Top Claimant PFL FAQs

The PFL program provides wage replacement to employees to allow them to bond with a child, care for a close relative with a serious health condition, or help relieve family pressures when someone is called to active military service.

Bonding An employee may file for PFL to bond with their child during the first year after birth, or during the first year after placement of an adopted or foster child. An employee may apply for family leave before the actual placement for adoption or foster care. Examples of valid reasons for leave in this scenario: to attend counseling sessions, court appearances, attorney consultations or travel to another country to complete an adoption.

Caring for a Family Member with a Serious Health Condition An employee may file for PFL to care for a close family member with a serious health condition. A close family member of the employee includes the employee's spouse, domestic partner, child, parent, grandparent, grandchild, or sibling. A "serious health condition" is an illness, injury impairment, or physical or mental condition that involves either (a) inpatient care or (b) continuing treatment or continuing supervision by a health care provider.

Qualifying Military Event An employee may file for PFL for a qualifying military event when a spouse, child, domestic partner, or parent of the employee is on active duty or has been notified of an impending call or order of active duty.

Employees who regularly work 20 or more hours per week may be eligible after they have worked for at least 26 consecutive weeks. Employees who work less than 20 hours per week may be eligible after they have worked at least 175 days.

You can download/print your claim form here. Also provided are detailed instructions and a claim filing requirements chart. You can also download/print the claim filing requirement charts separately.

Eligible employees will receive a portion of their weekly earnings during a qualifying leave period, subject to a New York State average weekly wage (NYSAWW) maximum, as follows:

Year	Weeks Available	% of Employee Salary	Up to a Maximum % of State Average Weekly Wage	Maximum Weekly Benefit Payout Amount
1/1/2018	8	50%	50%	$652.96
1/1/2019	10	55%	55%	$746.41
1/1/2020	10	60%	60%	$840.70
1/1/2021	12	67%	67%	$971.61
1/1/2022	12	67%	67%	$1,068.36
1/1/2023	12	67%	67%	$1,131.09
1/1/2024	12	67%	67%	$1,151.16

Examples:

In 2024, an employee who makes $700 a week would receive a benefit of $469 a week (67% of $700). An employee who makes $2,000 a week would receive a benefit of $1,151.16, because this employee is capped at 67% of New York State's Average Weekly Wage (NYSAWW) — currently $1,718.15. 67% of the NYSAWW for use in 2024 brings you to the $1,151.16 maximum weekly benefit.

Employees are guaranteed to be able to return to their job.

Yes. PFL is entirely employee-funded. Employers are permitted to collect weekly contributions through payroll deductions to pay for the PFL benefit premium.

Yes, this is a required coverage for all covered employees in NY State. Employees cannot opt-out of eligibility.

No, if you are not working and are collecting workers' compensation, you may not use PFL.

PFL only begins after birth. It is not available for prenatal conditions. You must file a NY DBL claim for the pre-natal time period. These are two separate benefits, and each leave has its own claim form that must be filed.

If your employer allows this, you will be able to use your sick and vacation time to receive full salary. If allowed and you choose this option, your employer may be reimbursed any PFL benefits at the lower rate for that time period.

No, PFL is only available in full day increments, but it can be taken intermittently.

If your employer already has a paid family leave program that fulfills or exceeds New York state law, you will receive only those benefits.

You may submit a claim for PFL benefits for any of the 3 leave types. How much time you have available is dependent on the amount of time utilized within a rolling 52-week look back period. Please feel free to contact the claims department if you have specific leave questions.

If you have a foreseeable situation, you must give your employer 30-days advance notice so they can plan for your absence. If the event was not foreseeable, you must notify your employer as quickly as possible. If you fail to do so without unusual circumstances justifying the failure, your PFL can be delayed or partially denied.

Once we receive a completed request for PFL with the necessary certification, we have 18 days to pay or deny a PFL claim.

They can mail it to:	Standard Security Life Insurance Company of New York P. O. Box 25339 Farmington, New York 14425
They can email it to:	claims@sslicny.com
Or
They can fax it to:	585-398-2854

Remember to keep a copy of your claim and certification for your records. If you have any claim related questions not answered here, please contact us at 1-800-477-0087 or email us at claims@sslicny.com.