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NYS Policy Update: Labor Issues in the FY2025 Enacted Budget

On Saturday, April 20th, New York State passed its $237B FY2025 budget. This enacted budget includes a number of key provisions that human resource professionals need to know about to ensure organizations stay prepared and stay in compliance. Below are some of the key issues HR managers should be aware of:


  • Establish Paid Prenatal Leave (PPGG, Part M)
    The Enacted Budget provides eligible pregnant employees the ability to take up to 20 additional hours of paid personal leave for prenatal medical appointments. The permitted appointments may be used 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. The 20 hours are provided within a 52-week calendar period, available in hourly increments. Employees must be compensated at the employee's regular rate of pay, or the applicable minimum wage established pursuant to section six hundred fifty-two of the Labor Law, whichever is greater. Employers are not required to pay employees for unused time. This will take effect on January 1, 2025.


  • Require Paid Breaks for the Expression of Breast Milk (ELFA, Part J)
    The Enacted Budget requires paid breaks for up to 30 minutes for mothers who are nursing. Employees that take excess of 30 minutes would be permitted to be covered using existing paid break or mealtime.


  • Sunset of COVID-19 Sick Leave Law (ELFA, Part M)
    The Enacted Budget sunsets the COVID-19 Sick Leave Law on July 31, 2025, one year later than initially proposed in the Executive Budget. The original law, enacted in 2020, requires employers to provide sick leave benefits, paid family leave, and benefits due to disability for employees subject to a mandatory or precautionary order of quarantine or isolation due to COVID-19.


  • Calculation of Weekly Unemployment Insurance Effective Date (ELFA, Part Z)
    The Enacted budget extends the effective date of legislation from 2021 (Ch.277) related to partially unemployed workers and their ability to access unemployment insurance benefits. This bill extends the effective date of certain portions of the bill to the first Monday after October 1, 2024 and allows the effective date to be extended in 15 day increments by DOL to the Legislature. In addition, the effective date cannot be extended beyond February 1, 2025.


As the voice of business for over 1,300 members in the Greater Rochester region, Greater Rochester Chamber aims to keep our members active and informed in the legislative process. This summary is not designed to be a comprehensive review of every element of the FY2025 Enacted Budget pertaining to labor. If there are any specific issues you want to learn more about, please contact Greater Rochester Chamber Chief of Staff Marc Cohen at

Greater Rochester Chamber's Human Resources Services department also offers additional data, information, and programs your business needs to compete in today’s marketplace. We can help you stay up to date and in compliance with the ever-changing HR laws and help you connect with your HR peers at other businesses. Learn more online here:


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