12 weeks job-protected leave at 67% of weekly wage.
New York Paid Family Leave (PFL) provides up to 12 weeks of job-protected, paid leave for bonding with a new child, caring for a family member with a serious health condition, military family exigency, or safe time. Benefit: 67% of the worker's average weekly wage, capped at 67% of the statewide average weekly wage. Funded through employee payroll deductions. Job protection guaranteed during leave.
NYS Paid Family Leave
Tracks PFL eligibility, certification, and benefit calculation. Coordinates with employer's leave-administration carrier. Maintains job protection during leave. Auto-handles return-to-work.
What the rule does when PFL is requested.
The hero card configuration: Flag on protection, Critical on denials. Here's what each does at runtime.
When PFL is requested and approved, the worker's role is protected during leave. Reassignment, demotion, or termination during PFL triggers serious exposure under Workers' Comp Law § 203-b.
PFL denials require a documented legitimate basis (e.g., worker doesn't meet eligibility threshold). Improper denials surface as Critical for HR review.
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Up to 12 weeks. Four qualifying reasons. Job-protected.
PFL covers bonding (with a newborn, adopted child, or foster child within first 12 months); family care (for a family member with a serious health condition); military family exigency (active duty deployment of family member); safe time (issues related to domestic violence, sexual assault, stalking, human trafficking).
Eligibility — full-time and part-time
Full-time workers (20+ hours/week): eligible after 26 consecutive weeks of employment. Part-time workers (under 20 hours/week): eligible after 175 days worked. Both thresholds count consecutive employment with the same employer. Self-employed workers can opt in voluntarily.
Four qualifying reasons
Bonding (newborn, adoption, foster placement, within first 12 months). Family care (parent, child, spouse, domestic partner, grandparent, grandchild, sibling, parent-in-law). Military exigency (qualifying exigency related to family member's active duty). Safe time (domestic violence, sexual assault, stalking, human trafficking).
Teambridge coordinates with the PFL carrier and protects the role.
PFL administration typically goes through the employer's PFL carrier (insurance company or self-funded plan). Teambridge integrates with that flow while handling the role-protection side.
26 weeks / 175 days.
When a worker requests PFL, Teambridge verifies eligibility against the 26-consecutive-week threshold (full-time) or 175-day threshold (part-time).
Claim filed with PFL carrier.
PFL claim coordinated with the employer's PFL carrier. Worker's average weekly wage calculated, benefit determined, payment scheduled.
Reassignment blocked.
While PFL is active, the worker's role and benefits are protected. Attempts to reassign, demote, or eliminate the role surface as Critical alerts.
Same or comparable position.
When PFL ends, return-to-work is auto-scheduled. The worker returns to the same or comparable position with the same pay and benefits. Differences trigger HR review.
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