Paid Sick Leave Recordkeeping - Staten Island Law

Labor and Employment New York 3 Minutes Read · published February 08, 2026 Flag of New York

Staten Island, New York employers must follow New York City paid sick leave requirements for recordkeeping, notices and employee access to leave. This guide explains what records to keep, required notices, who enforces the rules, and practical steps employers should take to stay compliant in Staten Island, New York.

What records must employers keep

Maintain clear, accurate records that document accrual, use and payout of paid sick leave for each employee. Keep records for the period specified by the enforcing agency and make them available on request to employees or investigators.

  • Employee name, job title and contact information.
  • Dates and hours of accrual and hours available.
  • Dates and hours of leave taken and any payout on separation.
  • Copies of written notices to employees about their rights and any posted workplace notices.
  • Timekeeping records and payroll records supporting leave calculations.
Keep records in a durable format for the full retention period required by the agency.

Notice & posting requirements

Provide the city-mandated Notice of Employee Rights to all employees at hire and post the official workplace poster where other employment notices are displayed. Employers must give written notice to employees about how to accrue and use paid sick leave and any payout rules on separation. The official notice and poster are available from the enforcing agency.[1]

A written notice must be accessible to employees in the primary workplace language where required.

Penalties & Enforcement

Enforcement authority and complaint handling for New York City paid sick leave matters is the Department of Consumer and Worker Protection (DCWP). Employers found noncompliant may face civil enforcement actions, administrative remedies and required corrective steps. For online information and the official notice, see the agency resources.[1]

  • Fine amounts: not specified on the cited page.
  • Escalation (first/repeat/continuing offences): not specified on the cited page.
  • Non-monetary sanctions: orders to correct records, payment of back leave, and administrative orders may be imposed by the enforcer.
  • Enforcer: New York City Department of Consumer and Worker Protection (DCWP) handles investigations and compliance.
  • Inspection and complaint pathway: employees or third parties may submit complaints to the DCWP; use the agency portal or contact channels for intake.
  • Appeal and review: appeal routes and time limits are handled through the administrative procedures of the enforcing agency; specific time limits are not specified on the cited page.
  • Defences/discretion: the agency may consider reasonable business exercises of discretion; specific statutory defenses not specified on the cited page.
If you receive a notice of violation, respond promptly and preserve relevant records immediately.

Applications & Forms

The official Notice of Employee Rights and workplace poster are published by the enforcing agency for employers to download and distribute. No separate permit or license is required to provide paid sick leave, but employers must retain supporting payroll and time records as evidence of compliance.[1]

Practical compliance steps for employers

  • Audit existing payroll and timekeeping for accrual and use calculations.
  • Download and post the official Notice of Employee Rights; provide each employee a copy at hire.
  • Establish and document a retention schedule for records and a process for employee requests.
  • Designate a point of contact for employee inquiries and complaints.
Consistent, documented practices reduce risk and speed resolution of inquiries.

FAQ

How long must I keep paid sick leave records?
Keep records for the retention period required by the enforcing agency; if a specific duration is not published on the cited page, retain records for a reasonable period and until any complaint is resolved.
Do I have to post a notice at the worksite?
Yes. Employers must post the official workplace notice and provide the notice to employees; the official poster is available from the enforcing agency.[1]
Where do employees file complaints?
Employees may file complaints with the New York City Department of Consumer and Worker Protection through the agency’s complaint intake process.

How-To

  1. Confirm which employees are covered under New York City paid sick leave rules.
  2. Download the official notice and poster from the enforcing agency and post it prominently.
  3. Adjust payroll/timekeeping systems to record accrual, use and balances for each employee.
  4. Retain records and respond promptly to any employee or agency requests for documentation.
  5. If notified of a complaint, provide requested records and follow the agency’s instructions for resolution.

Key Takeaways

  • Maintain clear accrual and leave-use records for each employee.
  • Post and distribute the official Notice of Employee Rights.
  • Direct complaints and questions to the NYC enforcing agency promptly.

Help and Support / Resources

  1. [1] City of New York - Paid Safe and Sick Leave information and official notice.

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