Because employers in New York are not legally required to offer paid vacations, they have complete discretion to establish a vacation policy. However, those who offer paid holidays may be required to pay unused vacation pay when the employment relationship ends, either voluntarily or involuntarily. In New York, an employer is not required to provide employees with vacation benefits, whether paid or not. If an employer chooses to provide such benefits, they must comply with the terms of their established policy or employment contract.
The employer is obliged to pay accrued leave after separation from employment if the employment policy or contract established by the employer says nothing about it. New York labor laws require employers to provide employees with sick leave benefits. New York Labor Law § 196-b; New York Department of Labor FAQs. Employers with four or fewer employees and who have a net income of $1 million or less in the previous tax year must provide unpaid sick leave.
All other employers must provide paid sick leave. For more information on New York's sick leave requirements, visit Paid Sick Leave in New York. A private employer does not have to pay an employee's premium, such as 1½ times the regular rate, for working on holidays, unless that time worked qualifies the employee for overtime under standard overtime laws. If an employer chooses to provide paid or unpaid vacation, they must comply with the terms of their established policy or employment contract.
As an employer in New York State, you are not required by law to provide paid vacation, sick days, or vacation. Again, New York Law Doesn't Require Employers to Give Employees Vacation Time. However, employers who offer paid vacation must notify employees of the applicable policy in writing. In addition, full-time employees expect paid vacation days as part of the employment relationship.
In all other cases, the employer is not required to pay an employee for the time spent serving on a jury. For example, if you are caring for a sick family member or recovering from childbirth, you may be entitled to sick leave or paid family leave under New York law. Since the law doesn't require vacation or sick leave, it's up to you to make these arrangements with your employees. Employees must give notice of the need to leave between two and ten business days before the election.
However, an employer can legally establish a policy or enter into a contract that disqualifies employees from paying accrued vacation after separation from employment if they do not meet specific requirements, such as giving two weeks notice or being employed on a specific date of the year. In addition to the leave provided by your employer's discretionary policies regarding vacation time, sick leave, personal days, or paid time off (PTO), you may have the legal right to leave work for specific reasons under federal and New York law. Another federal law, the Untrained Services Employment and Reemployment Rights Act (USERRA) gives eligible employees the right to be reinstated after taking up to five years off from service in the United States. Neither the New York Legislature nor its court has explicitly established whether an employer can implement a policy or enter into employment contracts that force employees to lose accrued vacation upon separation from employment, regardless of the reason.
Employees can also receive contractual rights to vacation pay through individual employment agreements or collective bargaining agreements. .
