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ARTICLE · 08 NOVEMBER 2018

Amended Rules Issued Under NYC Earned Safe And Sick Time Act

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In follow up to recent amendments to the New York City Earned Safe and Sick Time Act ("ESSTA"), the NYC Department of Consumer Affairs Office of Labor Policy and Standards ("OLPS") has amended its official rules, several of which expand upon currently existing rules regarding ESSTA.

United StatesEmployment and HR
Evandro Gigante
Evandro Gigante
Laura Fant
Laura Fant
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In follow up to recent amendments to the New York City Earned Safe and Sick Time Act ("ESSTA"), the NYC Department of Consumer Affairs Office of Labor Policy and Standards ("OLPS") has amended its official rules, several of which expand upon currently existing rules regarding ESSTA. The OLPS has also issued an updated ESSTA FAQ for use by employers, which incorporates the requirements of the amended rules. The amended rules are now in effect.

ESSTA, which became effective on April 1, 2014, requires covered employers to provide eligible employees in New York City with up to 40 hours of leave per year for certain designated reasons, including an employee's own medical needs or those of a covered family member. As of May 5, 2018, the covered reasons for leave were expanded to include time needed for certain reasons relating to an employee or a family member being the victim of domestic violence, sexual offenses, stalking or human trafficking ("safe time"). The

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