As we move into 2025, understanding the intricacies of Alaska Leave Laws and holiday policies is crucial for both employers and employees. Alaska leave laws unique blend of state and federal regulations shapes the landscape for various types of leave, including Paid Time Off (PTO), sick leave, maternity and paternity leave, and military leave. Additionally, the state observes a series of holidays that may impact work schedules and employee benefits. Whether you’re navigating the complexities of leave entitlements or planning around state-recognized holidays, using tools like the Day Off app can help you stay organized. This comprehensive guide will ensure you’re informed and compliant with Alaska Leave Laws and regulations in 2025.
Paid Time Off (PTO) in Alaska
Leave Quota
Paid Time Off (PTO) policies are generally determined by employers rather than state law. This means that the leave quota—how much PTO an employee is entitled to—can vary significantly between companies. Employers may choose to offer a set number of PTO days based on factors such as length of service, employee rank, or industry standards. It’s common for companies to offer between 10 to 20 days of PTO per year.
Accrual
Accrual refers to the process by which employees earn PTO over time. In Alaska, as in many other states, employers may use an accrual system where PTO is accumulated incrementally. For example, an employee might earn PTO at a rate of 1.5 days per month, resulting in 18 days of PTO by the end of the year. Employers may also opt for a lump sum allocation at the beginning of the year or when the employee is hired.
Roll Over
The rollover policy dictates whether unused PTO can be carried over into the next year. In Alaska, the decision to allow rollover is typically left to the employer. Some companies may implement a “use-it-or-lose-it” policy, where any unused PTO is forfeited at the end of the year, while others may allow partial or full rollover of unused days. Some employers cap the number of days that can be rolled over, ensuring that employees use their PTO regularly.
Payout and Payment of Accrued, Unused Vacation on Termination
Alaska does not have a specific state law requiring employers to pay out unused PTO upon termination of employment. However, if an employer has a written policy or practice of paying out accrued, unused vacation, they are typically required to honor it. This means that if an employee has accumulated PTO and the company’s policy states that it will be paid out upon termination, the employer must comply.
Sick Leave in Alaska
State Laws – Leave Quota
Alaska does not have a statewide mandate requiring private employers to provide paid sick leave to their employees. This means that there is no state law specifying a required leave quota for sick leave. The decision to offer paid or unpaid sick leave is typically left to the discretion of the employer. However, public sector employees and workers in certain cities or industries might have specific sick leave provisions.
Employers in Alaska who choose to provide sick leave should clearly define the leave quota in their company policies. This quota may vary depending on factors such as the employee’s length of service, job classification, and the company’s overall leave policy.
Federal Laws – Leave Quota
At the federal level, the Family and Medical Leave Act (FMLA) is the primary legislation that impacts sick leave policies in Alaska. FMLA entitles eligible employees to take up to 12 weeks of unpaid leave per year for specific medical and family reasons, including serious health conditions. However, FMLA does not mandate paid sick leave, nor does it specify a leave quota for sick days.
Federal contractors and employees of companies with federal contracts may be subject to Executive Order 13706, which requires that employees working on or in connection with covered federal contracts be provided with up to seven days (56 hours) of paid sick leave annually.
Payout in Sick Leave
as with many other states, there is no requirement for employers to pay out unused sick leave upon an employee’s termination. Sick leave is typically viewed as a benefit to be used when needed rather than as earned compensation, so unused sick leave is generally forfeited when employment ends. However, if an employer’s policy or an employment contract explicitly states that unused sick leave will be paid out, the employer is obligated to follow through with this provision.
Employers are encouraged to clarify their payout policies for sick leave in their employee handbooks to avoid any potential disputes.
Maternity, Paternity, FMLA in Alaska
Private Sector Employees
as of 2025, there is no state-mandated requirement for private sector employers to provide paid maternity or paternity leave. The provision of such leave is generally at the discretion of the employer. Many private employers may choose to offer some form of maternity or paternity leave, either paid or unpaid, as part of their benefits package.
Private sector employees in Alaska are often reliant on federal regulations like the Family and Medical Leave Act (FMLA) to secure unpaid time off for maternity and paternity leave. Employers that provide paid leave do so based on their internal policies, and the terms of such leave, including duration and pay, can vary significantly between companies.
Additional State Laws
Alaska does not have additional state laws that specifically mandate maternity or paternity leave beyond what is required by federal law. However, employers in Alaska may offer various forms of leave, such as parental leave, through their own policies. These can include paid time off (PTO), short-term disability insurance, or unpaid leave beyond what is covered under FMLA.
While there are no specific state laws, employees should be aware that some municipalities or larger companies in Alaska may have their own regulations or agreements that provide for maternity and paternity leave. It’s advisable for employees to review their employment contracts or company policies to understand their rights and benefits fully.
Public Sector Employees
Public sector employees in Alaska, including state and local government workers, may have different entitlements compared to those in the private sector. While Alaska does not have a universal paid maternity or paternity leave law, public sector employees may have access to more generous leave options. These can include extended unpaid leave, paid leave through accrued sick or annual leave, and additional benefits provided through collective bargaining agreements.
Some public sector employees may also benefit from state-specific policies or programs that offer partial wage replacement during maternity or paternity leave. This varies by department and job classification, so public sector employees should consult with their HR departments for specific details.
Family and Medical Leave Act (FMLA)
The FMLA is a federal law that applies to both private and public sector employees in Alaska. Under FMLA, eligible employees are entitled to take up to 12 weeks of unpaid leave per year for qualifying family and medical reasons, including the birth or adoption of a child. FMLA leave is job-protected, meaning that employees are entitled to return to the same or an equivalent position at the end of their leave.
To be eligible for FMLA in Alaska, employees must work for a covered employer (typically one with 50 or more employees) and meet specific requirements, such as having worked for the employer for at least 12 months and having logged at least 1,250 hours of service during the previous 12 months.
Bereavement Leave in Alaska
Bereavement Leave in Alaska is typically governed by employer policies rather than state-mandated laws. There is no statewide requirement for employers to provide paid or unpaid bereavement leave, leaving the decision to the discretion of each company. Employers who offer bereavement leave generally allow employees to take a few days off following the death of a close family member, with some companies offering additional paid leave. Public sector employees may have more defined policies regarding bereavement leave, depending on their specific department or collective bargaining agreements. Employees are encouraged to review their company’s leave policies to understand their entitlements in the event of a loss.
Jury Duty in Alaska
In Alaska leave laws in 2025, employees are entitled to take time off for jury duty without fear of losing their job. Under Alaska law, employers are required to provide unpaid leave for the duration of an employee’s jury service. While employers are not obligated to pay employees during their jury duty, they are prohibited from taking any adverse actions against them, such as firing or demoting them for fulfilling their civic duty. Employees should notify their employers as soon as they receive a jury summons, and upon return, they are generally entitled to resume their job with the same pay and benefits as before. Some employers may choose to offer paid jury duty leave as part of their company policies, but this is not mandated by state law.
Payout
Court pay: Employees who serve as jurors in Alaska are paid $25.00 – $50.00 a day and a mileage reimbursement of 0.54 per mile.
Employer pay: Alaska law doesn’t require private employers to pay employees for jury duty.
Best practices. An employer doesn’t have to pay the regular wages if an employee is serving on a jury, but many choose to do so. Most employers have policies that specify whether they are willing or not to pay employees who are serving on jury duty. Although, an employer may require an employee to sign over their jury duty paycheck.
Military Leave in Alaska
In 2025, employees in Alaska who are called to military service are entitled to unlimited unpaid leave under Alaska Stat. § 26.05.075. This applies to members of the organized state militia, which includes the Alaska National Guard, Alaska Naval Militia, and Alaska State Defense Force.
The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) continues to provide comprehensive protection to all employees in the United States, including those in Alaska. USERRA safeguards the employment rights of Army and Air National Guard members called to federal service, ensuring they can return to their civilian jobs with the same pay, seniority, and benefits as if they had not been absent.
In addition to USERRA, Alaska state law provides further employment protections for members of the organized state militia. Specifically, these employees are entitled to:
- Unlimited Unpaid Leave of Absence: When called to active state service, members can take an unlimited unpaid leave of absence.
- Reinstatement Rights: Upon the conclusion of their active service, employees are entitled to be reinstated to their previous position or a similar one that offers equivalent pay, seniority, and benefits.
- Protection for Disabled Service Members: If an employee sustains a disability during active service and can no longer perform their previous job, they are entitled to a comparable position. To secure reemployment, the employee must request it within 30 days of being cleared for full-time work by a physician (AK Stat. Sec. 26.05.075).
- Anti-Discrimination Protections: Employers are prohibited from discriminating against members of the state National Guard or naval militia due to their service (AK Stat. Sec. 26.05.340).
For public employees, additional protections apply. If an employee is summoned to active duty by the governor, they are entitled to five days of leave without loss of pay, time, or efficiency rating. However, this paid leave is capped at 16.5 working days within a 12-month period (Alaska Statutes, section 39.20.340).
Payout
Military leave in Alaska remains unpaid, except for the specific provisions allowing public employees limited paid leave when summoned to active duty by the governor.
Voting Leave in Alaska
In Alaska, employees are entitled to take time off to vote in statewide elections. Under Alaska state law, if an employee does not have sufficient time to vote outside of working hours, they are entitled to up to two hours of paid leave to cast their ballot. This time off is typically granted at the beginning or end of the workday, whichever allows the most convenient scheduling without disrupting the employee’s work obligations.
Employers in Alaska are required to accommodate this voting leave, ensuring that employees have the opportunity to participate in elections. However, if an employee has at least two consecutive hours outside of their work schedule when the polls are open, the employer is not obligated to grant additional time off.
It’s important for both employers and employees to understand their rights and responsibilities regarding voting leave to ensure compliance with state law and to support civic participation. In 2025, Alaska continues to uphold these provisions, recognizing the importance of allowing employees the time they need to vote in elections.
Alaska State Holidays in 2025
In 2025, Alaska law continues to not require private employers to provide employees with paid or unpaid holiday leave. Private employers in Alaska have the discretion to determine whether to offer holiday leave and under what conditions. This means that employers can require employees to work on holidays if needed.
Employers are not obligated to pay a premium, such as 1½ times the regular rate, for holiday work unless the employee qualifies for overtime under applicable overtime laws. If a private employer chooses to offer paid or unpaid holiday leave, they must adhere to their established company policies or the terms of the employment contract.
Alaska officially observes 11 state holidays, and these remain the recognized holidays for the state in 2025.
A list of holidays celebrated in Alaska in 2025:
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Seward’s Day
Good Friday
Memorial Day
Independence Day
Labor Day
Alaska Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, March 31, 2025
Friday, April 18, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Saturday, October 18, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Thursday, December 25, 2025