What New Yorkers Need to Know About Paid Leave and Job Protection Under the FFCRA
Hi everyone, Scott Peterson here, coming to you from my home office—where else, right? As of today, April 1st, we’re still in the midst of the COVID-19 pandemic, and employment laws are continuing to evolve rapidly. One major development taking effect today is a new federal law called the Families First Coronavirus Response Act (FFCRA). If you’re an employee in New York—or anywhere in the U.S.—this law could have a big impact on your rights at work during this time.
Let’s break it down in plain English.
What Is the FFCRA?
The Families First Coronavirus Response Act (FFCRA) is a federal law passed quickly by Congress in response to the COVID-19 crisis. It’s designed to support employees of small to mid-sized companies—generally those with fewer than 500 employees—by providing paid leave and job protection under specific circumstances related to the pandemic.
This law also expands certain provisions of the Family and Medical Leave Act (FMLA), giving workers additional protections if they need to care for themselves or their families during this public health emergency.
Key Benefits Under the FFCRA
Here’s what the law provides:
1. Up to 2 Weeks of Paid Sick Leave
You’re entitled to up to 2 weeks of fully paid leave if:
- You’re quarantined because you’ve been exposed to COVID-19.
- You’ve tested positive for COVID-19.
- A healthcare provider has advised you to self-isolate.
There is a cap on the maximum amount you can receive, but it’s still a substantial benefit. Importantly, your job is protected during this time.
2. Paid Leave to Care for Others
You can also receive up to 2 weeks of paid leave at two-thirds your regular pay if:
- You need to care for a family member who is sick or under quarantine.
- You need to stay home with a child whose school or childcare provider is closed due to COVID-19 (a situation most families in New York are still dealing with).
3. Up to 10 Additional Weeks of Extended Paid Leave
This is part of the expanded FMLA portion of the FFCRA. You may be eligible for up to 10 more weeks of leave, paid at two-thirds of your regular salary, if you need to care for a child who is home due to school or childcare closures caused by the pandemic.
Important Note for New York Parents:
The need to care for a child must be legitimate. For example, if your child is too young to stay home alone safely (and might burn the house down without supervision!), this would be considered a valid reason to take extended leave. But if your child is 17 and self-sufficient, it may not qualify.
Why the FFCRA Matters?
While we don’t know exactly when things will return to “normal,” it’s clear that the coronavirus isn’t disappearing overnight. Even as New York and other states begin reopening, many people will still need time off to:
- Recover from COVID-19
- Care for sick family members
- Stay home with kids due to ongoing school or daycare closures
The FFCRA is here to ensure that employees don’t lose their jobs or face retaliation from their employers during these challenging times. It’s a legal safety net for workers trying to navigate the uncertainties of work and family life during the pandemic.
Who Does the FFCRA Apply To?
The FFCRA applies to:
- Most public sector employees
- Private-sector employees working for companies with fewer than 500 employees
That includes a large number of New York businesses—from small retail shops and restaurants to growing startups and mid-sized firms.
Need Help Understanding Your Rights?
If you’re in New York and:
- You’re unsure if you qualify for paid leave
- You’ve been denied leave or faced retaliation for requesting it
- You’ve been terminated or laid off unfairly
Feel free to contact our office. We’re here to help you understand your rights and fight for fair treatment under the law.