Paid Sick Leave Law Impacts All New York Employers Starting September 30, 2020
September 5, 2020
Paid Sick Leave Law Impacts all New York Employers


If your current paid time off (PTO), vacation, or paid sick time policies do not meet or exceed the new standard set by the New York State Paid Sick Leave Law, SimcoHR can assist you with putting together a policy that satisfies this requirement. Give us a call at (585) 750-3246.


On April 3, 2020, New York enacted a long-expected statewide Paid Sick Leave Law impacting all private employers in NY. The law’s leave accrual provisions take effect September 30, 2020; however, employers are not required to provide sick leave to any employee until January 1, 2021.


Under the law, sick leave must be accrued by each employee at a rate of 1 hour per 30 hours worked. The total amount of sick leave for which an employee is eligible in a calendar year, and whether such leave is paid or unpaid, depends on the size of the employer, as follows:


  • For an employer with 4 or fewer employees in any calendar year and net income of $1 million or less in the previous tax year, each employee is entitled to up to 40 hours of unpaid sick leave;


  • For employers with 4 or fewer employees in any calendar year and net income greater than $1 million in the previous tax year, each employee is entitled to up to 40 hours of paid sick leave;


  • For employers with between 5 and 99 employees in any calendar year, each employee is entitled to up to 40 hours of paid sick leave; and


  • For employers with 100 or more employees in any calendar year, each employee is entitled to up to 56 hours of paid sick leave.


An employee may use leave in partial-day increments, but an employer may set a minimum increment of not more than four hours. Unused sick leave must be carried over to the next calendar year, but an employer may cap annual usage at 40 hours (for small employers) or 56 hours (for employers with 100 or more employees).


Qualifying reasons for the use of sick leave include:

A mental or physical illness, injury, or health condition of the employee or a family member, regardless of whether such illness, injury, or condition has been diagnosed or requires medical care at the time (that leave is requested);


The diagnosis, care, or treatment of a mental or physical illness, injury, or health condition of, or


the need for medical diagnosis of, or preventive care” for the employee or a family member; or


An absence from work due to any of the following reasons when the employee or a family member has been the victim of domestic violence, a family offense, sexual offense, stalking, or human trafficking: to obtain services from a domestic violence shelter, rape crisis center, or other services program.


  • To participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family members;
  • To meet with an attorney or other social services provider to obtain information and advice on and prepare for or participate in any criminal or civil proceeding;
  • To file a complaint or domestic incident report with law enforcement;
  • To meet with a district attorney’s office;
  • To enroll children in a new school; or
  • To take any other actions necessary to ensure the health or safety of the employee or the employee’s family member or to protect those who associate or work with the employee.
  • The law also restricts the information an employer can request from an employee requesting paid sick leave, like disclosure restrictions in some local sick leave laws, such as the New York City Safe and Sick Leave Act.


Paid sick leave must be paid at the employee’s regular rate of pay. Upon returning to work following leave, an employee must be restored to the same job position with the same pay and other terms and conditions of employment.


An employer is not required to pay out unused sick leave upon an employee’s termination, resignation, retirement, or other separation from employment.

If an employer’s voluntary sick leave policy already meets or exceeds all requirements of the new sick leave statute, the employer is not required to provide any additional leave.


The law permits a unionized employer to negotiate to provide a comparable benefit, in the form of leave, compensation, other employee benefits, or some combination thereof, in lieu of the sick leave required under the law, provided that the collective bargaining agreement refers specifically to the paid sick leave law.


New York employers may want to consider initiating the following measures before the law’s effective date:

  • Reviewing current sick leave policies and updating, as necessary;
  • Monitoring and reviewing guidance published by the New York State Department of Labor; and
  • Training supervisory and managerial employees, as well as human resources professionals, on the requirements of the law.

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2026 Retirement Plan Contribution Limits Raised by IRS: Key Updates for 401(k) and More

November 20, 2025
The IRS recently announced the updated retirement plan contribution limits for 2026, reflecting cost-of-living adjustments and new guidance under the SECURE 2.0 Act. Whether you’re an employer managing a company plan or an employee planning for your future, these changes are important to understand so you can make the most of your retirement savings. Key Increases for 2026 Some of the most notable updates for defined contribution plans, including 401(k), 403(b), and 457(b) plans, are summarized in the chart below: 

The Employer's Guide to 2026 Minimum Wage Updates

November 5, 2025
As we move into 2026, employers across many states and localities are preparing for significant minimum wage increases. Nearly 20 states and more than 40 local jurisdictions will raise their wage thresholds effective January 1, 2026. This poses important planning, budgeting, and compliance considerations, especially for mid-sized employers like those that partner with Simco, where payroll, HR, benefits and advisory services intersect. Below we’ve summarized key state and local minimum wage updates and outlined the steps you should take now to stay ahead of the changes and mitigate risk. State-Level Minimum Wage Increases (January 1, 2026) The table below highlights selected state increases scheduled for January 1, 2026.

The Benefits of Outsourcing HR: Save Time, Cut Costs, and Boost Engagement

October 24, 2025
When HR Is Overloaded, Your Business Feels It For many small to mid-sized businesses, HR is one of the most critical (and most overextended) functions. From payroll and benefits to onboarding and compliance reporting, administrative tasks can quickly consume your team’s time, leaving little room for strategic work that actually moves the business forward. Sound familiar? You’re not alone. A recent survey from Champions of Change: isolved’s Fourth-Annual HR Leaders’ Research Study found that 51% of HR leaders spend four or more hours a day answering repetitive questions. This time could be better spent on employee engagement, culture, and growth initiatives. When HR teams are pulled in too many directions, the consequences ripple across the entire organization, resulting in missed deadlines, frustrated staff, compliance risks, and ultimately, higher turnover. Why HR Leaders Consider Outsourcing Outsourcing HR isn’t just for businesses without dedicated HR teams. In fact, a survey of 1,000 HR decision-makers found that 76% could benefit from outsourcing certain tasks, even though only 54% currently have plans to do so. HR outsourcing allows organizations to offload both core and strategic tasks, including payroll, benefits administration, recruitment, onboarding, compliance support, performance management, employee relations, and workforce analytics, without adding headcount. This augmentation provides a multiplier effect: a small HR team can function like a much larger one, accomplishing more in less time. By leveraging experienced HR professionals through outsourcing, organizations can free up internal HR teams to focus on initiatives that directly impact business growth, such as talent development, employee engagement, and culture-building. Routine administrative tasks, when handled externally, no longer distract from these high-value priorities. The True Cost of Administrative Overload Overburdened HR teams don’t just affect your internal operations; they impact your employees’ experience. Inconsistent onboarding can create a rocky first impression for new hires. Delayed payroll or benefits questions lead to frustration and decreased trust. Compliance oversights expose your business to fines and legal risk. Even small inefficiencies add up. According to the National Association of Professional Employer Organizations (NAPEO), organizations that leverage an outsourced HR model achieve an average ROI of 27.2% per year, saving around $1,775 per employee while paying $1,395 per employee for outsourced services. That’s not just cost savings, it’s a reinvestment in your team and your business. The Power of Strategic HR Outsourcing Outsourcing doesn’t mean giving up control or handing HR off to a faceless provider. Done strategically, it’s about extending your team. Administrative tasks like payroll, benefits, onboarding, and reporting can be handled efficiently by experts, while HR teams gain confidence that compliance requirements are being met. Most importantly, it frees internal HR to pivot from reactive, day-to-day tasks toward engagement, culture-building, and retention strategies. Outsourced HR support can scale with your business, providing additional expertise during busy periods, leaves of absence, or rapid growth phases. The impact is clear. Teams feel supported, employees feel heard, and the organization operates smarter, not harder. With the right outsourcing partner, a small HR team can act like a team of 10, and a team of five can perform like a team of 25, all while maintaining compliance and efficiency. Retention Starts With the Right Employee Experience When administrative burdens are reduced, HR teams can focus on creating meaningful experiences for employees. Transparent processes around pay, benefits, and policies build trust. Faster, more organized onboarding leaves a strong first impression. Access to modern self-service HCM tools empowers employees to manage their own information, reducing repetitive questions and improving engagement. By leveraging experienced HR professionals to handle gaps in internal processes, organizations can enhance overall employee satisfaction, ensuring every interaction, from onboarding to open enrollment, feels seamless and supportive. A Smarter Approach to HR Means a Stronger Business Across industries, companies are recognizing that HR outsourcing is no longer a luxury. It’s a strategic advantage. Organizations that adopt a blended model of technology and advisory support report measurable reductions in administrative workload, cost savings compared to maintaining fully in-house HR teams, and improved engagement for employees. Strategic HR outsourcing allows internal teams to shift from transactional tasks to big-picture initiatives, creating a more resilient, efficient, and high-performing workforce. At the end of the day, HR isn’t just a function; it’s the backbone of your organization. When it’s overextended, the entire business suffers. But with the right support, HR teams can focus on meaningful initiatives, employees feel more valued, and the business benefits from measurable ROI. Strategic HR outsourcing isn’t about replacing your team, it’s about empowering it. Your people, your culture, and your bottom line all benefit. Curious how Simco's HR Advisory services can help your business? Let's talk today.

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