234 5th Ave #501, New York, NY 100016
Employee Benefits Broker in Staten Island
Strategic benefits guidance for Staten Island employers navigating one of the most complex regulatory environments in the country.
Staten Island's business community has its own character - a mix of family-owned operations, healthcare-adjacent businesses, and professional services firms that have built roots in neighborhoods from St. George to Tottenville. Finding the right employee benefits broker to serve Staten Island employers means finding a firm that understands New York's layered compliance environment, the competitive dynamics of retaining workers who could just as easily commute to Manhattan or New Jersey, and the real cost pressures facing small and mid-sized businesses here. Combs & Company, operating out of 234 5th Ave, Suite 501 in the Flatiron District, has advised companies with 1 to 500 employees since 2005 on benefits strategies built for exactly this kind of market. With a 95% annual client retention rate and a team of PPACA Certified Advisors, the firm brings long-term advisory relationships to Staten Island employers who need more than a broker who shows up at renewal time.
Staten Island Benefits Compliance in 2026
Staten Island employers operate under the same two-tier compliance structure that applies across New York City: state mandates handed down from Albany and city-specific requirements enforced by agencies including the Department of Consumer and Worker Protection. For business owners along Richmond Avenue or in the North Shore business corridor, keeping up with both layers is not a matter of preference - falling behind can mean civil penalties, disrupted operations, and employees who start looking elsewhere.
Paid Family Leave adjustments
New York's Paid Family Leave program updated its contribution rates for 2026. The maximum weekly benefit is now $1,228.53, up $51.21 from 2025. Employee contributions are set at 0.432% of gross wages per pay period, with a maximum annual contribution of $411.91. Staten Island employers should confirm that payroll systems are already reflecting these updated figures and that employees have a clear understanding of how PFL coordinates with New York's statutory disability insurance program when both apply.
Paid Prenatal Leave
New York made history as the first state to require paid prenatal leave, effective January 1, 2025. Every private-sector employer in the state - regardless of headcount - must provide 20 hours of paid prenatal leave per 52-week period. This entitlement stands apart from and in addition to existing sick leave protections. For Staten Island businesses that also fall under NYC jurisdiction, the amended ESSTA rules add further obligations: a written prenatal leave policy must be in place, prenatal leave balances must appear on pay stubs, and an updated Notice of Employee Rights must be posted for employees to see.
Expanded Earned Safe and Sick Time
Amendments to the NYC Earned Safe and Sick Time Act took effect February 22, 2026. Under the revised rules, employers must make at least 32 hours of unpaid safe and sick time available immediately upon hire. The list of qualifying reasons for leave has expanded to include public disasters, closures of schools or childcare facilities, workplace violence situations, and caregiving responsibilities for minor children or other care recipients. These changes also absorbed the former Temporary Schedule Change Act, consolidating that coverage directly into ESSTA - one fewer separate policy for Staten Island HR managers to track, but one more layer to understand correctly.
Minimum wage and salary thresholds
Starting January 1, 2026, the minimum wage across New York City rose to $17.00 per hour. Along with that, the minimum salary threshold for executive and administrative overtime exemptions climbed to $1,275.00 per week, which annualizes to $66,300. For Staten Island employers - particularly those in retail, home services, and construction-adjacent trades - these thresholds shape how roles get classified, how compensation is structured, and which employees qualify for benefits under company plan rules.
Secure Choice Savings Program
New York's state-mandated retirement savings program has entered active enforcement. Private employers with 10 or more employees who have operated for at least two years and do not already offer a qualified retirement plan must register with the program or certify an exemption. Deadlines are tiered by company size: 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 those with 10 to 14 employees have until July 15, 2026. Workers are auto-enrolled at a 3% contribution rate into a state-run Roth IRA, with the option to opt out. Staten Island businesses that are close to these thresholds should be confirming their status now.
Ban on consumer credit history in employment decisions
A statewide credit history ban for employment decisions took effect April 18, 2026. New York State employers are now prohibited from requesting or using consumer credit history when making hiring, compensation, or other employment-related decisions, subject to narrow exceptions. This builds on a similar prohibition that New York City established through its Stop Credit Discrimination in Employment Act back in 2015 - a law that already applied to Staten Island employers operating under city jurisdiction.
An employee benefits broker serving Staten Island businesses must do more than sell plans - the job includes tracking every one of these regulatory developments and understanding how they interact. A prenatal leave policy that does not align with updated ESSTA rules, or a payroll system that missed the PFL contribution adjustment, can create real exposure. Staying current is the baseline; understanding the downstream effects on benefits design is where an experienced broker adds the most value.
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Benefits Services for Staten Island Employers
Combs & Company approaches benefits strategy for Staten Island employers with the same flexibility required anywhere in the five boroughs - while also recognizing that this market has its own mix of industries and workforce expectations. Companies here compete for talent against employers across New York Harbor and across the bridge into New Jersey, which means benefits packages need to be genuinely competitive, not just compliant. Medical, dental, and vision coverage anchor most plans, and building those packages in New York means working through a carrier market where premiums consistently run above the national average. The firm negotiates across multiple carriers to find the right balance of cost and coverage depth, keeping in mind the hospital systems and provider networks that Staten Island employees actually rely on - including Staten Island University Hospital and Richmond University Medical Center. Short-term and long-term disability coverage fills in gaps left by New York's statutory disability program, which provides only partial wage replacement and often leaves higher-earning employees underinsured. Group life insurance, voluntary benefits, and executive benefits round out packages built to hold onto good people in a competitive market. Compliance support - covering ACA reporting, ERISA documentation, and audit preparation - is built into the advisory relationship from the start, not priced separately. For employers simultaneously managing Secure Choice registration deadlines, prenatal leave policies, and ESSTA amendments, that kind of integrated support is not optional.
Medical, dental, and vision coverage form the core of what Staten Island employers need to compete for workers who have plenty of other options. Carrier selection in New York is not straightforward - premiums run significantly higher than the national average, and the provider networks that matter to employees here often center around local systems like Staten Island University Hospital. Combs & Company negotiates across multiple carriers to find plans that hold costs to a manageable level without stripping out the coverage depth employees expect.
New York's statutory disability benefit provides a foundation, but it often falls short for the professional, healthcare, and trades workers that make up a significant share of Staten Island's workforce. Short-term and long-term disability coverage layered on top of the state program closes that gap. Group life insurance, voluntary benefits, and executive benefits round out packages designed to attract and keep people in a job market where competitive offers arrive without much warning.
Compliance support is built into Combs & Company's advisory work rather than treated as an add-on service. ACA reporting, ERISA plan documentation, and audit readiness are handled as part of the ongoing relationship. For Staten Island employers managing Secure Choice registration, updated prenatal leave obligations, and ESSTA amendments at the same time, having compliance woven into the benefits engagement - rather than bolted on when a deadline is approaching - makes a concrete difference.
What Sets Combs & Company Apart in the Staten Island Market
What sets Combs & Company apart from other firms is not a tagline - it is how the team is built. Every member of the Combs Crew brings experience from at least two industries outside of insurance before joining the firm. On Staten Island, where businesses range from waterfront logistics operations to healthcare practices to independent contractors, that cross-industry background matters. It shapes how the team identifies risk exposures that a narrowly focused broker might not recognize until it is too late. The firm holds a 95% annual client retention rate across clients in professional services, hospitality, media, technology, nonprofits, and food and beverage - sectors that are all represented on Staten Island. That retention reflects what happens when clients see their broker as a long-term resource rather than a vendor who resurfaces at renewal. PPACA Certified Advisors on the team carry specific expertise in ACA compliance, ERISA, and the state and city mandates that make New York one of the most regulated employee benefits markets in the country. The firm works with companies from 1 to 500 employees - right in the range where benefits decisions most directly affect hiring and retention, and where in-house expertise is rarely available. Susan L. Combs founded the firm in 2005, and the growth since then has been built on referrals and sustained client relationships rather than outbound sales activity.
Combs & Company holds a 95% annual client retention rate across a broad client base spanning industries active in the New York City metro area - professional services, hospitality, media, technology, nonprofits, and food and beverage. Staten Island employers fall across many of these categories, and the firm's breadth of experience means it has worked through the compliance nuances and carrier negotiations relevant to the sectors where Staten Island businesses actually operate.
Combs & Company's advisory team holds PPACA certifications and carries deep expertise in ACA requirements, ERISA plan standards, and the state and city-level mandates that apply to New York employers. The firm serves businesses with 1 to 500 employees - the range where benefits decisions have the greatest impact on day-to-day hiring and retention, and where Staten Island companies are least likely to have a dedicated in-house benefits specialist managing these issues.
Susan L. Combs founded the firm in 2005 with a focus on building lasting advisory relationships rather than processing annual renewals. That approach is reflected in how the firm grows: through referrals from existing clients and through engagements that continue well beyond the first year. For Staten Island employers who want a benefits partner rather than a vendor, that foundation is what drives the work.
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 Staten Island business is working through a first-time benefits build, heading into a renewal you are not fully confident in, or facing a compliance question with a hard deadline attached, Combs & Company offers a no-obligation discovery call to help you understand where things stand. The firm's advisory team will review your current benefits structure, identify compliance gaps specific to New York's requirements, and walk you through what a tailored engagement would look like. 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.
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Our experts offer strategic guidance, risk analysis, and compliance support to help you make informed insurance decisions aligned with your goals.
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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.
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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.
