New York Disability
Benefit Law (NY DBL) and
Paid Family Leave (NY PFL)
New York Disability Benefit Law (DBL) provides short-term disability benefits and Paid Family Leave (PFL) provides wage replacement benefits to eligible employees who need time off from work for qualifying reasons. Employees may be eligible for DBL if they are unable to work due to a non-work-related injury or illness, including during pregnancy and/or childbirth. Employees may be eligible for PFL to bond with a new child, care for a sick family member, which could include organ donation, and address a qualifying military exigency.
MetLife can provide coverage for New York's Disability Benefit Leave and Paid Family Leave that helps support an employer’s private plan.
MetLife offers a few coverage options:
- A Fully Insured NY DBL policy with NY PFL rider
- A fully insured NY PFL policy if you have a self-insured NY DBL plan
- Self-insured NY DBL/PFL administration
MetLife’s insurance offering and administration of an employer’s private plan complies with the regulatory requirements of the New York law.
Benefit Overview
Mandated Coverage & Employee Eligibility
HintLeave Reason, Duration, Job Protection
HintCost of Coverage and Contributions
HintBenefit Payments
HintEmployers are required to offer NY DBL and PFL if they have at least one employee working in New York State on each of at least 30 days in any calendar year. The state provides additional coverage details.
Almost all employees working in New York for a covered employer are eligible for benefits.
For NY DBL, full-time employees are eligible after 4 weeks of consecutive employment. Part-time employees are eligible after their 25th day of employment.
For NY PFL, employees who work 20+ hours per week are eligible after working 26 consecutive weeks. Employees who work less than 20 hours per week are eligible after completing 175 days of work.
NY PFL is mainly for people who work in New York. Usually, where an employee lives doesn’t matter when deciding if their job counts as New York employment. If an employee works in New York, their job is considered New York employment. If an employee only works in New York part of the time, whether they’re covered depends on other factors. Employees who do not meet the eligibility criteria can sign a waiver to opt out of benefits and not pay contributions. However, if their schedule changes and they become eligible later, they will be responsible for paying retroactive contributions.
Self-employed individuals or business owners have special eligibility rules that apply. Click here for more details.
While NY DBL does not provide job protection, NY PFL does. Job protection may also be provided through other federal or state laws such as the federal Family and Medical Leave Act (FMLA).
An employee can have more than one benefit each year, but no more than 26 weeks combined PFL and DBL in a 52-week period.
Disability Leave can be taken for up to 26 weeks, after a 7-day waiting period, to:
- address a personal serious health condition, including pregnancy and/or childbirth
DBL benefits are available 4 weeks before an employee’s due date and 6-8 weeks after giving birth.
Family Leave can be taken for up to 12 weeks to:
- bond with a new child
- take care of a family member with a serious health condition
- assist while loved ones are on overseas military deployment
NY PFL can only be taken in full day increments.
Beginning January 1, 2026:
- NY DBL: The maximum employee contribution is 0.5% up to a cap of $0.60 weekly, which matches the state’s employee contribution requirement. MetLife plans are individually underwritten, and employers fund the balance of the cost if there is any. Employers may also choose to fund the benefit on behalf of their employees.
- NY PFL: For 2026, MetLife’s premium rate is based on the state mandated community rate of 0.432% with a maximum contribution of $411.91 per employee per year. This community rate is set by the state of New York, and all insurance carriers charge the same rate. NY PFL is fully funded by employee contributions, but employers can choose to fund it on behalf of their employees. In addition, employee PFL contributions must be deducted on an after-tax basis. Pre-tax contributions are not allowed.
Please visit the state program’s website or the latest state rates and additional state plan information.
The benefit amount an employee may receive is based on their average weekly pay and New York’s current maximum weekly benefit. Benefits are locked in based on the first day of absence.
NY DBL benefits are paid as a percentage of an employee’s average weekly wage. Employees may receive 50% of their average weekly wage up to the maximum, or $170.00 per week.
NY PFL benefits are paid as a percentage of an employee’s average weekly wage. Employees may receive 67% of their average weekly wage up to the maximum of $1,228.53 per week, which is 67% of the state average weekly wage.
In 2026, the state average weekly wage is $1,833.63
Key Dates
- State average weekly wage of $1,833.63 is effective
- Maximum PFL benefit becomes $1,228.53
- Maximum DBL benefit remains the same at $170
Applying for a MetLife Supported Private Plan
MetLife’s customers are responsible for obtaining and maintaining approval of their NY DBL and PFL private plan, voluntary plan, and/or equivalent plan with each appropriate agency and in accordance with applicable law, rules, regulations, and guidance. You should consult with your attorney about the requirements for obtaining and maintaining such approval.
MetLife can provide coverage for New York's Disability Benefit Leave and Paid Family Leave that helps support an employer's private plan.
MetLife offers a few coverage options:
- A Fully Insured NY DBL policy with NY PFL rider
- A Fully Insured NY PFL policy if you have a self-insured NY DBL plan
- Self-insured NY DBL/PFL administration
MetLife's insurance offering and administration of an employer's private plan complies with the regulatory requirements of the New York law.
To obtain a quote from MetLife, you or your broker must create a census of your eligible New York workforce and send it to MetLife. This census template was developed for your convenience.
Based on the information that is provided to MetLife in your census you will be issued a quote.
For fully insured, MetLife will issue a state approved NY DBL policy and a PFL rider.
If NY DBL is self insured, MetLife can offer a fully insured NY PFL policy.
Employers are responsible for contacting the New York Department of Labor to register as an employer. The New York Department of Labor will then assign a New York State Unemployment Insurance Employer’s Registration (NYSUIER) number. All filing paperwork submitted to the Department must include this NYSUIER number.
If fully insured, MetLife will file the coverage with the NY WCB on our customers' behalf.
If self-insured, employers will need to file their plan with the NY WCB. -
Not applicable
For fully insured coverage, employers are responsible for completing the MetLife New York Disability Benefits application and requirements form. The application is only acceptable when signed by an officer of the company. MetLife will file the proof of coverage with the state and notify our customers of the approval. For self-insured plans, employers will need to submit their application to the state for approval.
NY PFL/DBL coverage can began on any future effective date.
For fully insured plans, MetLife will file the proof of coverage with the state and notify our customers of the approval. MetLife requires all appropriate documents and FEIN numbers at least 10 days prior to the effective date in order to file coverage with the state. Failure to provide the required documents on time may affect the policy's effective date. The state will impose penalties on any 30-day delays past the policy effective date. MetLife will not be able to retroactively date coverage, and it is the customer’s responsibility to ensure their coverage is filed timely to avoid any potential fines from the state.
You must work with your own employment counsel to define your self-insured plan. You will need to submit your application to the state for approval. Please refer to the state’s website for more information on self-insured private plan applications including surety bond, and other requirements.
Not applicable
Not applicable
Any future effective date.
Ongoing Employer Responsibilities
Employers are required to post an employee notice in a location that is easily seen by all employees working in New York. The notice must also be provided to an employee who will be absent from work due to a disability or family leave reason for more than 7 days.
When MetLife policies renew, and when state and or federal changes impact contribution rates, employers may need to consider how it impacts employee contributions, if applicable. MetLife policy renewal and state and or federal changes may not happen at the same time. If an employer collects contributions from employees, employers must adjust payroll deductions accordingly. Please review the "What's New" page on this site for details.
For fully insured plans, MetLife will submit quarterly reports and annual reports to the state on your behalf. For self-insured plans, you are responsible for completing and submitting the DB-681 (DBL and PFL included) annual report to the state. MetLife will provide you claim information to assist with completing Tables 1 and 2.
Your MetLife policy will automatically renew on its anniversary date and any changes to premium or benefits will be communicated in advance.
Once coverage is on file with the state, it remains in place until the coverage is terminated. Annual policy renewals and/or state reapprovals are not required.
MetLife will reach out to employers to verify and or provide missing information and documentation, as needed. Employers must complete form MET - PFL-1 Part B.
Taking a Leave
Filing for Benefits with MetLife
HintSupporting Claim Documentation
HintCoordination of Benefits
HintStep 1: An employee should notify their employer of the need for a leave as soon as possible.
Step 2: An employee should file a claim up to 30 days in advance of the leave. If the leave is unforeseeable, claims may be submitted up to 30 days after the leave has begun.
Step 3: MetLife will gather any additional necessary information from the employee and make a decision within 18 calendar days or the first day of leave, whichever is later.
Step 4: The employee will receive their first benefit payment within two weeks of claim approval.
Step 5: If an employee’s claim is denied, an employee may appeal the claim first with MetLife and if denied again the employee may submit an appeal to the state.
Proof to support an employee’s leave may be required before the claim decision can be made. Medical documentation may be required if benefits are being sought for one’s own serious health condition or to care for a family member with a serious medical condition. It is important to submit paperwork to the doctor as soon as possible. It might take the doctor’s office two weeks or more to complete the paperwork.
For the employee's own disability (when the employee is sick or hurt and cannot work for an extended period):
- Certification of a Disability/Serious Health Condition form filled out by the employee and their healthcare provider, or
- A doctor’s note or Attending Physician Statement (APS) that includes the same information as the Certification form
For child bonding for a newborn:
- A copy of the child’s birth certificate, or
- A statement from the child’s healthcare provider stating the child’s date of birth, or
- A statement from the parent’s healthcare provider stating the child’s date of birth
For child bonding for adoption or foster care placement:
- A copy of adoption papers or court documents finalizing the adoption that includes child's date of birth and adoption date, or
- Documentation from the child’s healthcare provider, or
- Foster/adoption agency paperwork containing adoption or placement
- If the employee is not the parent named in the court documents (in loco parentis), the employee may also be asked to provide proof verifying their relationship to the in loco parentis named in the court documentation. This could be a marriage certificate, civil union papers, or something showing you are in a domestic partnership.
For leave to care for a family member with a serious health condition, including medical events related to pregnancy or childbirth:
- Certification of a Disability/Serious Health Condition form filled out by the employee and their family member’s healthcare provider, or
- A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form
For qualifying military exigency needs, the employee will need to verify their family member’s service:
- Covered family member’s active-duty orders, or
- Letter from the military unit documenting impending call or order to covered duty, or
- Documentation of military leave signed by the approval authority for the military member’s Rest and Recuperation
- If leave is requested to meet with a third party, such as a school official, counselor, or attorney, the employee must provide documentation of the meeting that includes:
- The name, address, and contact information of the individual or entity with whom the employee is meeting
- A description of the meeting
Employees may be eligible for more than one leave.
MetLife’s claims team will reach out to the employee to coordinate dates of the company leave that directly overlap with the state leave.
An employer cannot require an employee to take other accrued benefits or company provided leave before PFL. If the employer offers, the employee can choose to use other leave to top off their PFL to receive 100% of their average weekly wage.
In general, DBL and PFL cannot be taken at the same time. DBL or PFL and federal FMLA benefits can and should be used at the same time when applicable. Sick pay and PFL or DBL benefits may be received simultaneously, though benefits may be reduced by other income benefits received.
Starting on January 1, 2025, employees in New York who are pregnant may also have additional paid time off available to them for doctors’ appointments, procedures, or other types of prenatal care. This paid prenatal personal leave is part of New York’s paid sick leave program, which is separate from New York State Paid Family Leave.
MetLife representatives can help review employer paid benefits that may overlap with the state leave. They can help document overlaps and preferred contact and action when the overlap happens.
Note: There may be additional leaves that MetLife does not administer. Employers may be responsible for providing additional leaves for their employees. Employers should consult their own employment attorneys.
FAQs
A child, parent, parent-in-law, spouse, grandchild, grandparent, sibling, or domestic partner (registration not required).
As of September 24, 2025