In the hospitality industry, where your staff are the heart of your business, keeping them happy and healthy is one of the main ingredients for success. However, it can be challenging to create a supportive work environment for employees who are soon-to-be or new parents. Recently, New York State labor laws have changed to offer a helping hand, specifically for working parents. It’s often said that it “takes a village” to raise a child – learn how to be a part of your employees’ village and provide them with the support they need.
In this article, we’ll explore two main changes in New York labor law that you should be aware of as a restaurant owner or manager – lactation breaks and prenatal leaves.
Lactation breaks are designated times during the workday when breastfeeding employees can take a break to express breast milk. Usually, employers must provide a breastfeeding employee with a private, clean space, other than a bathroom, to pump milk. Offering lactation breaks supports the health and well-being of not only the mother but also the child, as well as promoting workplace equality.
According to the New York State Labor Law Section § 206-c, employers must provide all breastfeeding employees with unpaid break time to pump breast milk at work. Below, we’ve outlined the key provisions included in this new policy change:
The New York lactation break laws take effect beginning June 19, 2024.
Prenatal leave refers to time off from work that pregnant employees take before their child’s birth. This leave gives expectant mothers the chance to attend medical appointments and tests without fear of losing their jobs. Providing prenatal leave is a way employers can support pregnant employees through the physical and emotional demands of pregnancy.
An amendment to New York Labor Law Section § 196-b, also known as New York State Paid Sick Leave Law, will require employers to provide paid prenatal leave for pregnant employees. The key provisions of this new law include:
At this time, certain aspects of this new law are still unclear, such as documentation that will be required to take prenatal leave and how much notice will be required. Further guidance from the New York State Department of Labor is expected before the new law takes effect.
The New York prenatal leave laws take effect beginning January 1, 2025.
The first step to complying with these new laws is to familiarize yourself with them. At the time of writing, the New York lactation break law has already been outlined in detail for employers to follow. Read more about the policy here, along with FAQs here. As for the New York paid prenatal leave law, general guidelines have been established, but further guidance is expected throughout the 2024 year leading up to January 2025, when the law will take effect. It’s important to keep an eye out for new updates from the New York State Department of Labor regarding this change, so you’re ready when it’s enforced.
Beyond familiarizing yourself with the new laws and what they entail, here are some additional steps to take as an employer to successfully implement the new policies:
Complying with New York’s lactation break and prenatal leave laws won’t just keep you on the right side of the law, it’ll also allow you to invest in your team. Supporting expecting and new parents shows your commitment to employees’ well-being, leading to a happier, more productive, and loyal workforce. Dedicated employees who feel good about their jobs will be ready to dish up success — both at work and at home.
Implementing new labor laws can feel overwhelming, but managing HR doesn’t have to be. Push’s all-in-one people management software designed with restaurants in mind can help you streamline your HR operations. From hiring and onboarding to time tracking and payroll, we’ve got you covered. Book a demo with us today to explore the power of Push.
“In the labor numbers, we were reporting about a $300 to $400 difference than what we were getting through Push!”
-Tara Hardie, ZZA Hospitality Group, 16 locations
