New PFL benefits, premium rates, and eligibility expansion for some NY construction workers coming in 2027.
New York announced an increase in the PFL premium rate to .00452, or .452%, with a maximum annual employee contribution of $451.81. New York State’s Department of Financial Services published the increase on August 31, 2026. The increase goes into effect beginning January 1, 2027.
The premium increase may not come as a surprise, but it comes as yet another dent in people’s budgets. New Yorkers are already struggling with rising prices for food, fuel, utilities and housing. Even the modest upcoming increase in payroll deductions can sting.
Paid Family Leave is an important benefit, used across demographics for bonding with a newborn, caring for ill or aging family members, or taking care of life at home while a military spouse is deployed. PFL claims are filed by men and women across demographics for a variety of reasons. Nationwide, one study showed that more than one-third of PFML claims were related to bonding with a newborn, foster, or newly adopted child within one year.
Independent of the premium increase, PFL benefits also increase in 2027, per the legislation that adjusts entitlements in line with the state’s average weekly wage for the year.
PFL Benefit Increase for 2027
The Paid Family Leave benefit has increased from a maximum weekly benefit of $1,228.53 in 2026 to $1,287.91 beginning January 1, 2027. Claims started in 2026 and lasting through 2027 will be paid at the 2026 rate.
The benefit remains at 67% of the state’s average weekly wage (NYSAWW), which will increase to $1,922.25 in 2027.
New York Paid Family Leave Expansion for Construction Workers Effective January 1, 2027
In addition to the rate and premium increases, certain construction workers covered by collective bargaining agreements will also see changes to PFL in 2027. Assembly Bill A4727 has been signed into law, expanding New York Paid Family Leave (PFL) eligibility for this group.
Beginning January 1, 2027, employees in the construction industry who work for multiple employers under a collective bargaining agreement may qualify for New York PFL benefits if they have worked at least 26 of the previous 39 weeks for employers that are signatories to a collective bargaining agreement.
Why It Matters
Under current rules, many construction workers do not satisfy New York PFL’s eligibility requirements because individual work assignments often last fewer than 26 weeks.
By allowing employees to aggregate qualifying weeks worked across multiple signatory employers under a collective bargaining agreement, this change will enable more construction workers to meet the eligibility requirements and access Paid Family Leave benefits when needed.
Save Your Clients Money with a Private Plan
PFL is typically written as a rider to NYS DBL. But New York employers have choices in authorized private insurance carriers to write DBL and PFL.
For brokers, that creates an opportunity to shop the entire DBL/PFL package rather than simply allowing an existing policy to renew each year. A premium increase often provides that incentive to shop the policy, even though the PFL premium rate is established annually by New York State and is community-rated.
Moving to a private carrier won’t change the statutory PFL contribution rate, but there may be savings available on the DBL portion of the policy, depending on the employer, carrier, and plan structure.
Those savings can add up, particularly for larger groups. A private carrier may also offer advantages in claims administration and service, along with access to additional employee benefits, which can be bundled for increased savings.
Before renewal, ask The DBL Center to shop your client’s DBL/PFL coverage and see what options are available.
Put The DBL Center to Work for Your Clients
You don’t have to become a New York benefits compliance expert to uncover these opportunities for your clients.
The DBL Center specializes in New York DBL, PFL and enriched disability benefits, with carrier relationships and industry experience that help brokers find the right fit for each account. We can shop the market, identify opportunities to save, explore enriched DBL options and help you expand the conversation into ancillary benefits.
Best of all, you remain the broker and keep the client relationship. The DBL Center provides the back-office expertise, carrier access and white-glove support.
Before your clients renew their DBL/PFL coverage for 2027, reach out to The DBL Center’s experts. A routine renewal could turn into cost savings for your client and a larger, more valuable account for your insurance agency.
FAQs
Find out what people are asking their insurance brokers about NYS PFL.
What is my PFL benefit in New York in 2027?
PFL benefits remain at 67% of New York State’s average weekly wage. In 2027, the maximum weekly benefit for PFL is $1,287.91. It’s been adjusted upward as the state’s average weekly wage increased.
When do the new 2027 PFL premium rates take effect in NY?
The new PFL premium rates and maximum weekly benefit amounts take effect on January 1, 2027. Claims that began paying benefits in 2026 will remain at the 2026 rates.
What is the maximum PFL employee contribution in New York for 2027?
For 2027, the PFL contribution rate is .452%, with a maximum employee contribution of $451.81.
Does the 2027 PFL change affect New York DBL?
No. The DBL benefit rate for 2027 remains at 50% of the employee’s average weekly wage, to a maximum of $170 per week. It has not changed since May 1, 1989.
