COVID leave ends, but NY employees have other options for time off.
State-mandated pay and job protection for New Yorkers specifically suffering from COVID-19 or taking care of a child or loved one with COVID is set to expire on July 31, 2025, according to the NY State Paid Family Leave website.
Under the law, enacted at the height of the coronavirus pandemic, employers with 11 to 99 employees or that net more than $1 million in revenue in the prior year were required to offer at least five paid COVID-19 sick days for employees. These could be used during the course of the illness, to care for a loved one with COVID-19, or during a required quarantine for the employee or a loved one. Public employers and businesses with 100+ employees were required to provide at least 14 paid COVID-related sick days.
As the law sunsets on July 31, business owners and benefits managers may have questions about employee benefits and paid leave in New York.
With more than five decades of experience serving the New York tri-state area, The DBL Center remains a resource for our brokers and their clients, with answers to all your questions about sick leave and disability benefits in New York.
Understanding COVID Today
In May 2023, both the WHO and the U.S. Department of Health and Human Services declared an end to the Public Health Emergency. As of June 14, 2025, 2.9% of all COVID tests taken were positive, while 0.3% of all emergency department visits were classified as COVID-19-related, according to recent CDC data. That’s a far cry from June 2022, when 9.3% of people tested positive, according to data from the World Health Organization, sorted and curated by OurWorldInData.org.
The CDC reported that, as of June 17, 2025, the number of COVID-19 infections are “declining or likely declining” in 17 states, and haven’t changed in 27 states.
Alternatives to COVID Sick Leave
For those inflicted with COVID in 2025 or caring for loved ones who are sick, the virus can be just as serious as it was during the pandemic. There are also an unknown number of individuals suffering the effects of long COVID, a collection of symptoms that can show up long after a positive COVID diagnosis and are classified as an “infection-associated chronic condition,” according to the Mount Sinai Health System blog.
Although New York is ending the requirement for many employers to provide job-protected paid leave for COVID as of July 31, 2025, NY workers have alternatives to take the time off they need.
New York State Paid Sick Leave
The New York State Sick Leave Act was introduced in September 2020 as a response to the COVID pandemic. However, it didn’t go into effect until January 1, 2021. The law requires employers to provide up to 56 hours of paid sick leave, separate from other accrued paid time off (PTO) for any employee who is sick, injured, caring for a family member who is sick or injured, experiencing mental health challenges, undergoing preventative care, or medical or mental health treatments.
This is not an employee benefit and is not underwritten by any insurance company. This is designed for short-term illness, care, or rest. Employees are not obligated to disclose the reason for leave, either, and collect full pay while they are on sick leave.
Paid Family Leave
If you have a child or loved one who is sick with COVID or long COVID and you’ve used up your NYS sick leave, you might be able to file a Paid Family Leave claim. You can use this time off to care for your child or loved one while they recover. Employees can take intermittent PFL in increments as small as one day. But since PFL requires filing a claim and giving the employer as much advance notice as possible, it’s best to exhaust paid sick leave first.
NYS DBL
Employees suffering a serious injury or illness can file a claim for short-term disability of up to 26 weeks. New York State still has not increased the DBL benefit, which remains at a maximum of $170 per week.
Filing a DBL claim is probably not the best option for workers suffering from COVID, unless long COVID has made it difficult or impossible to work in the long term. The U.S. Department of Health and Human Services classifies long COVID as a disability under the Americans with Disabilities Act (ADA).
Let The DBL Center Help
Until New York State increases the DBL payout, it’s important for employers to consider enriching DBL coverage to bring it in line with PFL benefits. The DBL Center can help you underwrite this important benefit and secure the best rates through our premium network of carriers. We can also evaluate your clients for risk gaps, and recommend ancillary benefits like dental, vision and Group Life / AD&D. With the money saved privatizing DBL, your clients can provide a full benefits package to employees.
FAQs
Is there still paid COVID leave in NY?
As of July 31, 2025, New York will no longer offer paid leave for COVID. However, employees still have options to take PTO or New York State Sick Leave. Employees caring for a loved one with COVID or any other major illness or injury can also opt to file a claim for Paid Family Leave.
Do you get paid in NY if you get COVID?
New York no longer provides additional paid days off for COVID-related absences. However, New York employees have the option to take PTO, NYS sick leave for up to 56 hours, or file for DBL if their illness has stretched beyond their 56 hours of sick leave.
