New York Paid Family Leave

Yes, UniCare provides New York Paid Family Leave (PFL) coverage along with New York Disability Benefits Law (DBL) coverage. We do not offer stand-alone PFL plans.

Premiums for both DBL and PFL are paid monthly, in advance. This is the same way payment has historically been made for DBL coverage.

No administrative fees will be added for fully insured PFL coverage.

Yes, NY PFL benefits are considered taxable non-wage income subject to federal income tax.

UniCare will not automatically withhold any taxes from NY PFL benefits. However, employees may submit a completed W-4V during the claim process if they wish to voluntarily have federal and state income taxes withheld.

No. FICA and unemployment taxes do not apply to NY PFL benefits.

Each January, UniCare will issue 1099-MISC forms to employees reflecting their NY PFL benefits paid the previous year.

Employee contribution rates are determined each year by the New York State Department of Financial Services. Contribution rates are community rated and are paid entirely by employees. The maximum contribution rate is 0.373% of an employee’s gross weekly wage and is capped at an annual maximum of $333.25 for calendar year 2024.

PFL coverage is funded by employee contributions. The employer is not required to contribute toward the premium, but may opt to pay for the coverage.

The premium amount billed will equal the employee contributions.

Premiums are deducted from employees’ after-tax wages.

Employers are required to conspicuously post a notice in the workplace to indicate their compliance with the paid family leave requirements.

UniCare will require the funding of PFL to be the same as for DBL, which is on an insured basis.

No. Employees will receive a 1099-MISC form for PFL benefits and receive a W-2 for DBL benefits paid.

The employer will be responsible for collecting these requests and notifying UniCare if PFL will be supplemented by PTO.

The employee must give the employer 30 days advance notice of a foreseeable family leave. If paid family leave is foreseeable and the employee fails to give 30 days’ advance notice, there can be a partial denial of the paid family leave claim for a period of up to 30 days from the date the notice was provided by the employee.

• The benefit is 67% of the employee’s average weekly wage, not to exceed 67% of the statewide average weekly wage, and not to exceed a duration of 12 weeks in a 52-calendar week period.
• The statewide average weekly wage may change annually as determined by the state.

The duration for DBL and paid family leave is combined, not to exceed a maximum of 26 weeks in a 52-calendar week period.