Attention New York employers: A significant update to employee benefits is on the horizon. Starting January 1, 2025, an amendment to New York Labor Law section 196-b will require you to provide 20 hours of paid prenatal leave annually to your pregnant employees. This change aims to support expectant workers, and as a business, it’s time to prepare. Here’s everything you need to know about this new requirement, why it matters, and how to smoothly integrate it into your company’s operations.

A New Benefit That Goes Beyond Sick Leave

This amendment isn’t just about adding more sick days — it’s about recognizing the unique needs of pregnant employees. The 20 hours of paid prenatal leave is specifically designed for essential health care services related to pregnancy, and may be taken for “health care services received by an employee during their pregnancy or related to such pregnancy, including physical examinations, medical procedures, monitoring and testing, and discussions with a health care provider related to the pregnancy.”

Flexibility That Works for Employees and Employers

One of the standout features of the new paid prenatal leave is its flexibility. Employees can take their leave in hourly increments rather than full or half days. This allows your staff to attend quick appointments or consultations without taking significant chunks of time off. Giving employees the option to use prenatal leave hour by hour minimizes disruption to your operations. Instead of struggling to manage lengthy absences, you’ll be able to keep workflow steady while meeting employees’ needs.

Complement, Don’t Compete: Working With Existing Leave

Paid prenatal leave isn’t a replacement for other types of leave — it’s an additional entitlement. Your employees still have access to paid sick leave, family leave, and any other leave benefits currently in place. Think of this as an opportunity to provide comprehensive support to your staff, covering both prenatal and postnatal periods.

Use this time to review your company’s current leave policies and ensure they’re aligned with the new regulations. Look for opportunities to streamline and clarify your benefits package to make it easier for employees to navigate.

How to Prepare: Get Ahead of the January 2025 Deadline

January 2025 might feel like a distant date, but it’s wise to start planning now. The New York State Department of Labor is expected to release additional guidance before the amendment takes effect. In the meantime, conduct an internal review to ensure you’re ready for a seamless transition.

What Employers Should Do Now:

1. Audit your current leave policies to identify any necessary changes.

2. Communicate with your HR team about the upcoming requirements.

3. Educate managers and supervisors on how to handle prenatal leave requests appropriately.

Managing Compliance: Getting the Details Right

Compliance is key, and understanding the specifics of the new law is crucial. Paid prenatal leave must be compensated at the employee’s regular rate of pay or the state’s minimum wage, whichever is higher. This means careful attention needs to be paid to payroll systems and leave tracking. Avoid potential pitfalls by preparing your systems and processes ahead of time.

Work closely with your payroll team to adjust systems accordingly, ensuring hourly leave is properly recorded and compensated.

Communicating Changes Effectively to Your Team

Introducing a new leave policy requires clear and effective communication. Employees should understand their entitlements and how to request them. This is a chance to reinforce your company’s commitment to a supportive workplace, but it’s also an opportunity to minimize confusion by laying out the rules clearly.

Use multiple channels — like email, team meetings, and the company intranet — to explain the new policy. Offer FAQs, provide examples, and encourage employees to ask questions. Clear communication is the best way to prevent misunderstandings.

Consider a dedicated info session or Q&A workshop for employees to go over the new leave details. Having an HR representative present can help clarify any concerns in real-time.

The Bottom Line: A Step Toward a More Supportive Workplace

New York’s paid prenatal leave amendment is a step toward fostering a healthier, more inclusive work environment. For employers, it’s a chance to demonstrate a genuine commitment to employee well-being while enhancing company culture. By getting ahead of this change, you’re setting the stage for a supportive workplace that benefits everyone.

Don’t treat this amendment as just another box to check off. Use it as a foundation to build a broader culture of care, where employees feel valued, supported, and motivated to give their best.

As January 1, 2025, approaches, take the time to prepare, educate, and engage. By doing so, you’ll be ready to offer a benefit that not only supports your pregnant employees but boosts your company’s reputation as a great place to work.