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Which New York leave laws does Tilt manage or support?

Your guide to NY DBL, PFL, and Prenatal Leave


Quick answer
Tilt fully manages three New York leave laws with standard steps and communications: NY Disability Benefits Law (DBL), NY Paid Family Leave (PFL), and the NY Prenatal Leave Law. Tilt also supports about 8 additional New York leave laws (like jury duty and blood donation leave) on a more customized basis during implementation — some employers prefer to handle these in-house. New York's paid sick and safe time laws are generally not supported by Tilt, since they function more like PTO with accrual and carryover.

Who this applies to / Prerequisites

  • Employers and employees covered by New York state leave laws
  • Applies to private employers; public/state employers may have additional or different requirements
  • Tilt also manages disability and pregnancy accommodation laws at the state and federal level — contact your Leave Success Manager with questions on those

How Tilt's New York leave support is organized

  1. Fully managed laws: NY DBL, NY PFL, and the NY Prenatal Leave Law each have standard Tilt processes, steps, and communications. See the dedicated article for each law for full eligibility, duration, and process details.
  2. Supported laws: Tilt supports around 8 additional New York leave laws less frequently, customizing steps during implementation as needed. Some employers choose to handle these in-house rather than initiate Tilt's leave process, particularly for sensitive situations. See the New York supported leave laws reference article for the full list.
  3. Not supported: The New York Paid Sick Leave law and related city/county ordinances are generally not supported by Tilt, since these function more like PTO with accrual and carryover, and most employers manage them through existing time and attendance systems.

What if it doesn't work

  • Not sure which category a specific New York leave law falls into: Check the dedicated article for the three fully managed laws first; if it's not one of those, check the supported laws reference article.
  • Need a supported law customized for your organization: Reach out to your Tilt contact to discuss implementation options.
  • Employee requesting paid sick/safe time: This is generally handled through your existing time and attendance system, not Tilt's leave process.
  • Question about disability or pregnancy accommodations: Contact your Leave Success Manager — Tilt manages these separately at the state and federal level.
  • If none of these apply, contact your Tilt contact or Leave Success Manager.

Limits and exceptions

  • This article covers private employer requirements. Public/state employers may have additional or different obligations.
  • Paid sick and safe time laws (state and local) are not covered by Tilt's leave management process.
  • Whether a supported law is initiated through Tilt or handled in-house is an employer choice, not a fixed rule.

Related questions

  • Does Tilt manage NY DBL and NY PFL?
  • What New York leave laws does Tilt not support?
  • Does Tilt handle New York paid sick leave?
  • How is NY DBL different from NY PFL?
  • Who do I contact to customize a supported leave law for my company?