United States Leave Laws and Holidays

New York law requires employers to provide paid sick leave to employees. The amount of sick leave depends on the size of the employer's business, with larger businesses required to provide more leave. Employees earn 1 hour of sick leave for every 30 hours worked.

Employees must notify their employer as soon as possible, ideally in advance, if they are unable to work due to illness or injury. If the employee's absence is foreseeable, they must give reasonable notice.

Employees need approval from their employer to take sick leave, and the employer may require a doctor's note for absences exceeding a certain duration.

Employers may offer additional sick leave at their discretion, but there is no state requirement for additional quota beyond the statutory sick leave entitlement.

Employees accrue sick leave at the rate of 1 hour for every 30 hours worked. Accrued leave can be used for personal illness, medical appointments, or care for a family member.

Unused sick leave can be carried over to the next year, but employers are not required to pay out unused sick leave at the end of the year. The carryover amount is typically limited to a set number of hours.

Employees are not entitled to a payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year.

Employees can use their accrued sick leave to care for a sick family member, and the law requires employers to provide notice of employees' rights under the sick leave law.

New York offers 12 weeks of paid parental leave under its Paid Family Leave law, which applies to both mothers and fathers for bonding with a new child.

For parental leave, employees must notify their employers 30 days in advance if the leave is foreseeable. If it is not foreseeable, employees should provide as much notice as possible.

Employees must seek approval from their employer and provide documentation, such as a birth certificate or adoption papers, for parental leave.

The law mandates a specific quota of 12 weeks for parental leave, and additional leave would depend on the employer's policy.

Paid Family Leave benefits, including parental leave, are based on a percentage of the employee's average weekly wage, with a cap on the weekly benefit.

Parental leave must be used within the calendar year and cannot be carried over to the next year.

Unused parental leave is not paid out when the employee leaves the company.

There is no payout for unused parental leave at the end of the year.

Employees may take parental leave in intermittent blocks, but they must coordinate with their employer to ensure minimal disruption to business operations.

New York provides up to 26 weeks of disability leave for employees who are unable to work due to a non-work-related injury or illness. The benefit amount is a percentage of the employee's wages.

Employees are required to notify their employer as soon as they are unable to work due to illness or injury. A doctor’s note may be required for absences over a certain period.

Disability leave requires employer approval, and employees must provide supporting medical documentation.

There is no provision for additional disability leave beyond the 26 weeks provided by the state.

Disability benefits are paid at a percentage of the employee's wages, subject to state maximum limits. The accrual of these benefits depends on the specific employer's insurance plan.

Disability leave must be used within the designated time frame and cannot be carried over to the following year.

Employees do not receive any payout for unused disability leave upon termination.

Unused disability leave is not paid out at the end of the year.

Employees seeking disability benefits must apply through the state disability insurance program, and they may need to provide medical documentation of their illness or injury.

New York does not mandate bereavement leave by state law. It is generally provided at the discretion of the employer, and the duration depends on company policy.

Employees should inform their employer as soon as possible after a family member’s death to arrange for time off.

Bereavement leave generally requires employer approval, and some employers may ask for documentation like a death certificate."

Employers may choose to provide additional bereavement leave at their discretion, but it is not a legal requirement.

Since bereavement leave is generally offered by the employer as a benefit, it is typically not accrued like other types of leave.

Bereavement leave is typically not carried over as it is a one-time benefit offered as needed.

Unused bereavement leave is not paid out upon termination of employment.

There is no payout for unused bereavement leave at the end of the year.

Employers may offer paid bereavement leave, but it is not a requirement under New York state law.

New York state law requires employers to allow employees to take time off for jury duty. Employers may not penalize employees for serving on a jury.

Employees should inform their employer as soon as they receive a jury duty summons. Some employers may ask for documentation to verify the need for time off.

Employees must inform their employer about their jury duty summons, and the employer must grant leave for the duration of the jury service.

Jury duty leave is granted based on the length of the employee's service on a jury, and no additional quota is provided beyond the leave required by law.

Jury duty leave is not typically accrued. Employees are entitled to take time off as needed for jury service.

Jury duty leave is specific to the period of service and cannot be carried over.

Employees do not receive a payout for unused jury duty leave if they leave the company.

There is no payout for unused jury duty leave at the end of the year.

While not required, some employers may choose to pay employees for jury duty leave, but this is at the discretion of the employer.

New York law requires employers to provide up to 2 hours of paid time off for employees to vote in general elections.

Employees must notify their employer in advance if they need time off to vote. The notice period is generally flexible but should be given as early as possible.

Employees must seek approval from their employer to take time off to vote, and employers may require employees to vote during non-work hours if possible.

The law provides up to 2 hours of leave for voting, and employers are not required to provide more than this.

Voting leave is not accrued and is granted specifically for the purpose of voting in elections.

Voting leave is provided for a specific purpose and cannot be carried over to the next year.

There is no payout for unused voting leave when an employee leaves the company.

Unused voting leave is not paid out at the end of the year.

Employers cannot discriminate against employees who take voting leave, and they must ensure that employees have the opportunity to vote during working hours.

New York's Paid Family Leave program allows employees to take up to 12 weeks of paid leave to care for a seriously ill family member, bond with a newborn, or handle certain military family responsibilities.

Employees are required to provide at least 30 days' notice when taking Paid Family Leave if the leave is foreseeable. If not, employees should provide notice as soon as practicable.

Employer approval is necessary for Paid Family Leave, and employees must submit proper documentation to support the reason for the leave.

The law specifies a set number of weeks (12 weeks) for Paid Family Leave. Employers may not offer additional Paid Family Leave, but they can supplement the benefit with additional paid leave if desired.

Paid Family Leave is funded through payroll deductions and is calculated as a percentage of the employee's average weekly wage, subject to a maximum weekly benefit.

Paid Family Leave must be used within the calendar year and does not carry over to the next year. Employees must use the leave within the year it is granted.

Employees are not entitled to receive a payout for unused Paid Family Leave if they leave the company.

Paid Family Leave does not carry over or get paid out at the end of the year.

Employees may take leave to care for a family member with a serious health condition, to bond with a new child, or for military family leave. Employers may not discriminate against employees who take Paid Family Leave.