New York City Employees Granted Sick Leave

Workers in New York City gained strong sick leave protection after 2014. The Earned Sick Time Act began on April 1, 2014. The rule stops companies from firing staff for taking sick days. This law covers all workers including exempt roles. Executives, managers, and professionals get the same 40-hour yearly leave option.

Paid and Unpaid Leave Rules by Company Size

• Companies with 5 or more employees must provide 40 hours of paid sick leave each year.
• Companies with fewer than 5 employees must provide 40 hours of unpaid sick leave.
  The law protects workers no matter the industry or job title.

When Workers Can Use Sick Hours

Employees can use sick hours for:
• Personal illness
• Family member sickness
• Public health emergencies
• School closures due to health risks
Parents can claim leave when their child’s school closes during a crisis. Workers can also support sick relatives without fearing job loss.

Unused Sick Hours Policy

Companies must roll unused hours into the next year. Employers may also pay out unused hours if policy allows. This helps workers plan long-term health and family care.

How This Law Helps Workers

Sick leave offers real benefits for employees and families. Here are key improvements:

• Workers recover without stress.
• Families get protected care time.
• Parents manage school closures safely.
• Staff see doctors and rest before returning.
  The law also helps companies. Healthy workers improve productivity when they return. Sick teams reduce attendance, so illness spreads less. This protects the workplace and customers too.

Company Responsibilities Under This Law

Businesses must now take clear steps:
✅ Track sick leave hours
✅ Train HR teams
✅ Document policies
✅ Follow top-up pay rules when needed
Firms must follow hiring and benefits rules under labor standards from the United States Department of Labor.

A Growing Model for Other Cities

Many labor experts say NYC’s act sets a strong example. Several cities study similar laws for worker health and family care. It shows that fair illness support reduces burnout. Loyal staff also stay longer at firms that follow clear care policies. This builds long-term trust in work communities. The act marks a major worker-first policy step in New York State.