keeping a watchful eye on any new amendments or additions to the PFL law and adjusting our software and updating you.