When it comes to Idaho Leave Laws and holiday policies, understanding the specific state laws is essential for both employers and employees to ensure compliance and benefit maximization. Idaho’s leave laws encompass a variety of provisions, including Paid Time Off (PTO), sick leave, family and medical leave, and jury duty leave, each governed by federal or state regulations. In this article, we will explore Idaho Leave Laws and holiday entitlements for 2025, and how the Day Off app can help you track and manage your leave efficiently. Whether you’re planning your time off or managing employee benefits, this guide will help you navigate Idaho’s regulations effectively.
Paid Time Off (PTO) in Idaho
Leave Quota
Idaho does not have a state-mandated PTO policy, which means that the specific amount of PTO or vacation leave provided to employees is at the discretion of employers. The leave quota is typically outlined in employment contracts, employee handbooks, or other formal agreements. Employers are encouraged to set clear guidelines regarding how much leave employees are entitled to annually, as well as any rules governing its use.
Accrual
PTO in Idaho is often accrued over time, meaning employees earn leave hours or days based on the number of hours worked or their length of service. For instance, an employer might offer an accrual rate of one day of PTO per month worked, or a set number of hours per pay period. The accrual process should be transparent, and employers must communicate clearly how and when employees earn PTO.
Rollover
Idaho leave laws does not require employers to allow unused PTO or vacation days to roll over into the next year, but many businesses choose to offer this as part of their benefits package. Some employers implement a “use it or lose it” policy, meaning any unused PTO is forfeited at the end of the year, while others may allow partial or full rollover. The specific rollover policy, including caps on how much time can be carried over, is typically defined by the employer.
Payment of Accrued, Unused Vacation on Termination
Idaho leave laws does not have a state law requiring employers to pay out accrued but unused vacation time when an employee is terminated, either voluntarily or involuntarily. However, whether or not an employer must pay for unused PTO upon termination depends on the terms of the employment agreement or company policy. If the employer has a policy or practice of paying out unused vacation time, it may be considered part of the employee’s compensation, and therefore, payment would be required.
Sick Leave in Idaho
Federal Laws
At the federal level, the Family and Medical Leave Act (FMLA) remains the most significant regulation affecting sick leave in Idaho. FMLA applies to employers with 50 or more employees and entitles eligible workers to up to 12 weeks of unpaid, job-protected leave per year for qualifying medical and family reasons, including:
- Serious health conditions that make the employee unable to perform their job.
- Care for an immediate family member (spouse, child, or parent) with a serious health condition.
- Birth or adoption of a child.
- Certain exigencies related to military service, including caring for a service member with a serious injury or illness.
Under FMLA, employers are not required to pay employees during this leave. However, many employers may allow or require employees to substitute accrued paid leave, such as paid sick leave or PTO, for some or all of the FMLA leave. For example, an employee may use accrued sick leave to receive pay during a portion of their FMLA absence.
In terms of eligibility, employees must:
- Work for a covered employer.
- Have worked for the employer for at least 12 months.
- Have completed at least 1,250 hours of service during the 12 months prior to the leave.
- Work at a location where the employer has 50 or more employees within a 75-mile radius.
FMLA applies across all states, including Idaho, and ensures that employees can take necessary time off for serious health conditions without losing their job, though the leave itself is unpaid unless supplemented by other forms of accrued leave like sick days or PTO.
State Laws
Idaho leave laws differs from states like California or New York in that it does not have its own state-mandated sick leave laws. In 2025, Idaho employers are not legally required to provide paid or unpaid sick leave. This means that there is no statutory leave quota for sick leave that Idaho employers must follow at the state level.
However, many employers in Idaho voluntarily offer sick leave as part of their benefits packages. Here are some common features you might find in employer-provided sick leave policies:
- Sick Leave Quota: Employers may offer a set number of days or hours of paid sick leave per year. For instance, an employee might accrue 1 hour of sick leave for every 30 hours worked or receive a fixed number of sick days annually (e.g., 5 to 10 days per year).
- Accrual Systems: Sick leave is often accrued based on the number of hours worked, meaning employees “earn” sick time over the course of their employment. For example, an employee could earn 4 hours of sick leave per pay period, with the ability to use the accrued time as needed.
- Rollover: While Idaho law does not mandate rollover provisions, some employers choose to allow unused sick leave to roll over into the next year, either fully or up to a capped amount. Others may implement a “use-it-or-lose-it” policy, where employees must use their sick days within the year or forfeit them.
- Sick Leave Caps: Some employers may cap the amount of sick leave employees can accrue, limiting how much time off can be carried over into future years.
Payment of Unused Sick Leave
There is no state law in Idaho that requires employers to pay out unused sick leave upon termination, resignation, or retirement. Whether an employee receives compensation for unused sick time depends entirely on the employer’s policy. Some employers choose to provide payment for unused sick leave as an incentive for employees to stay with the company or as a goodwill gesture upon departure, but this is not mandated by law.
Sick Leave Usage and Documentation
Employers in Idaho may set their own policies regarding the use of sick leave and what kind of documentation is required to justify time off. For example:
- Employees may be required to provide a doctor’s note if they take sick leave for more than a certain number of consecutive days (e.g., 3 days).
- Employers may require advance notice for planned medical appointments or treatments.
- Some employers may offer flexibility by allowing employees to use sick leave for mental health days or to care for sick family members, though this is not a legal requirement in Idaho.
Idaho’s Sick Leave Landscape in 2025
As Idaho continues to allow employers significant flexibility in establishing sick leave policies, employees should be proactive in understanding their rights and the details of their company’s sick leave plan. Employers are encouraged to communicate clear policies in employee handbooks and contracts to avoid confusion. With no specific state-mandated sick leave laws, Idaho’s policies in 2025 will primarily be shaped by individual employers, making it essential for both parties to ensure a mutual understanding of sick leave entitlements.
In summary:
- Federal FMLA offers job-protected unpaid leave for serious health conditions.
- Idaho law does not mandate sick leave, so employers set their own leave quotas.
- Employers may offer paid sick leave but are not required to do so.
- Rollover and payout of unused sick leave depend on company policy.
Both employers and employees should stay informed of any changes or updates to Idaho’s sick leave policies to ensure compliance and benefit from the most favorable practices in 2025.
Maternity, Paternity, FMLA in Idaho
Federal law
The Family and Medical Leave Act (FMLA) is the cornerstone of federal protection for maternity and paternity leave in Idaho, offering eligible employees job-protected but unpaid leave for specific family and medical reasons. Under FMLA, eligible employees may take up to 12 weeks of unpaid leave per year for:
- The birth of a child and to bond with the newborn.
- The adoption or foster care placement of a child.
- The care of a newborn child or to bond with a newly adopted child.
- A serious health condition that makes the employee unable to perform their job.
FMLA Eligibility
To qualify for FMLA, employees must meet the following conditions:
- Work for an employer with 50 or more employees within a 75-mile radius.
- Have worked for the employer for at least 12 months.
- Have logged at least 1,250 hours of service during the previous 12 months.
Both mothers and fathers are entitled to FMLA leave for the birth or adoption of a child, making it applicable for both maternity and paternity leave. Importantly, FMLA allows parents to take leave consecutively or simultaneously, giving families flexibility in managing time off during this critical period.
FMLA Leave and Pay
While FMLA provides job protection, it does not require employers to provide paid maternity or paternity leave. Employees may use accrued paid leave, such as vacation days or sick leave, to receive compensation during their FMLA leave if their employer allows it. In some cases, employers may offer a separate paid parental leave policy as part of their benefits package, but this is not mandated by federal law.
Additional State Laws
Idaho leave laws does not have any state-specific laws that mandate paid maternity or paternity leave beyond the federal FMLA requirements. This means that there is no additional state-level protection or entitlement for paid leave for new parents in Idaho.
Employers in Idaho are not required by law to offer paid family leave, but some may choose to do so as part of their benefits packages to attract and retain employees. In the absence of mandated state laws, businesses are encouraged to adopt family-friendly leave policies voluntarily. For example:
- Paid Parental Leave: Some employers may offer paid leave separate from FMLA, allowing mothers and fathers to take time off while still receiving a portion of their regular salary.
- Short-Term Disability (STD) Insurance: While not required, some Idaho employers offer STD insurance, which can provide paid leave to new mothers recovering from childbirth. This coverage typically pays a portion of the employee’s salary for a set period.
FMLA Protections and Job Security
Under FMLA, employees are entitled to job protection during their leave. This means that when an employee returns from FMLA leave, they must be reinstated to the same position or a comparable position with equivalent pay, benefits, and working conditions. Additionally, the employer must continue to provide health insurance benefits during FMLA leave, as long as the employee continues to pay their share of the premiums.
However, employees must keep in mind that FMLA does not protect against layoffs or other actions that would have occurred regardless of the leave, such as company-wide reductions in force.
Special Circumstances for Military Families
FMLA also includes special provisions for military families. Employees who have family members in the military can take up to 26 weeks of leave in a single 12-month period to care for a service member who has suffered a serious injury or illness related to their military service. This is known as military caregiver leave. Additionally, employees may take qualifying exigency leave if their spouse, child, or parent is called to active duty, allowing them time off to handle certain duties related to the deployment.
Bereavement Leave in Idaho
In Idaho, bereavement leave is not mandated by state law, meaning there are no legal requirements for employers to provide paid or unpaid time off for employees grieving the loss of a loved one. However, many employers in Idaho voluntarily offer bereavement leave as part of their benefits package, typically granting employees 3 to 5 days of leave to manage funeral arrangements and cope with the loss of a close family member. The specifics of bereavement leave, including the amount of time off, who qualifies as an eligible family member, and whether the leave is paid or unpaid, are typically outlined in the employer’s policies. In 2025, employees should review their company’s handbook or consult HR for details on bereavement leave, as it varies by employer in Idaho.
Jury Duty Leave in Idaho
In Idaho, jury duty leave is protected by state law, ensuring that employees can fulfill their civic duty without fear of losing their job. In 2025, employers in Idaho are required to provide unpaid leave to employees summoned for jury duty. While Idaho law mandates job protection, meaning employers cannot penalize or terminate an employee for serving on a jury, there is no requirement for employers to offer paid leave during this time. Some employers, however, may choose to provide paid jury duty leave as part of their benefits package. Employees should notify their employers as soon as they receive a jury duty summons and refer to their company’s specific policies regarding compensation during the leave.
Military Leave in Idaho
In 2025, military leave in Idaho is governed by both federal and state laws that protect the employment rights of individuals serving in the military. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), Idaho employers are required to provide unpaid leave to employees who are called to active duty, military training, or other military-related obligations. USERRA ensures that employees can return to their civilian jobs after completing their service, with the same pay, benefits, and seniority they would have earned had they not been absent. Idaho also adheres to these federal protections, but there are no additional state-specific laws requiring paid military leave. Some employers may choose to offer paid military leave or supplement the difference between military pay and civilian wages during the leave. Employees should review their company’s military leave policy and notify their employer promptly when military duty arises.
Voting Leave in Idaho
In Idaho, voting leave is not mandated by state law, meaning employers are not required to provide paid or unpaid time off for employees to vote. However, many employers recognize the importance of civic participation and may voluntarily offer leave policies that allow employees time to vote, especially if their work hours make it difficult to do so outside of regular polling times. In 2025, employees who need time off to vote should check their company’s policies or speak with their employer to see if accommodations can be made to ensure they have the opportunity to cast their vote. It is also important to plan ahead to vote early or by mail if voting during work hours is not feasible.
Idaho State Holidays in 2025
In 2025, Idaho will observe several state holidays, providing employees in both the public and private sectors with designated days off, though private employers are not required by law to provide paid time off on holidays.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, May 26
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Thursday, December 25