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A free scan shows the junk files, broken settings and background clutter dragging Windows down - then fixes them in one click.Free scan · Windows 10 & 11Starting January 1, 2027, certain New York construction employees working under a collective bargaining agreement may qualify for Paid Family Leave (PFL) through a new work-history standard: at least 26 of the previous 39 weeks with a covered employer. It is an expanded path to eligibility—not an automatic payment for every construction worker. The New York State Workers’ Compensation Board describes it as a new standard for certain construction workers covered by a collective bargaining agreement (Board notice, August 13, 2026).
What is the new paid family leave benefit for construction workers in New York in 2027?
The change is to who may qualify for New York Paid Family Leave, not to the leave’s covered purposes. Senate Bill S8795 amends the Workers’ Compensation Law to establish a special eligibility path for certain construction employees. It takes effect January 1, 2027, according to the Workers’ Compensation Board and the enacted bill.
PFL provides eligible employees with job-protected paid time off for specific family-related reasons. The change does not create a cash grant for all construction workers, nor does it make personal leave for any reason eligible.
Which construction workers may qualify after 26 weeks?
The special standard is aimed at employees who perform specified construction work for multiple employers pursuant to a collective bargaining agreement. The law lists construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, and improvements. It does not establish eligibility for every person working in construction, and the cited text does not extend this rule to independent contractors (S8795 enacted text).
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To meet the new work-history threshold, an employee must have worked at least 26 of the previous 39 weeks for covered employers that are signatories to a collective bargaining agreement. The bill text further specifies work during the employer’s normal work week and ties eligibility to the covered employer immediately preceding the leave period. It says PFL eligibility continues only during employment with a covered employer. A worker’s particular work history and employer status therefore matter; the 26-week figure alone does not establish eligibility.
How does the construction standard differ from ordinary PFL eligibility?
The new rule adds a construction-specific route rather than replacing PFL eligibility rules for all employees. Workers should not assume that the 26-of-39-week threshold applies to non-construction jobs or to construction employment outside the statute’s collective-bargaining and covered-employer conditions.
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- Work type: The statute identifies a range of construction-related work, including repairs, excavation, and renovations.
- Employment arrangement: The employee must fit the law’s description of work for multiple employers pursuant to a collective bargaining agreement.
- Recent work history: The employee must reach at least 26 qualifying weeks in the previous 39, working the employer’s normal work week.
- Employer at leave: The bill ties eligibility to the covered employer immediately preceding leave and says eligibility continues only while employed by a covered employer.
For a decision on an individual claim, confirm the work record and covered-employer status with the employer, union benefits office, PFL insurance carrier, or state program.
What reasons does New York Paid Family Leave cover?
New York’s PFL program lists three covered purposes: bonding with a newly born, adopted, or fostered child; caring for a family member with a serious health condition; and assisting a spouse, domestic partner, child, or parent deployed abroad on active military service. The state also describes PFL as providing job protection, continued health insurance, and protection from discrimination or retaliation (New York Paid Family Leave program).
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Will union health insurance continue during leave?
S8795 says construction employees’ existing union health plan or fund benefits must remain in force for the duration of family leave, as if the employee continued working, from the start of leave until return to employment (enacted bill text). The law also allows collective bargaining agreements to add compatible terms, including how health contributions are handled and whether leave time counts as hours worked for health-plan eligibility. The exact contribution arrangement may therefore depend on the governing agreement.
How much will New York Paid Family Leave pay in 2027?
The state program’s published figures in the reviewed material are for 2026, not 2027. New York Paid Family Leave lists a maximum weekly benefit of $1,228.53, a maximum total benefit of $14,742.36, and an employee contribution rate of 0.432% of gross wages per pay period, capped at $411.91 annually (New York Paid Family Leave, 2026 amounts).
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- Compact & Portable: Perfect for outdoor adventures, this insulated lunch box offers convenience on the go. With sturdy handles for easy carrying, it’s a must-have addition to your camping gear or field kit. Whether you need a reliable camping cooler or an outdoor cooler for work, this cooler delivers the performance you need for your outdoor routine
- Spacious Capacity: This large lunch box for men offers ample space to hold your food and drinks, keeping everything fresh for long workdays or outdoor adventures. Whether you’re packing snacks, sandwiches, or drinks, this lunchbox men has you covered
- Effective Insulation: Designed to keep your food fresh, the insulated lunch bag for men features dual compartments that keep your containers and beverages organized and separated. This insulated lunch box for men ensures your lunch stays at the right temperature, no matter where the day takes you
- Rugged Meets Function: A tough exterior and functional interior come together in this soft lunch box for men, offering durability without compromising on style. Perfect for work or play, this men lunch box is built for everyday use and is as dependable as the people who carry it. Size: 10" x 8.5" x 4"
Those figures should not be treated as 2027 benefit limits or contribution rates. The sources cited here do not establish the 2027 amounts.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What is the implementation status?
The Workers’ Compensation Board’s August 13, 2026 notice says the law takes effect January 1, 2027 and describes proposed amendments to the PFL regulations. The notice said the proposal would be published in the August 19, 2026 State Register, with comments accepted for 60 days after publication (Board notice). That notice documents proposed rulemaking; it does not, by itself, confirm that final regulations have been adopted.
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How can workers check eligibility or find help?
- Ask the employer or union benefits office whether the employer is covered and signatory to a collective bargaining agreement for purposes of the new standard.
- Review the prior 39 weeks of work with the employer or union, including whether the work meets the normal-work-week condition and the statute’s covered-work description.
- Use the state Paid Family Leave program page for eligibility information and application resources, and its Workers’ Compensation Board search to identify the PFL insurance carrier.
- For program assistance, call the Paid Family Leave Helpline at (844) 337-6303, Monday through Friday, 8:30 a.m.–4:30 p.m. Eastern Time.
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