Are your sick leave practices ready for upcoming compliance changes?

New York City has adopted amended final rules regarding paid and unpaid sick/safe time requirements. The new rules take effect July 23, 2026.

Most of the changes reflect the requirements that became effective earlier this year and the guidance previously issued by the City. However, there are two notable updates affecting terminated employees that employers should be aware of:

Link to Post-Termination Sick Time Balance Notification Post-Termination Sick Time Balance Notification

Employers that use an electronic system to provide employees with sick/safe time accrual and balance information now have an additional post-termination obligation.
Upon termination, such employers must either:

  • Continue providing access to the electronic system for 6 months, or
  • Provide a written statement showing the employee’s accrued, used, and remaining paid and unpaid sick/safe time balance from the last pay period, no later than 1 week following the employee’s last payday date.

Link to Reinstatement of Unpaid Sick/Safe Time Upon Rehire Reinstatement of Unpaid Sick/Safe Time Upon Rehire

If an employee is terminated and then rehired within the same year, any unused unpaid sick/safe time must be reinstated.

For the amended rules, see:
DCWP-NOA-Rules-Relating-to-Earned-Safe-and-Sick-Time-Act.pdf

Employers should review and update their sick leave policies and termination procedures to ensure compliance with these new requirements.