As the regulatory landscape shifts, staying compliant with new family and medical leave laws is critical for businesses. Recent updates to FMLA-related laws may impact your organization. At Greenshades, we're here to help you navigate these changes and ensure your payroll processes remain streamlined and compliant.
Key FMLA-Related Updates
Maryland PFML DelayedThe Maryland Paid Family and Medical Leave (PFML) program has been delayed by one year. Employers are now required to begin withholding for the program on October 1, 2024, instead of the previously scheduled date of October 1, 2023. Employees will be eligible to begin using benefits starting January 1, 2026.
New York State Expands Rights Under Labor Law § 196-b
New York State recently expanded employee rights under labor laws related to pregnancy and lactation. On April 19, 2024, Governor Hochul signed Assembly Bill A8806C, introducing significant changes, including paid lactation breaks and paid prenatal leave.
Starting January 1, 2025, New York employers must provide 20 hours of paid prenatal leave within any 52-week period. This new leave is in addition to the existing paid sick and safe leave, making New York the first state to mandate distinct paid leave specifically for prenatal care, fully covered by employers.
These updates emphasize New York’s commitment to supporting workers' rights, particularly in areas of maternal health and well-being.
Connecticut Expands Paid Sick Leave
On May 21, 2024, Connecticut Governor Ned Lamont signed HB 5005 into law, significantly expanding the state's paid sick leave requirements.
Connecticut was the first state to mandate paid sick leave for private employers, but the original law only applied to employers with 50 or more employees and was limited to those defined as "service workers." The new law removes the "service worker" restriction, making nearly all employees in Connecticut eligible for paid sick leave, with only a few exceptions for seasonal and certain unionized workers.
Phased Implementation for Employers
The new law also broadens the definition of a "covered employer," reducing the minimum employee threshold in phases:
- Effective January 1, 2025: Employers with 25 or more employees will be required to provide paid sick leave.
- Effective January 1, 2026: Employers with 11 or more employees will be covered.
- Effective January 1, 2027: Any employer with at least one employee will be subject to the law.
This phased approach ensures that over time, nearly all employers in Connecticut will be required to offer paid sick leave to their employees.
Greenshades' Enhanced Support for Paid Sick Leave Compliance
With these changes approaching, keeping your payroll and HR systems up to date is crucial. Greenshades is ready to help you navigate these updates with our latest product enhancements, especially in managing state-based Paid Sick Leave (PSL).
Location-Based Time Off: Support for State-Based Paid Sick Leave
With current time-off settings, manually tracking state-mandated Paid Sick Leave (PSL) can be a cumbersome process. Greenshades’ new enhancements allow you to automate the accrual of time-off based on hours worked in specific locations, adhering to the unique PSL requirements of different states.
New Feature Highlights:
- Accurate Accruals: Time-off accruals can now be accurately based on hours worked in designated locations, ensuring compliance with specific state laws.
- Streamlined Compliance: Locations can be tied to specific PSL codes, automating the tracking and ensuring accurate PSL balances across multiple jurisdictions.
- Effortless Reporting: Our system simplifies the management of paid sick leave, reducing manual work and minimizing the risk of non-compliance.
Greenshades Can Help You Stay Compliant
At Greenshades, we understand the complexity of staying compliant with ever-changing payroll regulations. Our platform is designed to help you manage these challenges with ease:
- Payroll Automation: Our payroll solution automatically updates to reflect the latest legal changes, ensuring your payroll processing remains compliant with state-specific regulations.
- Expert Support: Our team is ready to assist you in understanding and implementing these changes, providing peace of mind that your payroll system is compliant.
Contact us today to learn more about how Greenshades can support your compliance needs and help you navigate these important updates. Let us handle the complexities of compliance, so you can focus on what matters most—running your business.
