Overview
- Effective February 22, all NYC employers must front‑load an immediately available 32‑hour unpaid protected‑time bank each year with no carryover, in addition to existing paid ESSTA time.
- Covered uses now include official disaster travel orders, workplace or school and childcare closures, caregiving for minors or care recipients, workplace‑violence responses, and housing or subsistence‑benefit proceedings.
- Employers must also provide 20 hours of paid prenatal leave within any 52‑week period separate from ESSTA safe and sick time.
- DCWP proposed rules require pay stubs to show paid and unpaid “protected time off” accrued, used and balances, and mandate distribution and posting of an updated Notice of Employee Rights; a March 2 hearing was held and final rules are pending.
- Enforcement exposure is growing as workers may sue or file DCWP complaints with treble damages and $500‑per‑violation fines available, and employers cannot force employees to use leave when closures prevent work.