by Ann Kuzee, JD
December 17th, 2024

Alaska, Missouri, and Nebraska passed new leave laws through ballot measures in the November 2024 election, to be effective in 2025. With these additions, it brings the total to 18 states plus Washington, D.C. that have paid sick leave laws.

The following states have either enacted new paid sick leave laws or amended existing legislation, with changes taking effect in 2025.

Alaska

In the November 2024 election, Alaska voters approved Measure 1, mandating statewide paid sick leave to take effect on July 1, 2025. With limited exceptions, nonexempt and exempt (the professional, executive, and administrative DOL exemptions) employees will be covered. Some of the highlights include:

1. Employees must accrue at least one hour for every 30 hours worked.
   • Up to a maximum of 56 hours for large employers with 15 or more employees
   • Up to 40 hours for smaller employers with fewer than 15 employees
2. Paid sick leave must be carried over into the following year to a maximum of 56 hours for large employers and 40 for small employers.
3. Leave reasons include, for the employee’s own illness, injury or health condition (including preventative care) or that of a family member and for certain absences due to domestic violence, sexual assault, or stalking.

California  

California amended its Healthy Workplace Healthy Family Act through Senate Bill 1105 and Assembly Bill 2499, with changes to its paid sick leave (PSL) effective January 1, 2025. Key changes include:

1. Expanded covered uses for leave, including for agricultural employees.
2. Changes to unpaid leave entitlements for certain crime or violence victims.
3. PSL is now available for “qualifying acts of violence,” including:
   • Causing bodily injury or death
   • Brandishing or using dangerous weapons
   • Using or threatening force causing injury or death
4. PSL for safe time now extends to employees’ family members, which as of January 1, 2023, included the definition of a “designated person.”
5. Broader leave rights for various acts of violence. For a full list of new relief options,  See
   https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240AB2499

Connecticut  

Pursuant to Public Act 24-8, Connecticut has enacted significant amendments to its paid sick leave law. The following key changes are effective January 1, 2025, unless otherwise specified:

1. The paid sick leave law will extend to workers in nearly all occupations, not just those in retail and service jobs.
2. Coverage thresholds will be implemented in three phases:
   • Employers with 25 or more employees as of January 1, 2025
   • Employers with 11 or more employees as of January 1, 2026
   • Employers with one or more employees as of January 1, 2027
3. The law expands definitions of family relationships, including:
   • More comprehensive definitions of family member, grandchild, sibling, and parent
4. Broader definitions of child and spouse
5. Employers may front-load annual sick leave instead of allowing carryover.
6. The law expands qualifying reasons for paid sick leave use, including declarations of public health emergencies.
7. Employees qualify after 120 days if they averaged 10+ hours weekly in the last quarter.
8. Employers may not require documentation from employees to verify that their leave is for an allowable leave reason

Michigan 

Michigan’s Earned Sick Time Act is set to replace the Michigan’s Paid Medical Leave Act on February 21, 2025. While there are some similarities, there are significant differences. Michigan’s Earned Sick Time Act will increase the required paid leave from 40 to 72 hours annually. The exemption for small businesses with less than 50 employees will be eliminated, requiring them to also provide paid sick leave. It will also allow exempt employees to qualify for Earned Sick Time.

Minnesota

Minnesota has a change affecting its Earned Sick and Safe Time (ESST) law protections effective January 1, 2025. Minnesota employers who provide more paid time off (PTO) than the minimum required by the Earned Sick and Safe Time (ESST) law must follow ESST rules for this extra time, with one exception, it doesn’t need to follow ESST accrual rules. For instance, an employer providing 50 PTO hours beyond the mandatory 48 ESST hours must follow ESST guidelines regarding notice, documentation, and anti-retaliation for these extra hours.

Missouri

On November 5, 2024, Proposition A was passed by voters requiring paid sick leave effective May 1, 2025. Some of the highlights include:

• It will cover most private-sector employees.
• Like Alaska, employees must accrue at least one hour for every 30 hours worked.
  • Up to a maximum of 56 hours for large employers with 15 or more employees
  • Up to 40 hours for small employers with fewer than 15 employees.
• Paid sick leave must be carried over into the following year to a maximum of 80 hours, but employers may limit annual usage to 56 hours for large employers and 40 for small employers.
• As an alternative to accruing, employers may frontload full leave, but must pay out unused time if this option is chosen.
• Leave reasons include, for the employee’s own illness, injury or health condition (including preventative care) or that of a family member; for certain absences due to domestic violence, sexual assault, or stalking; and for specific public health emergency reasons.

Nebraska

On November 5, 2024, Nebraska voters passed a new paid sick leave law (Initiative 436) covering most private-sector employees that work in Nebraska for at least 80 hours per year.

• Like Alaska and Missouri, employees must accrue at least one hour for every 30 hours worked.
  • Up to a maximum of 56 hours for large employers with 20 or more employees
  • Up to 40 hours for small employers with fewer than 20 employees.
• Paid sick leave must be carried over into the following year, but large employers may limit annual usage to 56 hours and 40 for small employers.
• As an alternative to accruing, employers may frontload full leave, but must pay out unused time if this option is chosen.
• Leave reasons include, for the employee’s own illness, injury or health condition (including preventative care) or that of a family member and for specific public health emergency reasons.

New York

Effective January 1, 2025, the New York Paid Sick leave (§ 196-b) has been expanded. New York employers must provide 20 hours of paid prenatal personal leave annually. This is in addition to the existing paid sick leave requirements. This new leave category covers pregnancy-related healthcare services and medical consultations, and operates independently from the standard sick leave benefits. While regular sick leave must be taken in minimum four-hour blocks, prenatal personal leave offers more flexibility by allowing leave in hourly increments.

Washington

Washington state expanded its paid sick leave provisions starting January 1, 2025. Under these new amendments, employees will be able to use their paid sick leave when their child’s school or place of care closes due to a government-declared emergency. The legislation also broadens the definition of “family member” for sick leave purposes. This expanded definition now encompasses individuals who regularly reside in an employee’s home and are expected to be cared for by the employee, as well as those whose relationship with the employee creates an expectation of care and who depend on the employee for that care. Additionally, the amendments provide clearer definitions for terms such as “child,” “grandchild,” “grandparent,” and “spouse,” enhancing the understanding and application of the sick leave policy.

Preparing for the Changes

As these new laws and amendments take effect, it’s crucial for employers to stay informed and keep their employee’s informed. Employers should also review and update their policies, procedures, and systems to ensure compliance with these changes.

Sources:

Alaska: https://natlawreview.com/article/alaska-paid-sick-leave-law-requirements-employers-need-know

California SB 1105 Paid sick leave: agricultural employee: emergencies: https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=202320240SB1105

California AB-2499 Employment: https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240AB2499

Connecticut HB 5005: Public Act. No. 24.8: https://cga.ct.gov/2024/act/pa/pdf/2024PA-00008-R00HB-05005-PA.pdf

Delaware Paid Leave FAQ: https://laborfiles.delaware.gov/main/pfl/PFML_Overview_FAQ.pdf

Delaware Department of Labor: https://labor.delaware.gov/delaware-paid-leave-is-coming/

Maine Department of Labor: https://www.maine.gov/paidleave/

Maine Paid Family & Medical Leave FAQs: https://www.maine.gov/paidleave/docs/2024/faq/faqenglish.pdf

Maryland Department of Labor: https://paidleave.maryland.gov/Pages/default.aspx

Michigan Earned Sick Time Act: https://www.michigan.gov/leo/bureaus-agencies/ber/wage-and-hour/paid-medical-leave-act/frequently-asked-questions–faqs

Minnesota Paid Sick Leave: https://www.dli.mn.gov/sick-leave changes#:~:text=The%20earned%20sick%20and%20safe%20time%20%28ESST%29%20law,changes%20are%20effective%20as%20of%20May%2025%2C%202024.

Missouri Paid Sick Leave Highlights: https://www.risk-strategies.com/blog/paid-sick-leave-coming-to-missouri-in-2025-what-employers-need-to-know

Nebraska Healthy Families and Workplaces Act: https://sos.nebraska.gov/sites/default/files/doc/elections/2024/2024%20Ballot%20Measures%20Pamphlet.pdf

New York Paid Sick Leave: https://www.nysenate.gov/legislation/laws/LAB/196-B

Washington Paid Sick Leave: https://app.leg.wa.gov/rcw/default.aspx?cite=49.46.210

About the Author

Ann Kuzee serves as TELUS Health’s (formerly LifeWorks) primary legal representative for its U.S. Absence & Disability Management division, a role in which she interprets regulations and other laws related to Federal, State, and Municipal leaves.

Ms. Kuzee earned her Certified Professional in Disability Management (CPDM) certification from IEA Training. She serves as curriculum contributor and has instructed Foundations in Disability & Absence Management, the first component of the CPDM certification on behalf of IEA.