New York State has rolled out several significant updates to its Paid Family Leave (PFL) program, impacting both employees and employers alike. For HR professionals, staying informed and compliant with these changes is not just essential for avoiding penalties, it’s key to building trust and transparency within the workforce.
In this blog, we break down the latest changes to the 2025 PFL program, what they mean for HR departments, and how organizations can stay compliant with ease.
Understanding New York’s Paid Family Leave Program
New York’s PFL, one of the most comprehensive in the nation, provides job-protected, paid time off for eligible employees to:
- Bond with a newly born, adopted, or fostered child
- Care for a family member with a serious health condition
- Assist loved ones when a family member is deployed abroad on active military duty
The law also guarantees continued health insurance and protection against job loss during leave.
What’s New in 2025?
1. Increased Weekly Benefit Cap
As of January 1, 2025, the maximum weekly benefit for Paid Family Leave has increased to $1,152.85, up from $1,131.08 in 2024. This reflects 67% of the statewide average weekly wage (SAWW), which is now $1,720.67.
HR Takeaway: Update internal leave request forms, payroll systems, and benefits documentation to reflect the new benefit amount.
2. No Change in Employee Contribution Rate
The employee contribution rate remains at 0.373% of an employee’s gross wages, capped at the annual maximum of $64.75. There is no employer-paid portion, but employers are still responsible for facilitating and administering the program.
HR Takeaway: Communicate clearly with employees during onboarding and open enrollment about their contributions and benefits, especially to avoid confusion when paychecks reflect these deductions.
3. Expanded Definition of Family Members (Still in Effect)
Although this change technically took effect in 2023, it’s worth noting for continued compliance: The definition of “family member” now includes siblings, which covers biological siblings, adopted siblings, half-siblings, and step-siblings.
HR Takeaway: Update internal PFL policy documents and employee handbooks to include siblings in the list of eligible family members for caregiving leave.
4. Streamlined Documentation and Claims Process
The NY State Insurance Fund and private carriers are implementing faster digital processing and updated claim forms, aiming to simplify the application process for employees.
HR Takeaway: Ensure your HR team is aware of the new documentation requirements and can help employees navigate the claims process efficiently.
Compliance Steps for HR Teams in 2025
With these updates, HR teams should take the following steps to stay compliant:
1. Review and Update Policies
Make sure your PFL policies reflect the 2025 benefit amounts, contribution rates, and updated definitions of eligible family members.
2. Communicate with Employees
Clear, proactive communication around these changes is vital. Use multiple formats, email, posters, intranet, and training sessions, to keep employees informed.
3. Train Your HR Staff
Ensure your HR, payroll, and benefits teams are well-trained on the new regulations, especially when helping employees through the application process.
4. Coordinate with Insurance Providers
Check with your PFL carrier to verify that all documentation, payroll systems, and processes are up to date with the latest state mandates.
5. Audit Your Leave Management Systems
Make sure your time and attendance software is compatible with PFL tracking and includes the correct wage cap and duration for 2025.
FAQs About New York’s 2025 PFL Changes
Q1: Are employers required to pay any portion of the PFL benefit?
A: No, PFL is entirely employee-funded through payroll deductions.
Q2: How many weeks of leave are available in 2025?
A: Employees are still entitled to 12 weeks of PFL per year.
Q3: Can employees take PFL intermittently?
A: Yes, eligible employees may take PFL in full-day increments as needed.
Q4: Are part-time employees eligible?
A: Yes, eligibility is based on hours worked and length of employment.
Why Compliance Is Non-Negotiable
Non-compliance with New York’s PFL laws can lead to significant penalties, including fines and legal liabilities. But beyond legal risks, non-compliance can damage your organization’s reputation and employee morale.
By staying up to date with the 2025 PFL changes, HR teams can foster a more supportive and legally sound workplace environment, ultimately improving employee retention and satisfaction.
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Final Thoughts
New York’s 2025 Paid Family Leave updates continue to reflect the state’s commitment to work-life balance and employee well-being. For HR professionals, now is the time to act, review your policies, communicate with staff, and ensure full alignment with the new guidelines.
