DBL and PFL in New York are two separate mandatory coverages, required for nearly every employer with even one employee, and they cover different situations entirely. DBL provides partial wage replacement when an employee can’t work due to their own non-work-related injury or illness, while PFL provides paid leave for bonding with a new child, caring for a sick family member, or supporting a family member’s military deployment.
What DBL Pays, and Why It’s Lower Than People Expect
DBL pays 50% of an employee’s average weekly wage, up to a state-required minimum benefit of $170 per week, a figure that has not changed since 1989 and isn’t indexed to inflation. Benefits run for up to 26 weeks after a seven-day waiting period. DBL coverage can be increased above that $170 minimum through a buy-up policy, but most employers simply carry the statutory minimum rather than adding the enhanced benefit.
DBL is fundamentally an employer-funded benefit, meaning the employer is responsible for having the coverage in place and paying for it. Employers are permitted to collect a contribution from employees toward that cost, capped at $0.60 per week per employee, but the underlying obligation to carry the coverage sits with the employer either way.
Most employees earning more than about $340 a week hit that $170 cap and receive the maximum regardless of their actual income, which means the statutory minimum alone leaves a real income gap for most working New Yorkers. There’s currently a legislative proposal that would raise DBL’s maximum benefit to match PFL’s structure, though it hasn’t passed as of this writing.
What PFL Pays
PFL is considerably more generous. Employees receive 67% of their average weekly wage, capped at 67% of the New York State Average Weekly Wage. For 2026, that caps the maximum weekly benefit at $1,228.53, for up to 12 weeks. PFL is designed to be funded through employee payroll contributions, set at 0.432% of wages for 2026, capped at $411.91 annually, though an employer can choose to cover that contribution on the employee’s behalf as an added benefit instead of deducting it from payroll.
DBL and PFL cannot be taken simultaneously, but an employee can use both within the same 52-week period, up to a combined maximum of 26 weeks between the two.
What This Means for You as an Employer
Both coverages are mandatory for nearly every employer with a W-2 employee, and they’re commonly missed because owners assume workers’ compensation is the only required coverage tied to having staff. If your business needs workers’ comp, it almost certainly needs DBL and PFL too.
Employers are responsible for collecting and remitting the payroll contributions correctly and for posting required notices in the workplace. Missing either coverage entirely, not just underfunding it, is the mistake that tends to surface at the worst possible time, right when an employee actually needs to file a claim.
Common Questions About DBL and PFL in New York
Do I need DBL and PFL if I only have one part-time employee? Generally yes. Coverage requirements apply based on employment duration and hours worked, not full-time versus part-time status specifically, so most employers with any regular staff need both.
Can an employee use PFL and DBL for the same medical event? No, not simultaneously. DBL covers the employee’s own condition, while PFL covers caring for a family member or bonding with a child. They serve different purposes and can’t be drawn on at the same time.
Is DBL the same as short-term disability insurance? DBL is New York’s mandatory statutory version, but the benefit is modest. Many employers add a supplemental short-term disability policy on top of DBL for more meaningful income protection.
How much does providing DBL and PFL cost the employer? DBL is fundamentally the employer’s financial responsibility, though employers can collect up to $0.60 per week per employee toward that cost. PFL is designed to be funded by the employee through payroll deduction, though an employer can choose to cover that cost instead. Either way, there’s a modest administrative cost to maintaining both coverages properly.
What happens if I don’t have DBL and PFL in place when an employee needs to file? The employer can be personally liable for the benefits the employee would have received, plus potential penalties, which is a far more expensive outcome than simply carrying the coverage from the start.
We’ve been doing business this way in the Hudson Valley for over 80 years. If you’re not sure whether your DBL and PFL coverage is actually in place, call us and we’ll check. No phone tree, no pressure, just a straight answer.