Last Updated on June 17, 2025

In a significant shift for employers and employees alike, New York State will officially sunset its Paid Emergency Leave for COVID-19 on July 31, 2025. This marks the end of a pandemic-era policy that has provided job-protected, paid leave for employees subject to quarantine or isolation orders due to COVID-19.

What the End of New York’s COVID-19 Paid Leave Means for Employers

Beginning August 1, 2025, employers in New York will no longer be required to provide the state-mandated paid sick leave specific to COVID-19. This includes leave related to mandatory or precautionary quarantine orders issued by the state, local health departments, or other authorized governmental entities. Employers must now revisit their leave policies to ensure they are aligned with this change and prepare for questions from employees.

It’s important to note that while the COVID-19-specific leave is ending, New York State Paid Sick Leave (NYPSL) remains in effect. Employers must continue to comply with this broader paid sick leave law, which allows employees to accrue and use sick leave for various health-related reasons, including communicable illnesses.

Key Considerations for Employers Regarding New York’s Sunset of COVID-19 Paid Leave Laws

• Update Internal Policies: Remove language referring to COVID-19 emergency leave to avoid confusion after July 31.
• Communicate the Change: Proactively notify employees of the sunset date and what benefits will remain available.
• Continue Monitoring: While this mandate is ending, stay informed in case of any new public health directives or local-level changes.

The Bigger Picture

New York’s decision reflects a broader national trend of winding down COVID-related mandates. Many states have already phased out similar emergency leave programs. This transition signals a return to standard labor laws and general sick leave policies, requiring employers to refocus on general compliance and preparedness for future public health scenarios.

Need Help Updating Your Policies and Ensuring Compliance?

Employers should take this opportunity to evaluate their broader leave and remote work policies. While the urgency of the COVID-19 pandemic may be behind us, employee expectations around flexibility and health support remain. Clear communication and proactive compliance will help businesses navigate this next phase smoothly.

Make sure that your business’s required state paid sick leave policies are in compliance with federal and state laws, and that your handbook accurately reflects existing and new policies, with services from MyHRConcierge. Learn more about these services with a free consultation. Begin by scheduling it below or contacting us at 855-538-6947 ext. 108, or ccooley@myhrconcierge.com.