New York Senate Bill S08795

New York 2025-2026 Regular Session

• Introduced: 1/8/26
• Refer: 1/8/26
• Engrossed: 1/21/26
• Refer: 1/21/26
• Enrolled: 2/13/26
• Chaptered: 2/13/26
• Passed: 2/13/26

Caption

Extends paid family leave benefits to certain construction employees who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement; relates to the effectiveness thereof.

Impact

If enacted, S08795 will have a significant impact on the eligibility criteria for paid family leave benefits under the workers' compensation laws. It will allow construction employees, who historically faced challenges qualifying for these benefits due to fluctuating employment status, to access necessary family leave. The bill also ensures that construction employees will maintain any existing union health benefits during the duration of their family leave, reflecting a commitment to protect workers' health and well-being while balancing family responsibilities.

Summary

Bill S08795, introduced in the New York State Senate, aims to amend the workers' compensation law to extend paid family leave benefits specifically to certain construction employees. Under this bill, construction employees will become eligible for family leave benefits if they have been employed for at least twenty-six of the last thirty-nine weeks by a covered employer who is signatory to a collective bargaining agreement. This change is intended to recognize the unique employment patterns prevalent in the construction industry, where work may not be continuous due to project-based employment and layoffs.

Contention

The bill's introduction may lead to discussions regarding the adequacy of benefits and the effectiveness of extending family leave to a specific group of workers. Proponents argue that this extension aligns with labor protections for vulnerable workers in an industry characterized by high mobility and intermittent employment. On the contrary, opponents may raise concerns regarding the administrative challenges for employers in complying with changes to leave policies and the potential for increased costs associated with these benefits. Debates may also surface about whether such provisions should apply more broadly or remain limited to construction workers.