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Since March 2020, employers have been required to
provide at least five or 14 calendar days (depending on employer
size) of sick leave (in most cases, paid) for employees unable to
work because they are subject to a mandatory order of isolation
issued by New York State, the Department of Health, a local board
of health, or any government entity duly authorized to issue such
order due to COVID-19 and are unable to work from home.
Note that after the Law expires on July 31, 2025, employees may
still be eligible for paid leave or benefits under the New York
Paid Family Leave Law, New York's Paid Sick Leave Law, or New
York City's Earned Sick and Safe Time Law for reasons related
to COVID-19, including for their own diagnosis, care, or treatment
or to care for a covered family member requiring diagnosis, care,
or treatment.
Employers should review and revise their existing policies and
employee handbooks as needed to account for the upcoming change in
the law.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
