40 / 56 hours sick leave — depending on employer size.
New York Labor Law § 196-b requires every employer to provide paid sick leave to all employees: 40 hours per year for employers with 5-99 employees; 56 hours per year for employers with 100+ employees. Smaller employers (1-4 employees) provide 40 hours of unpaid sick leave (or paid if net income > $1M). Workers accrue at 1 hour per 30 hours worked, or employers can frontload at start of year.
NY State Paid Sick Leave
Tracks PSL accrual per employee at 1 hour per 30 hours worked. Caps annual usage based on employer size (40 or 56 hours). Carryover required up to applicable cap. Auto-routes to NYC ESSTA for NYC workers.
What the rule does at hire, accrual, and use.
The hero card configuration: Flag on accrual, Avoid on denials. Here's what each does at runtime.
On every payroll close, accrued PSL hours are added to the worker's balance — 1 hour per 30 worked. Balance shown on every wage statement (§ 196-b(4) disclosure).
When a worker submits a PSL request, Teambridge surfaces eligibility (employed 90+ days OR carryover from prior year) and qualifying reason. Denials require documented legitimate basis — alerts surface for HR review.
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Two paths: accrue, or frontload. Employer-size determines the cap.
NY's PSL law gives employers two compliant paths to provide the required hours. The choice affects accrual mechanics and carryover, but not the total benefit.
Employer-size tier determines the cap
100+ employees: 56 hours/year, paid. 5-99 employees: 40 hours/year, paid. 1-4 employees + net income ≤$1M: 40 hours/year, unpaid. 1-4 employees + net income >$1M: 40 hours/year, paid. The employer-size determination uses average employees across the calendar year.
Accrual model
Workers accrue 1 hour of PSL for every 30 hours worked, beginning on day 1 of employment. Use is allowed after 90 calendar days of employment (or earlier at employer discretion). Annual use cap matches employer-size tier (40 or 56 hours). Unused leave carries over year-to-year.
Teambridge tracks accrual, eligibility, use, and routes NYC workers to ESSTA.
PSL violations are common: misapplied caps, missed eligibility, unclear wage-statement disclosure. Teambridge handles each by structure.
1 hour per 30 worked.
Each payroll close, hours worked are summed and PSL accrued at 1:30 ratio. Balance updates on every wage statement per § 196-b(4) disclosure requirement.
90-day check.
When a worker requests PSL use, Teambridge verifies day-90 eligibility. Pre-eligibility requests can be approved by employer choice but require explicit override.
Per employer-size tier.
Annual use is capped at the applicable tier (40 or 56 hours). Workers approaching the cap see notifications. Workers in NYC see ESSTA's expanded entitlements layered on top.
Balance shown every period.
PSL balance appears on every wage statement under § 196-b(4). Required by structure, not optional.
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