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New York will terminate its COVID-19 paid sick leave policy effective August 1, 2025, shifting back to standard sick leave laws. This change comes with a decline in COVID-19 hospitalizations and aligns state regulations with current health guidelines. The original policy, introduced during the pandemic, provided job protection and financial support for workers in isolation. Post-expiration, New Yorkers will rely on standard Paid Sick Leave law, which grants a certain number of paid hours based on company size. Employers are encouraged to update their sick leave policies accordingly.
New York will end its COVID-19 paid sick leave policy, effective August 1, 2025, transitioning back to standard sick leave laws. The decision follows a significant reduction in hospitalization rates related to the virus and reflects changing health guidance in the wake of the pandemic.
The COVID-19 quarantine leave, initially implemented in March 2020 under then-Governor Andrew M. Cuomo, was designed to provide workers in New York with job protection and financial compensation during isolation. This legislation offered specific paid and unpaid leave mandates based on the size of the employer, allowing for up to 14 paid days for larger companies and five unpaid days for smaller employers.
As of early this week, COVID-19 hospitalizations on Long Island number 53, down from a peak of 169 reported in February. Additionally, statewide hospitalizations reached 1,000 in early January, significantly lower than the overwhelming 18,825 hospitalizations witnessed in early April 2020. By the end of July 2025, the state expects total hospitalizations to drop to around 261.
Governor Kathy Hochul’s 2024-25 budget proposal included the termination of the COVID-19 paid sick leave as part of efforts to align state regulations with current health conditions. Once this policy expires, New York will be the last state in the nation to eliminate COVID-specific paid sick leave benefits.
After the expiration of COVID-19 paid sick leave, New Yorkers who fall ill will need to rely on the standard Paid Sick Leave law. Under this law, employees at companies with fewer than 100 workers are entitled to 40 hours of paid sick leave annually, while those at larger companies (with more than 100 employees) are eligible for 56 hours. Paid sick leave accrues at a rate of one hour for every 30 hours worked.
The original COVID-19 leave policy allowed for three instances of paid sick leave: once for caring for an ill family member and twice for personal illness. As the legislation evolved, it permitted employees to take paid leave without a mandatory quarantine order, thereby providing greater flexibility in its application.
Parents who need to care for seriously ill family members can still access benefits through New York’s Paid Family Leave law, which allows for up to 12 weeks of paid leave for family caregiving responsibilities. Resources regarding application details for Paid Family Leave can be found on the state’s website or through the designated helpline.
Experts predict that this transition will prompt employers across New York to revisit and amend their sick leave policies, especially regarding their employee handbooks. While employers are not required to notify the state about the expiration of the COVID-19 leave policy, it is advisable that they update their guidelines accordingly.
In summary, following the cessation of COVID-19 paid sick leave, employees will treat the virus similarly to standard illnesses like the flu when it comes to sick leave policies. As New York navigates away from pandemic-specific regulations, workers will need to adapt to the traditional sick leave protocols available in the state.
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