How does New York Paid Family Leave (NY PFL) work?

Quick answer
NY PFL provides up to 12 weeks of partial wage replacement, plus job and benefit protection, in a rolling backward 52-week period for employees caring for a family member with a serious health condition, bonding with a new child, or handling a qualifying military exigency. To be eligible, a full-time employee needs at least 26 consecutive weeks of work for a covered employer, or a part-time employee needs at least 175 days. NY PFL pays up to 67% of average weekly wage, capped at $1,228.53/week for 2026, with no waiting period.

Who this applies to / Prerequisites

Employers with at least one qualifying employee working in New York (applies to almost all employers, with limited exceptions)
Full-time employees with at least 26 consecutive weeks of work for a covered employer, or part-time employees with at least 175 days worked
NY PFL's "family member" definition is broad: children (biological, adopted, foster, step, ward, or in loco parentis), adult children, a domestic partner's child, parents (biological, adoptive, foster, step, legal guardian, or in loco parentis), parents-in-law, grandparents, grandchildren, spouses, domestic partners, and siblings

Qualifying reasons

Caring for a qualifying family member with a serious health condition, including pregnancy.
The birth of a child, and bonding with the newborn within a year of birth.
The placement of a child with the employee for adoption or foster care, and bonding within a year of placement.
A qualifying exigency arising from a spouse, domestic partner, child, or parent's covered active duty or call to active duty.

How NY PFL works

Confirm the employer is a "covered employer" — this status applies four weeks after having one or more employees working in New York for 30+ days in a calendar year.
Confirm the employee meets the tenure requirement: 26 consecutive weeks (full time) or 175 days (part time).
There is no waiting period for NY PFL.
NY PFL pays up to 67% of average weekly wage, capped at $1,228.53/week for 2026.
Benefits can be used intermittently, but must be taken in full-day increments only.
Employers fund NY PFL and may take a payroll deduction from employees to offset the cost. Coverage is usually obtained through a private carrier (often a rider on the employer's disability policy); some employers are self-funded.
NY PFL runs concurrently with FMLA when applicable.

What if it doesn't work

Employee has already used significant NY DBL time this year: NY DBL and NY PFL share a combined cap of 26 weeks in a 52-week period.
Employee wants to use partial-day increments: Not permitted — NY PFL must be used in full-day increments only.
Unsure whether a specific relative qualifies as "family member": NY PFL's definition is broader than many other leave laws — check the list above, which includes in loco parentis relationships and domestic partners' children.
If none of these apply, contact your Leave Success Manager.

Limits and exceptions

NY PFL and NY DBL share a combined 26-week cap within a rolling 52-week period.
The maximum weekly benefit for 2026 is $1,228.53, based on up to 67% of average weekly wage.
Must be used in full-day increments, even when taken intermittently.
Unlike NY DBL, NY PFL includes job and benefit protection.