New York City is home to employers large and small, from non-profits and government entities to small businesses and Fortune 500 companies. Many of the employers in the city are subject to a range of local, state and federal laws when it comes to the employer-employee relationship. One such law is the Family and Medical Leave Act, commonly referred to as the “FMLA.”
So, what do employers in New York City need to know about the FMLA? Well, for starters, it is important to understand which employers are actually impacted by this federal law. The FMLA applies to employers with at least 50 employees. This means that smaller businesses, in general, may not need to worry about FMLA compliance.
However, this doesn’t mean that there aren’t other laws related to employee leave. In fact, in New York, most private employers must provide paid family leave for employees, for example.
That is another important point about the FMLA – leave granted under this law is unpaid. The leave can be intermittent, or last for up to 12 weeks. To be eligible for this type of leave, an employee must show that there is a medical need of their own, or a family member, which requires the employee’s care and attention. The birth of a child, for example, will usually be such a qualifying event.
In addition, employees must have been employed by the employer for a certain amount of time to be eligible for leave under the FMLA, and have worked a certain amount of hours within that time.
Although the FMLA can seem like a fairly straightforward law, compliance can get tricky. Any employer in New York City that needs to work with the requirements of this law should be sure to get the right legal information.