Understanding New York City Sick Leave Laws in 2026

3 Key Takeaways

  1. Most employees who regularly work in New York City are entitled to safe and sick leave protections under city and state law.

  2. The amount of paid or unpaid leave available depends on an employer's size and, in some cases, annual income.

  3. Recent updates have expanded employee protections, including additional leave benefits and stronger notice requirements for employers.

What New York City workers should know about sick leave

When you're dealing with an illness, caring for a family member, or navigating a difficult personal situation, taking time away from work shouldn't add unnecessary stress. New York City's Earned Safe and Sick Time Act (ESSTA) gives many employees the ability to take protected leave while helping ensure they can prioritize their health and well-being.

Understanding how these laws work can help you feel more confident about your rights and what you may be entitled to if you work in New York City.

Who is covered by New York City's sick leave law?

The Earned Safe and Sick Time Act (ESSTA) applies to most private employers in New York City, including nonprofits, small businesses, and employers of domestic workers.

Covered employees may include:

  • Full-time employees
  • Part-time employees
  • Temporary employees
  • Seasonal employees
  • Per diem employees
  • On-call workers
  • Domestic workers
  • Undocumented workers

Employees who live outside New York City may still be covered if they regularly perform work within the city.

Some individuals are not covered by the law, including certain government employees, independent contractors, students participating in federal work-study programs, and certain workers covered by collective bargaining agreements that provide comparable benefits.

For additional information about employee leave rights, visit the NYC Department of Consumer and Worker Protection.

How safe and sick leave is earned

Employees accrue safe and sick leave at a rate of one hour for every 30 hours worked, beginning at the start of employment.

The amount of leave available depends on employer size:

  • Employers with 100 or more employees must provide up to 56 hours of paid leave annually.
  • Employers with 5 to 99 employees must provide up to 40 hours of paid leave annually.
  • Employers with four or fewer employees must provide up to 40 hours of unpaid leave unless the employer's net income exceeds $1 million, in which case the leave must be paid.

Unused accrued leave generally carries over from year to year, although employers may limit how much leave can be used annually based on applicable legal limits.

When can safe and sick leave be used?

Safe and sick leave may be used for a variety of personal and family needs.

Employees may use leave if they have been affected by:

  • Mental or physical illness, injury, or health conditions
  • Medical diagnosis, treatment, or preventive care
  • Caring for a family member with a health condition
  • Workplace or school closures related to a public health emergency
  • Circumstances involving domestic violence
  • Sexual offenses
  • Stalking
  • Human trafficking

These protections are designed to help workers address important health and safety concerns without fear of losing their job.

You can learn more about employee protections through the U.S. Department of Labor.

New leave requirements taking effect in 2026

As of February 22, 2026, New York City employers must provide additional leave benefits.

These include:

  • 32 hours of unpaid safe and sick leave that is immediately available at the start of employment
  • 20 hours of paid prenatal leave each year

Unlike accrued safe and sick leave, the 32 hours of unpaid leave available at the beginning of employment does not carry over into the next benefit year.

Notice requirements employers must follow

Employers are required to provide written notice explaining employee rights under the Earned Safe and Sick Time Act (ESSTA) when employment begins.

The notice must explain:

  • How leave is accrued
  • How leave may be used
  • Protection against retaliation
  • The right to file a complaint with the Department of Consumer and Worker Protection

Employers must also provide leave balance information each pay period, either on pay statements or through other written documentation.

Additionally, notices must be provided in English and in an employee's primary language when a translation is available.

Important rules employees should know

There are several additional protections and limitations under New York City's leave laws:

  • Employees who work remotely from outside New York City generally are not covered unless they regularly perform work within the city.
  • Employers may establish a minimum increment for leave usage, but it cannot exceed four hours.
  • Employers that fail to provide required notices may face civil penalties.

Understanding these details can help employees recognize when their rights may not be fully respected.

For a deeper look at how federal and state leave laws interact, the NYC Workers' Rights page provides additional guidance on your options.

Understanding your rights and next steps

New York City's safe and sick leave laws provide important protections for workers facing health challenges, family responsibilities, and difficult personal circumstances. Knowing how leave is earned, when it can be used, and what obligations employers must meet can help you make informed decisions if questions arise in your workplace.

If you're concerned that your employer may not be complying with New York City's sick leave requirements or you're unsure how these laws apply to your situation, contact us at VKV. We're here to help you understand your rights and explore your options.

How to Prepare a Strong Discrimination Claim Against Your Employer

3 Key Takeaways

  1. Workplace discrimination is illegal under both federal and New York State law, and you have protected rights whether you’re currently employed, job hunting, or have already been let go.

  2. Documentation is your most powerful tool: The earlier you start keeping records, the stronger your case will be.

  3. Time limits for filing a discrimination claim are real and strict, speaking with an employment attorney as soon as possible can make all the difference.

What you should do if you think you’re facing discrimination at work

If something feels wrong at work, if you’re being treated differently, passed over, or pushed out based on who you are, you don’t have to just accept it. Workplace discrimination is illegal, and you have real options. This guide walks you through exactly what to do to protect yourself and build the strongest case possible.

Know your rights: Who is protected and from what

Under federal and New York State law, employees and job applicants are protected from discrimination based on specific “protected characteristics.” These include:

  • Race, color, and national origin
  • Sex, including sexual orientation and gender identity
  • Pregnancy, childbirth, and related medical conditions
  • Religion
  • Age
  • Disability
  • Genetic information

One important note on age: The federal Age Discrimination in Employment Act (ADEA) protects workers who are 40 or older. But in New York, the protection is broader; New York State’s age discrimination law covers workers 18 and older.

These protections apply across nearly every aspect of employment, including hiring, firing, pay, promotions, job assignments, training, and other terms and conditions of work. You are also protected from retaliation if you report discrimination or cooperate with a discrimination investigation.

Start documenting right away

If you believe you’re experiencing discrimination, documentation is your most important tool, and the sooner you start, the better. Here’s what to keep track of:

  • Emails, texts, memos, or any written communications related to the incidents
  • Detailed notes about verbal conversations: dates, times, locations, exactly what was said, and who else was present
  • Any performance reviews, commendations, or records that demonstrate you were meeting or exceeding expectations
  • A running log of each discriminatory incident as it happens, with as much detail as possible

Keep in mind that recording laws and company policies vary by state, so be mindful of what’s permitted where you are. When in doubt, stick to documenting your own observations and communications you’re already a part of.

Report it — in writing

Once you’ve started documenting, report the discrimination through your company’s official channels — whether that’s your supervisor, Human Resources (HR) department, or an ethics or compliance hotline. The key here is to do it in writing, even if the company’s process allows for verbal reporting. A written report creates a paper trail and establishes that your employer was notified.

Hold on to copies of everything you submit and any responses you receive. If the behavior continues after you’ve reported it — or if you face any pushback or retaliation for speaking up — document that too.

Understand the filing deadlines

This is one area where many people run into trouble without realizing it: There are strict time limits for filing a workplace discrimination claim. Under federal law, you generally have 180 to 300 days from the discriminatory act to file a charge with the Equal Employment Opportunity Commission (EEOC). New York State has its own deadlines as well.

The EEOC’s filing process outlines your options step by step. Missing these windows can affect your ability to pursue a legal claim, which is why it’s so important to act quickly and not wait to see if things improve on their own.

Talk to an employment attorney

You don’t have to figure this out alone, and honestly, you shouldn’t try to. An employment attorney can review your situation, tell you which laws apply, help you avoid common missteps, and make sure you meet all the necessary deadlines. Even a single consultation early on can give you a much clearer picture of where you stand and what your options are.

This is especially important if your employer is already taking steps against you — like putting you on a performance improvement plan, reducing your hours, or creating conditions that make your job harder. These can sometimes be signs of retaliation, and a lawyer can help you recognize and respond to them.

Take care of yourself, too

Dealing with discrimination at work is genuinely hard. It can affect your confidence, your focus, and your sense of security. Lean on the people you trust, whether that’s friends, family, or a mental health professional. Taking care of yourself through this process isn’t a distraction from your case, it’s part of getting through it.

You have more support than you might think

Workplace discrimination can feel isolating, but the law is on your side — and so are the people at Valli Kane & Vagnini. If you believe you’re being discriminated against at work, reach out to our team at VKV. We’ll listen, walk you through your rights, and help you decide on the best path forward.

New York City Bans Appearance-Based Discrimination

3 Key Takeaways

  1. New York City now prohibits discrimination based on height and weight in employment, housing, and public accommodations under the New York City Human Rights Law (NYCHRL).

  2. The law applies to employers with four or more employees and took effect November 26, 2023 — meaning if you have faced this type of discrimination, you may have legal options.

  3. Certain limited exemptions exist, but stereotypes or generalizations about body size are not a valid defense under the law.

Your appearance shouldn’t determine your opportunities

New York City just took a meaningful step forward for workers’ rights. If you’ve ever felt like you were passed over for a job, denied housing, or treated differently in a public space because of your height or weight, you should know that this is now illegal in NYC. Here’s what the new law means, who it protects, and what you can do if you believe your rights have been violated.

What the law actually says

On May 26, 2023, Mayor Eric Adams signed legislation amending the New York City Human Rights Law to add height and weight as protected characteristics. The law took effect on November 26, 2023, and makes it illegal for covered entities to discriminate against someone based on their actual or perceived body size. That protection covers three key areas:

Employment: Hiring, firing, promotions, pay, and conditions of work

Housing: Rental applications, lease terms, and access to housing

Public accommodations: Hospitals, gyms, restaurants, theaters, and similar spaces

The law covers employers with four or more employees (or one or more domestic workers), housing providers, and public accommodations. In other words, most workplaces and public-facing businesses in New York City are covered.

Are there any exceptions?

Yes, but they’re narrow. An employer can only factor in height or weight when:

Federal, state, or local law specifically requires it for the job

The NYC Commission on Human Rights has issued a regulation permitting it for that particular role

Height or weight is genuinely essential to performing the core functions of the job and no reasonable alternative exists

Importantly, vague concerns about health, appearance, or company image are not valid defenses. The law is clear that stereotypes and speculative health assumptions about body size do not justify discrimination.

NYC joins a growing movement

New York City is part of a broader national trend toward protecting people from size-based discrimination. Michigan has banned height and weight discrimination statewide for decades, and cities including Binghamton (NY), Madison (WI), San Francisco (CA), and Washington, D.C. have similar protections. Several states — including New York State, New Jersey, Massachusetts, and Vermont — are actively considering statewide legislation as well.

As Mayor Adams put it when signing the bill: it shouldn’t matter how tall you are or how much you weigh when you’re applying for a job, looking for a place to live, or simply going out in your own city.

What this means if you think you’ve been discriminated against

If you believe you were passed over for a job, fired, denied housing, or treated unfairly in a public space because of your height or weight, you have the right to file a complaint with the NYC Commission on Human Rights. You can also pursue a private lawsuit with the help of an employment attorney.

Here are some examples of what could constitute a violation:

A job posting that specifies a weight or height requirement unrelated to the duties of the role

Being denied a promotion or terminated because of how you look

A landlord refusing to rent to you based on your body size

Being denied entry to or treated differently at a gym, restaurant, or hospital based on your appearance

Know your rights — we’re here to help

Discrimination based on how you look is demeaning and, in New York City, it’s now against the law. Understanding your rights is the first step. If you think you’ve experienced appearance-based discrimination at work, in housing, or in a public space, reach out to our team at VKV. We’re here to listen, help you understand your options, and stand up for you if your rights have been violated.

Workplace Discrimination? Get that Complaint Filed!

3 Key Takeaways

  1. Federal law protects employees from many forms of workplace discrimination — and most states add even more protections on top of that.

  2. There are strict deadlines for filing a complaint. Missing them can cost you your right to take action, even if your case is strong.

  3. You don't have to have all the answers before reaching out. Getting informed early can make all the difference.

You have more protection than you might think

If you've experienced harassment or discrimination at work, you should know that the law is on your side, and has been for decades. Federal law protects employees from a wide range of mistreatment on the job, and understanding those protections is the first step toward knowing what your options are.

What the law actually covers

The foundation of workplace discrimination law in this country is Title VII of the Civil Rights Act of 1964. Before it was passed, some federal protections existed, particularly around race and national origin, but Title VII significantly expanded those rights. Today, it protects employees from discrimination and harassment based on:

Race

Sex (including sexual orientation and gender identity)

National origin

Religion

Age

Disability

Any employer with 15 or more employees is subject to Title VII, and because it's a federal law, it applies the same way in every state.

The role of the EEOC

Title VII also established the Equal Employment Opportunity Commission (EEOC), the federal agency responsible for receiving and investigating workplace discrimination complaints. If you want to bring a discrimination claim in federal court, you're generally required to go through the EEOC's process first. Think of it as a necessary first step before anything can move forward legally. You can learn more or start a complaint directly through the EEOC's website.

The deadlines you really need to know

This is where a lot of people get tripped up, so pay close attention. Under Title VII, you typically have 180 calendar days from the date of discrimination to file a complaint with the EEOC. However, if your state has its own workplace discrimination law, which most do, including New York, that window extends to 300 days.

A handful of states, like New Mexico and Georgia, don't have their own statutes, which means those employees are limited to the 180-day window.

Here's the part that matters most: The clock starts ticking when the harm occurs. You can't wait two years to see how things play out and then file. If the deadline passes, your claim can be completely barred, even if what happened to you was serious and clearly wrong.

One important exception: Ongoing harassment

There's something called a "continuous violation" that many employees don't know about, and it can actually work in your favor. If you experienced repeated harassment over a period of time, say, months of unwanted comments or advances, the deadline doesn't start from the very first incident. It starts from the last occurrence. So if the harassment was ongoing, you may have more time than you think.

The best time to reach out is now

You don't need to have everything figured out before talking to someone. In fact, the earlier you get information, the better. Whether you eventually decide to take action or not, knowing where you stand, and how much time you have, can protect your options down the road.

If you think something at work hasn't felt right, contact us or visit the EEOC's resource page to learn more. A quick conversation now could make a real difference later.

Marilyn Manson Accuser Gets Trial Date for Revived Claims of ‘Horrific’ Abuse

“We are happy that the delays are behind us and that we will have an opportunity to depose [Manson] and present all the facts to a jury next year,” a lawyer for plaintiff Ashley Walters says

By Nancy Dillon/ Rolling Stones

THE ARTIST AND personal assistant who claims Marilyn Manson whipped her, threw plates at her and sexually assaulted her received a trial date Tuesday for her previously dismissed lawsuit that was revived on appeal.

Ashley Walters is now scheduled to face Manson, whose legal name is Brian Warner, at a jury trial set to begin June 2, 2025, a Los Angeles County judge ruled. The judge ordered the trial after Walters’ lawyer, James Vagnini, told the court that the parties were “not successful at resolving the case” during a mediation last December. 

“We are happy that the delays are behind us and that we will have an opportunity to depose Mr. Warner and present all the facts to a jury next year,” Walters’ lawyer James Vagnini said in a statement to Rolling Stone. “We are confident they will acknowledge the harm done to Ms. Walters and deliver a resounding message to all survivors of such terrible abuse.”

Lawyers for Warner did not immediately respond to a request for comment Tuesday. In a court filing last month, the lawyers wrote that Warner “specifically denies that he assaulted, battered, harassed, or discriminated against plaintiff.”

Read the full article from Rolling Stone here.

5 Notable Workplace Bias Verdicts From 2023

By Anne Cullen/Law 360

Law360 (December 15, 2023, 6:32 PM EST) — A $36 million jury verdict that the U.S. Equal Employment Opportunity Commission secured in September on behalf of a deaf truck driver marked one of many eight-digit damages awards that workers won in discrimination battles this past year.

Trials held all over the country yielded eye-popping wins for workers. Jurors in Nebraska handed down the EEOC’s trial victory in the trucking case, while a jury in Texas slapped Omni Hotels & Resorts with a $25 million damages bill in an equal pay suit in March.

Later that month, a Massachusetts jury awarded a Thermo Fisher Scientific subsidiary executive a $24 million win in her case alleging she was ousted because she suffered from anxiety.

Sarah N. Turner, a partner at Gordon Rees Scully Mansukhani LLP who advises employers, said the big jury awards are increasingly originating beyond states where they are typically expected.

“The large jury verdicts are no longer isolated to large politically liberal-leaning cities, i.e. New York, Los Angeles,” Turner said. “Large jury verdicts in excess of a million dollars are becoming more common in smaller cities, i.e. Portland, Oregon, and more conservative jurisdictions, i.e. Houston.”

While some of these awards will be cut down — due to statutory caps or employer appeals — McDermott Will & Emery LLP employment partner Jeremy White said these results emphasize the legwork that businesses facing a workplace bias claim must do before jurors are impaneled.

“These jury verdicts exemplify the uncertainty of going to trial,” said White, who is a management-side attorney. “They also show that employers need to win these cases in the trenches, during depositions, which will require additional investment at the discovery phase of litigation.”

Here’s a look at five major trial victories for workers in the past 12 months.

Jury Slaps Luxury Hotel Chain With $25.1M Damages

In March, after three days of trial, a Texas jury found that Dallas-based luxury hotel company Omni Hotels & Resorts violated both Title VII of the Civil Rights Act and the Equal Pay Act when it underpaid a food and beverage director because she’s a woman.

Sarah Lindsley, who worked for Omni for about 16 years, had risen from a part-time server to food and beverage director at the chain’s Corpus Christi location, according to case filings. However, she said that despite her hard work, she was consistently paid less than her male peers.

Lindsley also alleged the company ignored the multiple complaints she said she made about the inequity. A jury found Omni had violated federal laws by undercutting Lindsley’s pay, and awarded her $100,000 in emotional damages and $25 million in punitive damages.

A federal judge later knocked the total award down to $300,000 because of statutory damages caps, but experts said the reward is still notable because of how high the punitive damages were compared to the rest of the award.

Deborah S. Brenneman, a management-side employment partner at Thompson Hine LLP, said this demonstrates that the jury was angry at the company. And she said this could have originated from Lindsley’s allegation that Omni didn’t take any corrective action after she complained.

“The plaintiff was able to, at least from what we’ve been able to see, paint a picture that the employer didn’t take their concerns seriously, and juries punish the companies for that,” Brenneman said.

Speaking broadly about this and other verdicts from this year, she said a key takeaway is that management has to take action when it hears concerns, and make a record of the steps that followed.

“The plaintiffs were able to tell stories that the companies just weren’t listening, and it’s a big warning to employers,” Brenneman said. “It’s a big reminder that when somebody complains about an issue, companies need to show they’re taking the concerns seriously, and document why they did or did not make any change.”

The case is Lindsley v. TRT Holdings Inc. et al, case number 3:17-cv-02942, in the U.S. District Court for the Northern District of Texas.

Explore the remaining four noteworthy employment law verdicts of 2023 as covered by Law360 here.

Marilyn Manson’s Former Assistant Wins Appeal to Revive a Previously Dismissed Sexual Assault Lawsuit

Ashley Walters claims Manson sexually assaulted her, whipped her and threw her against a wall when she was his assistant in 2011.

By Daniela Avila/ PEOPLE

Marilyn Manson’s former assistant has won a critical appeal that will revive her previously dismissed lawsuit against the rocker.

On Wednesday, a tribunal with California’s Second Appellate District sided with Ashley Walters and reversed a lower court ruling — sending the case back to a judge for trial, according to documents obtained by PEOPLE.

In the court filings, Walters claims that Manson (whose real name is Brian Warner) forced her hand into his underwear, whipped her, pushed her into a wall, forced her to stay awake for 48 hours straight, offered her up sexually to friends and associates, once required her to stand on a chair for 12 hours and fed her cocaine to keep her awake among other accusations. She also claims he used threatening behavior, like blackmail, to ensure her silence.

“We believe this ruling makes clear that courts must factor in trauma induced repression into the legal reasoning why survivors often come forward years after their trauma to raise claims,” Walters’ lawyer, James Vagnini, says in a statement to PEOPLE. “This clears a path, much like many of the newly passed laws sweeping the country, allowing victims of sexual assault and harassment to raise their claims against their abusers when they are able to, not by a deadline set by statute.”

In 2021, Walters sued Manson, 54, with claims of sexual assault, sexual harassment and sex discrimination. At the time, she argued that though the alleged abuse took place during her year of employment in 2011, the two-year statute of limitations didn’t apply because she had suppressed her memories until 2020.

Read the full article from PEOPLE here.