New York Paid Family Leave (PFL): Eligibility, Rates & Employer Guide (Updated 2026)
Last updated: October 2025
New York’s Paid Family Leave (PFL) program provides employees with job-protected, paid time off to bond with a new child, care for a seriously ill family member, or assist loved ones when a family member is deployed on active military service.
This page summarizes the 2026 PFL benefit rates, eligibility rules, employer obligations, and how PFL interacts with other leave laws such as the federal Family and Medical Leave Act (FMLA).
Tip for Employers: Bookmark this page — it’s updated each fall when New York announces new PFL contribution and benefit levels.
2026 Paid Family Leave Rates & Benefits
Each year, the New York Department of Financial Services sets employee contribution and benefit levels for Paid Family Leave.
The 2026 contribution and benefit rates are as follows:
| Category | 2025 | 2026 (New) |
|---|---|---|
| Employee contribution rate | 0.388% of wages | 0.432% of wages |
| Annual wage cap | $91,373.88 | $95,348.76 |
| Maximum annual contribution | $354.53 | $411.91 |
| Maximum weekly benefit | $1,177.32 | $1,228.53 |
Employees pay for PFL through payroll deductions. Employers remit those deductions to their disability/PFL insurance carrier.
Who Is Eligible for New York Paid Family Leave?
Paid Family Leave covers nearly all private-sector employees in New York State. Eligibility depends on the employee’s schedule and length of service:
| Employee Type | Eligible After | Notes |
|---|---|---|
| Full-time (20+ hours/week) | 26 consecutive weeks of employment | Coverage continues unless employment ends |
| Part-time (<20 hours/week) | 175 days worked | Not necessarily consecutive |
| Self-employed | Must purchase a PFL policy | Minimum two-year commitment |
Covered reasons for leave include:
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Bonding with a new child (birth, adoption, or foster placement)
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Caring for a family member with a serious health condition
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Assisting with family military deployment
Employer Responsibilities
Employers must:
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Maintain coverage — either through a private carrier or the state plan.
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Collect and remit employee contributions via payroll deduction.
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Post the required PFL notice in a conspicuous location.
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Provide written guidance to employees on how to request leave.
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Ensure job protection upon return and continuation of health insurance.
Employers may not require employees to use accrued vacation before using PFL, but coordination with other paid leave policies is permitted if done consistently.
New York Paid Family Leave vs. FMLA
Although they often apply simultaneously, PFL and FMLA are separate laws.
| Feature | New York PFL | Federal FMLA |
|---|---|---|
| Coverage | Most private employers (1+ employee) | Employers with 50+ employees |
| Pay | Partial wage replacement | Unpaid |
| Duration | Up to 12 weeks | Up to 12 weeks |
| Job protection | Yes | Yes |
| Reason for leave | Family bonding, caregiving, military related | Family bonding, family or personal medical leave, military related |
| Eligibility | 26 weeks FT / 175 days PT | 12 months, 1,250 hours worked |
Tip: When both laws apply, employers may run PFL and FMLA concurrently to avoid doubling the leave period.
Forms, Notices & Deadlines
Employers must provide:
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PFL-1: Request for Paid Family Leave form
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PFL-2 to PFL-5: Event-specific certification forms
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Annually updated Employer Coverage Notice (Form PFL-120) from their insurance carrier
The Workers’ Compensation Board website hosts all current forms: New York Paid Family Leave Forms →
Reminder: Update your PFL posters each January, and verify that contribution rates in your payroll system match the current year.
Frequently Asked Questions on New York Paid Family Leave
What changed for Paid Family Leave in 2026?
The 2026 rates, wage cap, and maximum weekly benefit have been increased as indicated above. Employee contributions also increased.
How much does Paid Family Leave cost employers?
Employers pass through the cost to employees via payroll deductions. The only employer expense is administrative (payroll setup and carrier remittance).
Can employees take both PFL and FMLA?
Yes. If eligible under both, they typically run concurrently.
Are public employers covered?
Most are not covered by default. The law permits opt-in under certain circumstances.
Can employees take intermittent PFL?
Yes, in full-day increments only.