As of July 31, 2025, New York State’s COVID-19 paid sick leave law will officially expire, marking the end of a significant pandemic-era benefit that has protected workers for over five years. While this specific COVID-19 leave is ending, New York workers still have several important protections and benefits available when dealing with COVID-19 illness or its long-term effects.
NYS Paid Family Leave for COVID-19 Care
New York State Paid Family Leave is still available for employees who need to care for family members with COVID-19. Eligible employees can take up to 12 weeks of paid leave at 67% of their pay to care for a close family member with a serious health condition, which may include COVID-19.
The law covers spouses, domestic partners, children, parents, grandparents, grandchildren, and siblings. Employees can use this benefit to care for family members anywhere, including outside of New York State.
To qualify, the family member’s COVID-19 must meet the definition of a “serious health condition.” This includes illness requiring hospital care or ongoing treatment by a healthcare provider. Since COVID-19 can lead to hospitalization, ongoing medical treatment, or complications requiring extended care, many COVID-19 cases would qualify for this benefit.
NYS Paid Sick Leave Protection
Following the expiration of the COVID-19-specific leave, employees who get COVID-19 can still use New York State’s general Paid Sick Leave.
Under the state’s Paid Sick Leave law, employees receive paid or unpaid leave based on their employer’s size and net income. Small employers (fewer than 5 employees) with net income under $1 million provide unpaid leave, while all other employers provide paid leave. Most employees receive up to 40 hours annually, with those at large employers (100+ employees) receiving up to 56 hours.
Leave accrues at a rate of one hour for every 30 hours worked, and employees can use this leave for mental or physical illness, injury, or health conditions, including COVID-19.
NYC Paid Safe and Sick Leave
For employees working in New York City, additional protections are available under the city’s Paid Safe and Sick Leave law. This law provides similar benefits to the state law but with some variations in coverage and requirements.
Under NYC’s law, employees can use safe and sick leave for their health, including to get medical care or recover from illness or injury, and to care for family members who are sick or have medical appointments. The law also allows use when a job or child’s school closes due to a public health emergency, which could apply to COVID-19-related closures.
The city law covers all employers and provides up to 40 hours of leave annually, with employers having 100 or more employees required to provide up to 56 hours. Like the state law, leave accrues at one hour per 30 hours worked.
Long COVID and Disability Rights
For people with long COVID, federal and state disability laws may provide important workplace protections. The Americans with Disabilities Act (ADA), New York State Human Rights Law (NYSHRL), and New York City Human Rights Law (NYCHRL) all ban disability discrimination and require employers to provide reasonable accommodations for qualified workers with disabilities.
Long COVID symptoms like fatigue, brain fog, breathing problems, and other ongoing health issues may qualify as disabilities under these laws, especially when they significantly limit major life activities or body functions. Employees with long COVID may be entitled to workplace accommodations such as:
- Modified work schedules or flexible hours
- Remote work arrangements
- Additional break time
- Modified job duties
- Leave as a reasonable accommodation
Employers covered by these laws must work with employees to find appropriate accommodations, unless doing so would cause undue hardship.
Moving Forward
While the end of New York’s COVID-19 paid sick leave represents a shift in how the state treats COVID-19 illness, workers retain significant protections under existing employment laws.
Employees should familiarize themselves with their rights under state and local paid sick leave laws, understand their potential eligibility for Paid Family Leave when caring for seriously ill family members, and know that disability rights protections remain available for those experiencing long-term effects from COVID-19.
If you believe your employer has violated your rights under any of these laws or failed to provide required accommodations, contact the appropriate government agency or an experienced employment attorney to discuss your options.
