---
title: NY PFL - The Complete Guide for 2025
description: Employers in New York must not only manage compliance with state sick leave laws, but New York Paid Family Leave as well.
image: https://www.employerpass.com/hubfs/AI-Generated%20Media/Images/Young%20parents%20bonding%20with%20their%20new%20born%20child%20at%20home-2-1.jpeg
---
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## Employer Insights
# New York Paid Family Leave - The Complete Guide for 2025
by [Carlee Northrup](https://www.employerpass.com/employer-insights/author/carlee-northrup), on Feb 28, 2025, 1:15:00 PM
New York labor law compliance is challenging, and New York Paid Family Leave (PFL) is a perfect example of why. With requirements for employee leave, payroll deductions, and more, NY PFL is quite complex. Here is everything you need to know about New York Paid Family Leave in 2025.
## New York Paid Family Leave Overview
[New York Paid Family Leave](https://paidfamilyleave.ny.gov/employers) is an additional leave law that employers must adhere to in the state. New York Paid Family Leave involves eligibility requirements for both businesses and leave requests, as well as payroll deductions and insurance requirements.
### Who Is Covered by New York Paid Family Leave?
Paid Family Leave in New York applies to employees who work 20 hours or more per week for at least 26 consecutive weeks.
All employees working less than that become eligible after the 175th day non-consecutive worked. Thus, all businesses in New York must comply with NY PFL.
Important to note are [certain eligibility requirements](https://paidfamilyleave.ny.gov/eligibility) specific to public employees, self-employed individuals, independent contractors, out-of-state employees, part-time, and seasonal workers.
## New York Paid Family Leave Deductions for 2025
The primary responsibility of the employer regarding New York Paid Family Leave is to ensure that they [purchase a PFL insurance policy](https://paidfamilyleave.ny.gov/obtaining-and-funding-policy) and collect the appropriate premiums from employees. This is [what funds NY PFL](https://paidfamilyleave.ny.gov/cost).
Each year, the [Department of Financial Services](https://www.dfs.ny.gov/) sets the employee contribution rate. For 2025, the employee contribution rate is 0.388% of an employee’s gross wages, taken each pay period.
The maximum annual contribution is $354.53 for 2025.
Important to also note, is that commissions and bonuses are considered wages for PFL purposes, and contributions are taken from employees’ after-tax wages ([Department of Tax Notice No. N-17-12](https://www.tax.ny.gov/pdf/notices/n17_12.pdf)).
Lastly, the employer may decide to pay for PFL insurance as an employee benefit, though this is not required.
### New York Statewide Average Weekly Wage (NYSAWW)
New York Paid Family Leave benefits and deductions are based on the New York Statewide Average Weekly Wage (NYSAWW), which is determined each year on March 31st. Paid Family and Leave deductions are scheduled to change on January 1st of each year.
The Statewide Average Weekly Wage for Paid Family Leave in 2025 is $1,757.19.
### Employer Responsibilities for Contributions
Under New York PFL, employers are responsible for collecting employee contributions, providing a [waiver](https://paidfamilyleave.ny.gov/pfl-waiver-form) for [employees who qualify](https://paidfamilyleave.ny.gov/cost#:~:text=Opting%20Out/Waivers-,Opting%20Out/Waivers,-Paid%20Family%20Leave) for one, and ultimately paying for the insurance using collected premiums.
Employers must also report employee contributions on tax Form W-2 (Box 14).
## Eligible Uses for New York Paid Family Leave
Employees in New York can use Paid Family Leave for the following reasons:
- To bond with your child within 12 months of your child's birth, adoption, or foster placement ([Paid Family Leave for Bonding](https://paidfamilyleave.ny.gov/paid-family-leave-bonding))
- To care for a close family member with a serious health condition, including family members outside of New York State ([Paid Family Leave for Family Care](https://paidfamilyleave.ny.gov/paid-family-leave-family-care))
- As of 2023, family members include:
- Spouse
- Domestic partner (including same and different-gender couples; legal registration not required)
- Child/stepchild and anyone for whom you have legal custody
- Parent/stepparent
- Parent-in-law
- Grandparent
- Grandchild
- Sibling
- When you need time to assist with family situations arising when your spouse, domestic partner, child, or parent is on active service in a foreign country or has been notified of an impending call or order of active service to a foreign country. You can take PFL for the same military-related reasons outlined in the Federal [Family Medical Leave Act (FMLA)](https://www.employerpass.com/employer-insights/family-and-medical-leave-fmla-guide).
### What Is a Serious Health Condition?
Under NY PFL, a serious health condition is an illness, injury, impairment, physical or mental condition that involves either inpatient care or continuing treatment.
## How Long Is New York Paid Family Leave?
Effective and unchanged since 2023, New York employees may take up to 12 weeks of job-protected leave for reasons outlined under New York Paid Family Leave. Time off can be taken all at once or within full-day increments.
## New York PFL Compensation in 2025
For 2025, employees who take Paid Family Leave will receive 67% of their average weekly wage, up to a cap of 67% of the current New York Statewide Average Weekly Wage (see above). For employees who earn or exceed a weekly wage of $1757.19, the maximum weekly benefit is $1,177.32.
## Job Protection Requirements
New York Paid Family Leave has some of the strongest job protection requirements in the country. Including:
- Ensuring workers can return to the same job (or a comparable one) when they return from Paid Family Leave
- Ensuring workers keep their health insurance while on leave on the same terms they had while working
- Protection from discrimination or retaliation against workers for requesting or taking Paid Family Leave
## Employer Responsibilities, Recordkeeping, and Posting Requirements
Employees are required to give 30 days advance notice of taking any foreseeable paid family leave. Otherwise, the employee will notify their employer as soon as practicable.
Employers are required to:
- Have Paid Family Leave information written in an employee handbook **OR **request forms available to employees upon request (recommended)
- Maintain written guidance for employees concerning paid family leave rights and obligations, including information on how to file a PFL claim
- Provide the [Statement of Rights for Paid Family Leave](https://www.ny.gov/sites/default/files/atoms/files/1711-PFL-271SFormFill.pdf) to employees when they take PFL or take time off from work for a PFL-qualifying life event, but have not requested PFL
- Upon securing PFL insurance, obtain [Form PFL-120](https://paidfamilyleave.ny.gov/pfl-120-form) from their insurance carrier or licensed agent and display it in a conspicuous location in the workplace
## Get Help with New York Paid Family Leave
Considering New York PFL is one of the tougher areas of [New York Labor Law compliance](https://www.employerpass.com/employer-insights/new-york-labor-laws), you may need help.
Whether you are looking for modern Human Capital Management solutions for your business or looking for [HR services in New York](https://www.ebchcm.com/services/hr-services), companies such as EBC HCM have the experience you need when it comes to NY PFL.
To learn more about how seeking help from a [New York payroll and HR company](https://www.ebchcm.com/?hsLang=en) can help you better manage your business, [contact one](https://www.ebchcm.com/about-us/contact) today.
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### Guest Author: Linda Walleshauser
Linda Walleshauser is a senior-level certified human resources professional at HR Services at EBC HR & Payroll Solutions, a leading [New York Payroll and HR provider](https://www.ebchcm.com/), serving businesses throughout New York State and beyond. Linda has successful experience in leadership roles as a human resources executive, trusted advisor, total rewards manager, and strategic consultant. Linda's expertise also extends to leadership experience in higher education, manufacturing, and healthcare organizations, as well as strategic planning with executive teams in all industries. Everyday, Linda effectively develops and implements HR policies that drive improvement in organizational culture, employee performance, and operating results. Known for her strategic focus in organizational development, benefits and compensation programs, recruitment and retention, contract negotiations, career development, systems management, and retirement programs, Linda is committed to community service through board membership and volunteerism for many non-profit organizations in the Western New York area.
Topics:[Compliance](https://www.employerpass.com/employer-insights/tag/compliance)[New York Labor Laws](https://www.employerpass.com/employer-insights/tag/new-york-labor-laws)[Employee Leave Laws](https://www.employerpass.com/employer-insights/tag/employee-leave-laws)
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---
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