New York Disability Benefits and Paid Family Leave

Group Benefits

NY PFL & DBL

New York made emergency changes to its PFL program in March 2020 to respond to the COVID-19 crisis and give employees greater access to Paid Sick Leave, PFL and DBL. If you work for a company with less than 100 employees, you can download the Leave forms here.
Group Benefits
New York enacted PFL in 2016 and implemented the program in phases over 4 years.
 
New York does not have a state-administered fund for Paid Family Leave. The state partners with a vendor carrier, New York State Insurance Company, to administer DBL and Paid Family Leave benefits. Employers must work with the NY State Insurance Fund, a private insurance carrier or self-fund their own DBL and PFL program – with state approval. While employers will self-administer Paid Sick Leave, The Hartford will administer both Statutory Disability and Paid Family Leave benefits.
 

Key Dates

  • January 1, 2023: The definition of family member for NY PFL will expand to include siblings. This will include a biological or adopted sibling, a half-sibling or step sibling.
 
 

Tools and Resources

The Hartford has prepared guides to help employers with employees in NY.
 

Frequently Asked Questions

  • Welcoming a new child (through birth, adoption or foster placement) under PFL.
  • Caring for a seriously ill family member under PFL.
  • Respond to certain military-connected events, such as the time required to prepare for a family member’s pre- or post-deployment under PFL.
  • DBL covers an employees’ own personal illness or injury – unrelated to their job.
The PFL benefit rate will remain at 67 percent in 2024. The duration of benefits is 12 weeks. The maximum benefit per week is based on the New York State Average Weekly Wage (SAWW.) The 2023 weekly benefit maximum is $1,131.08 and will increase to $1,151.16 in 2024.
 
Benefits for DBL are 50 percent of an employee's average weekly wage, up to the maximum benefit of $170 a week.
 
There’s a combined maximum of no more than 26 weeks of DBL and PFL allowed in a 52 week period.
 
PFL Changes 2022 2023 2024
Rate 0.511% 0.455% 0.373%
Maximum Employee Contribution $423.71 $399.43 $333.25
NY Statewide Average Weekly Wage $1,594.57 $1,688.19 $1,718.15
Employee Annual Wage Cap $82,917.64 $87,785.88 $89,343.80
Benefit % 67% 67% 67%
Maximum Benefit $1068.36/week $1,131.08/week $1,151.16/week
Duration 12 weeks 12 weeks 12 weeks
PFL is employee funded through payroll deductions. Employers are responsible for collecting payroll deductions for PFL but are not required to contribute to the program. Employers may choose to cover some or all of the employee cost themselves.
 
The PFL employee deduction for 2023 is 0.455 % of the employee’s gross wages up to $399.43/year.
 
The PFL employee deduction for 2024 is 0.373 % of the employee’s gross wages up to $333.25/year.
 
DBL is funded by a rate determined by the insurance carrier. The rate may vary depending on if the employer has more or less than 50 employees. 
Private insurance provides benefits on a fully-insured basis – usually added as a rider to their Disability Insurance policy. Employers can also self-fund a PFL program after receiving approval from the New York State Workers’ Compensation Board. PFL can only be self-funded if the employer’s Disability insurance is also self-funded.
The Hartford is the leading New York State Disability and Paid Family Leave insurance carrier providing group disability, life, and absence benefits,1 and remains committed to providing statutory benefits for those who work in New York, including PFL.
 
The Hartford manages PFL in conjunction with the DBL. As New York DBL and PFL have a shared maximum duration, we cannot provide standalone coverage for Paid Family leave.
Please reach out to your employee benefits representative at The Hartford for additional information.
 
 
6518f NS 09/23
 
Statutory Disability Form Series includes GBD-1850, or state equivalent and Statutory Family Leave Form Series includes GBD-1851 or state equivalent.
This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
 
The Hartford Financial Services Group, Inc., (NYSE: HIG) operates through its subsidiaries, including underwriting companies Hartford Life and Accident Insurance Company and Hartford Fire Insurance Company, under the brand name, The Hartford®, and is headquartered at One Hartford Plaza, Hartford, CT 06155. For additional details, please read The Hartford’s legal notice at www.thehartford.com.