234 5th Ave #501, New York, NY 100016
Employee Benefits Broker in Queens
Strategic benefits guidance for Queens employers navigating one of the most complex regulatory environments in the country.
Queens employers operate in one of the most economically and culturally layered parts of New York City - a borough where a medical practice in Forest Hills, a logistics company near JFK, and a tech startup in Long Island City can all face the same compliance deadlines but have entirely different workforce needs. Combs & Company serves Queens businesses with 1 to 500 employees, bringing PPACA Certified Advisors and nearly two decades of New York-specific experience to every engagement. With a 95% annual client retention rate, the firm functions as a long-term advisory partner for employers who need more than a benefits vendor - they need someone who understands how Albany's mandates, city enforcement agencies, and a fiercely competitive talent market all intersect. From Astoria to Jamaica, Queens employers deserve benefits counsel built around the realities of doing business in New York.
Queens Benefits Compliance in 2026
Queens employers answer to two distinct layers of regulation: state law set in Albany and city-level mandates enforced by agencies like the Department of Consumer and Worker Protection. For a borough as commercially active as Queens - home to industries ranging from aviation and healthcare to food manufacturing and media production - staying current with both layers is not a background task. It is a core operational responsibility. Missing a deadline or misreading a requirement does not just invite penalties; it damages trust with the very workforce you are trying to retain.
Paid Family Leave adjustments
New York's Paid Family Leave program carries updated figures for 2026 that every Queens employer needs to reflect in payroll systems now. The maximum weekly benefit has increased to $1,228.53, up $51.21 from 2025. Employee contributions are now set at 0.432% of gross wages per pay period, capped at a maximum annual contribution of $411.91. Employers across Queens should confirm that payroll platforms are updated and that workers understand how PFL coordinates with New York's statutory disability insurance program - particularly important in industries like healthcare and hospitality that are heavily represented across the borough.
Paid Prenatal Leave
New York made history by becoming the first state to require paid prenatal leave, with the mandate taking effect January 1, 2025. Every private-sector employer in Queens - regardless of how many people they employ - must provide 20 hours of paid prenatal leave per 52-week period. This leave stands apart from existing sick leave entitlements entirely. For Queens employers, NYC's amended ESSTA rules add further obligations: a written prenatal leave policy must be maintained, prenatal leave balances must appear on pay stubs, and an updated Notice of Employee Rights must be posted at every worksite. Small business owners operating along Northern Boulevard or in Jackson Heights should treat this as a standing compliance requirement, not a one-time update.
Expanded Earned Safe and Sick Time
Amendments to the NYC Earned Safe and Sick Time Act took effect February 22, 2026, and they carry real operational weight for Queens employers. From day one of employment, workers must have access to at least 32 hours of unpaid safe and sick time. The list of qualifying reasons for leave now extends to public disasters, closures of schools or childcare facilities, workplace violence incidents, and care needs related to minor children or care recipients. The amendments also folded the city's former Temporary Schedule Change Act into ESSTA, eliminating a separate layer of compliance that many Queens employers were tracking independently.
Minimum wage and salary thresholds
The minimum wage in New York City climbed to $17.00 per hour as of January 1, 2026. For Queens employers - where industries like retail, food service, and building services employ large hourly workforces - this change requires immediate payroll review. Beyond hourly rates, the minimum salary threshold for executive and administrative overtime exemptions is now $1,275.00 per week, or $66,300 annualized. That figure reshapes how employers in Queens classify roles and structure compensation packages, with downstream effects on benefits eligibility that can be easy to overlook until they become a problem.
Secure Choice Savings Program
New York's state-mandated retirement savings program is actively requiring compliance from Queens-based private employers. Businesses with 10 or more employees that have been operating for at least two years and do not already offer a qualified retirement plan must either register with the program or certify an exemption. The rollout is staggered: employers with 30 or more employees faced a March 18, 2026 deadline; those with 15 to 29 employees must comply by May 15, 2026; and employers with 10 to 14 employees have until July 15, 2026. Employees are auto-enrolled at a 3% contribution rate into a state-administered Roth IRA unless they actively opt out. For the many mid-sized Queens employers who have not yet addressed this requirement, the window is narrowing.
Ban on consumer credit history in employment decisions
Beginning April 18, 2026, a statewide prohibition on the use of consumer credit history in employment decisions took effect across New York State. Queens employers may no longer request or consider credit history when making hiring, compensation, or other employment-related decisions, with only narrow exceptions. This expansion builds on protections that New York City has enforced since 2015 under the Stop Credit Discrimination in Employment Act. Employers who have not updated their hiring practices and HR documentation to reflect this statewide ban should do so immediately.
An employee benefits broker serving Queens businesses needs to track not just each of these requirements in isolation, but how they interact with one another. A change to ESSTA affects leave policy documentation. A minimum wage increase affects benefits eligibility thresholds. A Secure Choice registration deadline overlaps with ACA reporting obligations. Missing any single piece - or failing to see how the pieces connect - can put a Queens employer on the wrong side of an enforcement action and weaken confidence among the workforce they rely on.
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Benefits Services for Queens Employers
Combs & Company approaches employee benefits advising for Queens employers with an understanding that the borough's business community is genuinely unlike any other. A manufacturer near Maspeth, a hotel operator close to LaGuardia Airport, and a nonprofit serving Flushing's immigrant communities each have different carrier priorities, workforce demographics, and compliance exposures. The firm does not apply a template - it builds around what each client actually needs. Medical, dental, and vision benefits anchor most packages, with carrier negotiations that account for the provider networks Queens employees depend on. Short-term and long-term disability coverage supplements New York's statutory disability program, which rarely provides enough protection for the range of income levels across the borough's workforce. Group life insurance, voluntary benefits, and executive benefits complete packages that need to hold up in a market where workers have no shortage of options. Compliance consulting across ACA reporting, ERISA documentation, and audit preparation is built into the advisory relationship - not offered as a separate billable engagement. For Queens employers managing prenatal leave policy requirements, Secure Choice deadlines, and ESSTA changes at the same time, that embedded approach is the difference between staying current and falling behind.
Carrier selection in Queens requires an honest look at a market where healthcare premiums consistently exceed national averages. Combs & Company negotiates across multiple carriers to build medical, dental, and vision plans that balance premium costs against coverage depth - accounting for the hospital systems and specialist networks that Queens employees actually use. From Northwell Health facilities to NYC Health + Hospitals locations serving communities across the borough, network access matters and the firm builds plans accordingly.
New York's statutory disability program covers a portion of wage replacement, but for many employees working in Queens' finance, professional services, and healthcare sectors, that partial coverage falls well short. Short-term and long-term disability policies layered on top of the state program fill that gap. Group life insurance, voluntary benefits, and executive benefit structures round out packages that need to compete in a borough where skilled workers are always weighing their options - and where the next offer can come from a firm two subway stops away on the 7 train.
Compliance consulting is not a separate service at Combs & Company - it is embedded in how every client relationship is managed. For Queens employers simultaneously working through the 2026 ESSTA amendments, updated prenatal leave posting requirements, and New York Secure Choice registration, having ACA reporting, ERISA plan documentation, and audit readiness handled by the same advisory team that manages their benefits strategy is a practical advantage. Fragmented advice from multiple vendors creates gaps; integrated advising closes them.
What Sets Combs & Company Apart in the Queens Market
What sets Combs & Company apart is built into the structure of the firm, not a marketing claim. Every member of the Combs Crew has professional experience in at least two industries outside of insurance before joining the team. In a borough as economically diverse as Queens - where clients might include a logistics operator near the freight yards in Maspeth, a hospitality group near Flushing Meadows, or a media company in Astoria - that cross-industry perspective surfaces compliance risks and benefits design issues that a single-industry broker would not recognize. The firm carries a 95% annual client retention rate, which reflects the strength of those long-term advisory relationships. Combs & Company serves businesses across professional services, hospitality, healthcare, nonprofits, food and beverage, and tech - sectors all well represented across Queens. The team includes PPACA Certified Advisors with deep knowledge of ACA, ERISA, and the city and state-level mandates that define New York's benefits landscape. That expertise covers companies with 1 to 500 employees, the segment where benefits decisions drive real outcomes in hiring and retention but where dedicated in-house benefits staff is rarely an option. Founded in 2005 by Susan L. Combs, the firm grows through referrals and lasting client relationships - not through volume-driven sales cycles.
Combs & Company works with clients across Queens spanning industries that reflect the borough's diversity - from professional services firms in Kew Gardens to food and beverage operators in Sunnyside and nonprofit organizations serving communities throughout Southeast Queens. The firm's 95% annual client retention rate reflects what happens when advisory relationships are built around long-term outcomes rather than annual renewals. That breadth of industry experience also means the team has worked through the specific compliance situations and carrier negotiations relevant to the Queens market, not just theoretical knowledge of how New York regulations work.
Combs & Company's advisory team includes PPACA Certified Advisors with focused expertise in ACA compliance, ERISA plan documentation, and the overlapping state and city-level mandates that make New York one of the most complex employee benefits markets in the country. The firm serves Queens companies with 1 to 500 employees - the range where benefits strategy has the most direct influence on whether a business can hire and keep good people, but where internal HR resources to manage that complexity are usually limited or nonexistent.
Susan L. Combs founded the firm in 2005 with a straightforward premise: employers deserve advisory relationships that outlast a single renewal cycle. Combs & Company has operated on that premise ever since. Growth comes from referrals and clients who stay because the relationship delivers value year after year - not from cold outreach or transactional volume. For Queens employers who have experienced the alternative, the difference is apparent quickly.
Who This Serves
The companies that benefit most from working with an employee benefits broker in NYC are typically growing firms in the
10–500 employee range — large enough to face real compliance obligations under programs like Secure Choice and ACA employer mandates, but without the internal HR infrastructure to manage those obligations alone. This includes founders and COOs at NYC-based tech and media companies scaling past their first wave of hires, CFOs at professional services firms managing benefits costs against the city's wage pressures, and HR directors at nonprofits and cultural organizations competing for talent without Fortune 500 budgets.
Start a Conversation with Combs & Company
If your Queens-based business is working through a first-time benefits build, a renewal that no longer fits your workforce, or a compliance question that needs a real answer before a deadline arrives, Combs & Company offers a no-obligation discovery call. The firm's advisory team will review your current benefits structure, identify compliance gaps specific to New York City and State, and outline what a tailored engagement looks like for your organization. Schedule a discovery call to get started.
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Employee Benefits
Comprehensive Employee Benefits for Your Team
Benefit solutions can be as diverse as your workforce. Combs & Company takes a holistic approach to build solutions that meet employee needs, your company's budget, all while meeting federal and state requirements. Offering innovative solutions from trusted providers can help your business attract and retain top talent. From one employee to 1,000, our team supports you to ensure benefits don't become a burden and fall short of expectations.
Medical Benefits
Comprehensive medical coverage from top-rated carriers, with plan designs that account for NYC's provider networks and premium environment.
Dental Benefits
Preventive, restorative, and orthodontic coverage options that meet employee expectations in a competitive hiring market.
Vision Benefits
Vision plans that include routine exams, eyewear allowances, and corrective care for focused productivity.
Short-Term Disability insurance
Income protection that supplements New York's statutory disability program during temporary illness or injury.
Long-Term Disability insurance
Extended income protection for employees facing prolonged health challenges beyond statutory coverage.
Group Life Insurance
Financial protection for employees and their families, structured as a core component of the benefits package.
Group Long-Term Care Insurance
Coverage for extended medical or personal assistance expenses, addressing a growing concern for NYC's aging workforce.
Voluntary Benefits
Accident, critical illness, and supplemental coverage that gives employees flexibility to customize their protection.
Executive Benefits
Customized benefit plans designed to attract, retain, and protect leadership talent in NYC's competitive executive market.
International Travel Insurance
Coverage for employees on global assignments or business travel, addressing medical emergencies and unforeseen risks abroad.
Employee benefits aren’t just perks — they’re a promise. A promise to value, protect, and invest in the people who drive your company’s success every day.
Combs & Company
Empowering Businesses Through Smarter Employee Benefits
Your employees are the foundation of your company’s success. Combs & Company believes investing in their well-being leads to higher retention, better productivity, and stronger company culture. Our customized employee benefits solutions are designed to fit your organization’s goals, budget, and workforce. From startup to mature entity, we’ll help you create a benefits package that attracts and retains top talent — while protecting your bottom line.
Your Questions, Answered
Frequently Asked Questions
How do NYC's prenatal leave and ESSTA requirements affect my company's benefits administration?
If you employ anyone in New York City, your benefits administration now includes multiple leave entitlements that must be tracked separately: 20 hours of paid prenatal leave under state law, 40 or 56 hours of paid safe and sick time under ESSTA (depending on employer size), and as of February 2026, an additional 32 hours of unpaid safe and sick time available immediately upon hire. Each entitlement has distinct policy, notice, and recordkeeping requirements — and NYC's rules layer additional obligations on top of the state mandates. An employee benefits broker in NYC should be helping you maintain compliant written policies, update notices, and ensure your payroll system tracks each leave bank independently.
Does my NYC business need to register for the Secure Choice Savings Program?
If your company has been operating for at least two years, employs 10 or more people in New York, and does not currently offer a qualified retirement plan such as a 401(k) or SIMPLE IRA, you are required to register with the New York Secure Choice Savings Program or certify your exemption. Deadlines in 2026 are staggered by employer size, with the final group — employers with 10–14 employees — facing a July 15, 2026 deadline. Your employee benefits broker in NYC can help you evaluate whether registering for the state program or adopting a private retirement plan is the better strategic move for your company's benefits package and talent competitiveness.
What makes employee benefits more complex for NYC employers than employers in other markets?
New York City employers operate under a dual regulatory framework — state mandates from Albany and city-specific rules enforced locally — that creates compliance obligations most other U.S. markets simply don't have. The city's Earned Safe and Sick Time Act, prenatal leave policy and posting requirements, and the Stop Credit Discrimination in Employment Act all impose requirements beyond what state law mandates. Combined with New York's high premium environment, a minimum wage of $17.00 per hour affecting benefits eligibility classifications, and the competitive pressure of recruiting in a market with over 200,000 tech sector jobs alone, NYC employers need an employee benefits broker with specific experience in this market — not a national firm applying a generic playbook.
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234 5th Ave #501, New York, NY 10001
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Employee Benefits
Empower your workforce with tailored benefits that attract talent, enhance satisfaction, and improve retention — all while keeping your business compliant, competitive, and financially protected.
Commercial Insurance
Safeguard your business with customized commercial risk solutions that protect your assets, employees, and reputation against unforeseen events and evolving industry challenges.
Personal Insurance
Protect what matters most with personal insurance plans designed for your lifestyle — covering your home, health, car, and future with confidence and peace of mind.
Specialty Insurance
We specialize in unique and hard-to-place insurance needs, offering creative solutions for businesses and individuals that don’t fit standard coverage categories.
Consulting Services
Our experts offer strategic guidance, risk analysis, and compliance support to help you make informed insurance decisions aligned with your goals.
Our Edge
Why Choose Combs & Company?
Combs & Company blends decades of experience, with continued industry innovations, and a personal touch to simplify the insurance process. Our expert teams tailor coverages to meet your business needs, ensuring you’re confident in any solution.
Certified Industry Experts
Our team includes PPACA Certified Advisors and licensed professionals with expertise in ACA, ERISA, and complex coverage solutions, providing trusted guidance.
Comprehensive Coverage Options
From personal and business insurance to specialty lines and consulting, we offer full-service solutions that grow with you and evolve to meet your changing needs.
Long-Term Relationships
At Combs & Company, clients aren’t just clients—they’re partners. We’re committed to building trust, loyalty, and long-term relationships that keep you secure for years to come.
Real Stories, Real Feedback
Our Client Reviews
If you're a food entrepreneur or in the restaurant biz, I highly recommend working with Susan and her team. Offers great customer service and she really knows her stuff! I had Susan come lecture at my food law class at New York University a few years ago and the students loved her! I refer clients to her without hesitation
Cari B.
