Unpaid Leave:
Starting February 22, 2026, new amendments to the Earned Safe and Sick Time Act (ESSTA) significantly expand unpaid leave for all covered NYC employees. Although this new requirement applies to caregivers that care for patients within the boroughs of New York City, SARA Companions will make this provision available to all caregivers.
- ~ Mandatory 32-Hour Bank: Employees at SARA will receive a separate bank of 32 hours of unpaid safe and sick time
- ~ Immediate Availability: This time is available immediately upon hire and on the first day of each calendar year.
- ~ Usage Priority: This 32-hour unpaid bank is intended for use after an employee has exhausted their paid leave, or if the employee explicitly chooses to use unpaid time instead of paid leave.
- ~ No Carryover: unused portions of this 32-hour unpaid bank will not carry over to the following year.
Paid Sick Leave Policy: Accrual and Use
In compliance with New York State Labor Law, eligible employees accrue paid sick leave at the rate of one (1) hour for every thirty (30) hours worked.
Maximum Accrual
Employees may accrue up to fifty-six (56) hours of paid sick time per calendar year, defined as January 1 through December 31.
Use of Sick Leave-
Sick leave may be used for:
- ~ Personal or family illness or injury
- ~ Preventive medical care
- ~ Diagnosis or treatment of physical or mental illness
- ~ Absences related to domestic violence, sexual assault, stalking, or human trafficking
Employees must notify the HR Manager as soon as possible when using sick leave. Documentation may be required in accordance with applicable law and agency policy.
Rollover and Payout
- ~ Unused sick time does not roll over into the following calendar year.
- ~ Unused sick time will not be paid out upon termination, resignation, or other separation from employment unless otherwise required by law.
Medical Documentation Requirement
If an employee is absent due to illness or injury for three (3) or more consecutive scheduled workdays, a note from a licensed medical provider is required upon return to work.
The medical note must:
- ~ Confirm that the employee was under the provider’s care,
- ~ State the dates of the illness or injury, and
- ~ Confirm the employee is medically cleared to return to work (if applicable).
Failure to provide appropriate documentation may result in the absence being classified as unexcusedand may lead to disciplinary action, up to and including termination, in accordance with agency policies.