Paid Safe and Sick Leave Information for Domestic Workers and Their Employers
New Amendments to NYC’s Paid Safe and Sick Leave Law Will Take Effect in 2 Phases
(DCWP is in the process of updating and translating materials. Please continue to monitor nyc.gov/workers.)
Effective September 30, 2020, employers must:
- provide domestic workers with 40 hours of paid safe and sick leave;
- allow employees to use safe and sick leave as it is accrued;
- reimburse employees who must pay for required documentation after three consecutive workdays of leave;
- list on employees’ paystubs (or any document issued each pay period) the amounts of accrued and used leave and the total balance of accrued leave.
Note: For this requirement only, employers that could not operationalize the documentation requirement by September 30, 2020 but are working in good faith on implementation will have up to November 30, 2020 to ensure compliance without a penalty.
Effective January 1, 2021:
- Employers with 100 or more employees must provide up to 56 hours of paid leave.
- Employers with four or fewer employees and a net income of $1 million or more must provide PAID leave.
Notice of Employee Rights
Under New York City's Earned Safe and Sick Time Act (Paid Safe and Sick Leave Law), domestic workers have a right to safe and sick leave. Employers of nannies, housecleaners, and other domestic workers who work in private households must provide the written notice of safe and sick leave rights to domestic workers when they begin employment or when their rights change. You have a right to be given the notice in English, and if available on the DCWP website, your primary language.
Note: Under the New Amendments effective September 30, 2020, employers of domestic workers must provide an updated notice of rights to employees by January 1, 2021.
Download a copy of the Notice of Employee Rights
in: EnglishEspañol (Spanish)
Note: Notice will be translated into additional languages soon.
Businesses: Do you have questions?
Businesses can contact DCA in the following ways:
Employers should be prepared to provide information about their business so that DCA can provide general guidance about whether the law applies to their business.