Kansas Leave Laws and Holidays in 2025 offer a variety of protections and benefits for employees, ensuring they can maintain a healthy work-life balance. Under Kansas Leave Laws, employees are entitled to various types of leave, from paid time off (PTO) to unpaid leaves like jury duty and military leave. Kansas follows both state and federal regulations to support its workforce. This article will provide a comprehensive overview of Kansas Leave Laws, including accrual, rollover rules, and holiday entitlements. Additionally, tools like Day Off, a simple and effective PTO tracker, can help both employees and employers manage leave efficiently. Whether you’re a business owner or an employee, staying informed about these laws and using tools like Day Off is crucial for compliance and planning in 2025.
Paid Time Off (PTO) in Kansas
Leave Quota
Leave quota refers to the amount of PTO an employee is entitled to. In Kansas, this is typically determined by the employer, who sets the specific amount of leave employees can take each year. The PTO leave quota often increases with the employee’s length of service. For instance, an employer might offer 10 days of PTO for new hires and increase this to 15 or 20 days after several years of employment.
Accrual
Accrual is the process by which employees earn their PTO over time. Kansas does not have a state-mandated accrual rate, so employers establish their own systems. Accrual can be done on a weekly, biweekly, or monthly basis. For example, an employee might accrue 1 day of PTO for every month worked. Accrued leave allows employees to accumulate vacation days over the course of the year rather than receiving all of their PTO at once.
Rollover
Rollover policies determine whether an employee can carry over unused PTO from one year to the next. Kansas does not require employers to offer PTO rollover; however, many companies implement their own policies regarding this. Employers might allow employees to roll over a certain number of unused days, cap the total amount of PTO that can be carried over, or implement a “use-it-or-lose-it” policy where unused PTO expires at the end of the year.
Payment of Accrued, Unused Vacation on Termination
Kansas law does not require employers to pay out accrued, unused vacation time upon termination unless company policy states otherwise. However, if an employer’s policy or employment contract promises payment of unused PTO, they must honor that agreement. In such cases, the employee would receive compensation for their accrued vacation time in their final paycheck. It is essential for employees to review their employer’s policies on this matter to understand their rights in case of job separation.
Sick Leave in Kansas
Federal Laws
The Family and Medical Leave Act (FMLA), a federal law, applies to employees who meet the following eligibility criteria:
- Have worked for their employer for at least 12 months
- Have completed at least 1,250 hours of service within the past 12 months
- Work for an employer that has at least 50 employees within a 75-mile radius
Eligible employees are entitled to 12 weeks of unpaid, job-protected leave per year under FMLA. These 12 weeks can be taken consecutively or intermittently, depending on the employee’s needs and the employer’s approval. The leave can be used for the following qualifying conditions:
- A serious health condition that makes the employee unable to perform the essential functions of their job
- Caring for a spouse, child, or parent with a serious health condition
- The birth and care of a newborn child or placement of a child for adoption or foster care
- Any qualifying exigency arising out of a family member’s active duty or call to active duty in the armed forces
In cases involving service members, eligible employees may take up to 26 weeks of leave in a single 12-month period to care for a covered service member with a serious injury or illness.
Although FMLA leave is unpaid, employees may use any accrued paid sick leave, vacation, or PTO during the FMLA period if the employer’s policies permit it. Employers may also require employees to use paid leave for all or part of the FMLA period.
FMLA ensures job protection, meaning employees are entitled to return to their original job or an equivalent position with similar pay, benefits, and working conditions after their leave. In addition, employees maintain their health insurance coverage while on leave under the same conditions as if they had continued working.
State Laws
Kansas does not have specific laws requiring private employers to provide paid or unpaid sick leave. However, state employees have access to sick leave under the Kansas Administrative Regulations, which apply to public-sector employees. Here are the key provisions for Kansas state employees regarding sick leave:
Accrual of Sick Leave:
- Full-time Kansas state employees accrue 3.7 hours of sick leave per two-week pay period, which amounts to approximately 96 hours (12 days) of sick leave per year.
- Part-time employees accrue sick leave proportionally based on their work hours.
- Sick leave is earned from the first day of employment and continues to accrue throughout an employee’s tenure.
Use of Sick Leave:
- State employees can use sick leave for their own illness, injury, or medical appointments.
- Sick leave can also be used to care for an immediate family member, which generally includes spouses, children, and parents.
Rollover of Sick Leave:
- Unused sick leave for Kansas state employees can roll over into the next year with no maximum accrual cap. This means that employees can accumulate a significant amount of sick leave over time.
- However, the employer may set policies regarding the use of excessive sick leave.
Private-Sector Sick Leave Policies
Since Kansas leave laws does not require private-sector employers to offer paid or unpaid sick leave, it is up to individual employers to set their own sick leave policies. This gives businesses flexibility in determining:
- Accrual: Employers may choose to provide sick leave on an accrual basis, such as offering 1 hour of sick leave for every 30 hours worked, or by granting a fixed amount of sick leave at the beginning of the year.
- Leave Quota: Some companies may establish a sick leave quota, typically ranging from 5 to 10 days per year, although this varies widely depending on the employer.
- Rollover: Employers can decide whether unused sick leave carries over from year to year, subject to a cap, or if the policy is “use it or lose it,” meaning unused leave is forfeited at the end of the year.
- PTO Policies: Many employers bundle sick leave into a comprehensive PTO policy, which includes vacation, personal days, and sick leave in a single allotment. Employees can then use PTO days at their discretion, whether for illness or leisure.
Payment of Unused Sick Leave Upon Termination
Kansas leave laws does not require employers to pay out unused sick leave when an employee leaves a job unless the employer’s policy explicitly states otherwise. This is often referred to as a “forfeiture policy,” where employees lose their unused sick leave upon resignation, termination, or retirement. Some employers may opt to offer compensation for unused sick leave as part of a severance package, but this is not mandated by law.
In contrast, for state employees, Kansas offers a sick leave payout under certain conditions, particularly in retirement situations where accumulated leave can be converted into additional retirement benefits or cash compensation.
Maternity, Paternity, FMLA in Kansas
Federal Laws
The Family and Medical Leave Act (FMLA) is the primary federal law that provides job-protected, unpaid leave for maternity, paternity, and family caregiving in Kansas. Under the FMLA, eligible employees may take up to 12 weeks of unpaid leave within a 12-month period for qualifying family and medical reasons, including:
- Maternity Leave: To recover from childbirth and bond with a newborn.
- Paternity Leave: For fathers to bond with their newborn child.
- Adoption or Foster Care: For employees who need time off to bond with a newly adopted child or a foster child placed in their care.
FMLA Eligibility Criteria
To qualify for FMLA leave, an employee must meet the following criteria:
- Employer Coverage: The FMLA applies to private-sector employers with 50 or more employees, as well as all public agencies and schools.
- Employee Eligibility: The employee must have worked for the employer for at least 12 months and must have completed at least 1,250 hours of service during the 12 months before the leave request.
- Leave Entitlement: Employees are entitled to 12 weeks of unpaid, job-protected leave for maternity, paternity, or adoption, which can be taken consecutively or intermittently, depending on the employer’s policies.
FMLA Benefits
- Job Protection: The employee’s job, or a comparable position, is protected while they are on leave. This ensures that when employees return from FMLA leave, they are reinstated to the same position or a similar one with equivalent pay and benefits.
- Health Insurance Continuation: While on FMLA leave, employees retain their health insurance benefits under the same terms as when they were working.
- Unpaid Leave: FMLA leave is unpaid. However, employees may use accrued paid leave, such as vacation or sick leave, during their FMLA period if permitted by the employer’s policies.
Additional Federal Protections
Beyond the FMLA, the Pregnancy Discrimination Act (PDA) prohibits employers from discriminating against employees based on pregnancy, childbirth, or related medical conditions. This law ensures that pregnant employees receive the same benefits, leave, and accommodations as employees with other temporary disabilities.
Additional State Laws
Kansas does not have state laws that mandate paid maternity or paternity leave for private-sector employees, but certain state regulations apply to public employees, and some private employers may choose to offer additional benefits. Below are the relevant state-level considerations:
State Laws for Public Employees
Kansas provides specific leave protections and benefits for state employees:
- Kansas State Employee Leave: Kansas state employees, including those who work for public agencies and local governments, can accrue paid leave based on service. This leave can be used for maternity and paternity purposes, though the amount of leave available depends on the employee’s length of service.
- Sick Leave for Pregnancy: Public-sector employees in Kansas can use their accrued sick leave for pregnancy-related medical issues, including prenatal appointments, recovery from childbirth, and other medical needs associated with pregnancy.
- Shared Leave Program: The Kansas Shared Leave Program allows state employees to donate their accrued leave to coworkers facing serious health conditions, including pregnancy-related complications. This can provide an additional layer of support for state employees who may exhaust their personal leave.
Private-Sector Policies
While private employers in Kansas are not required by state law to provide paid maternity or paternity leave, many companies offer competitive leave policies, especially for larger employers. These policies vary, but they often include:
- Paid Parental Leave: Some employers offer paid maternity and paternity leave as part of their benefits package, typically ranging from 6 to 12 weeks of paid leave.
- Short-Term Disability (STD) Insurance: For pregnant employees, short-term disability insurance may be offered as part of employer benefits, providing partial wage replacement during the recovery period after childbirth.
- PTO for Maternity/Paternity Leave: Many employers allow employees to use their paid time off (PTO) or vacation time to cover part or all of their parental leave. This allows parents to receive income while taking time off to care for their new child.
Kansas FMLA Protections for Military Families
In addition to regular FMLA protections, Kansas employees are eligible for FMLA Military Family Leave if they have a spouse, child, or parent on active duty in the military. This includes:
- Qualifying Exigency Leave: Employees can take up to 12 weeks of leave to deal with urgent matters related to a family member’s military deployment, such as arranging childcare or handling financial obligations.
- Military Caregiver Leave: Employees can take up to 26 weeks of leave in a single 12-month period to care for a service member recovering from a serious injury or illness.
Other Kansas Leave Policies Impacting Parental Leave
- Sick Leave: Some Kansas employers allow the use of sick leave for prenatal and postnatal medical appointments, as well as to care for a sick child after childbirth.
- Adoption Leave: Similar to maternity and paternity leave, many employers offer unpaid or paid leave for employees who are adopting a child, aligning with FMLA provisions.
Bereavement Leave in Kansas
Bereavement Leave in Kansas 2025 is not governed by any specific state-mandated laws, meaning that private-sector employers are not legally required to provide bereavement leave. However, many employers in Kansas choose to offer bereavement leave as part of their company policies. Typically, this leave allows employees to take time off following the death of an immediate family member, with most policies granting 3 to 5 days of paid or unpaid leave. Public-sector employees in Kansas, including state employees, may have more defined bereavement leave provisions outlined in their employment agreements. While Kansas does not mandate bereavement leave, employers are encouraged to implement compassionate policies to support employees during times of personal loss. Employees should check with their employer for specific bereavement leave benefits in 2025.
Jury Duty Leave in Kansas
Jury Duty Leave in Kansas 2025 is protected under state law, which requires all employers to provide leave for employees summoned to serve on a jury. In Kansas, employers cannot penalize or retaliate against employees for fulfilling their civic duty as jurors. While employers are not required to provide paid leave during jury duty, employees must be allowed time off without facing adverse consequences such as termination or demotion. Additionally, Kansas law does not mandate reimbursement for lost wages during jury service, though some employers voluntarily offer paid leave for the duration of jury duty. Upon completing their jury service, employees are entitled to return to their original position without loss of seniority, benefits, or pay. It is important for employees to notify their employer of the jury summons as soon as possible to arrange for leave.
Military Leave in Kansas
Military Leave in Kansas 2025 is governed by both federal and state laws, ensuring that employees who are members of the U.S. military or National Guard are protected when called to active duty, training, or emergency service. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees in Kansas are entitled to unpaid leave for military duties and are guaranteed reemployment in their previous position or an equivalent one upon returning, with the same seniority, benefits, and pay. Additionally, Kansas law provides extra protections for state employees who are National Guard members, allowing them to take up to 30 days of paid military leave per year for service-related duties. Employers are prohibited from retaliating against employees for taking military leave, and employees must notify their employers of military obligations in advance. This ensures that service members can fulfill their duties without worrying about job security.
Voting Leave in Kansas
Voting Leave in Kansas 2025 is protected by state law, which ensures that employees have the right to take time off to vote in state and federal elections. Kansas law mandates that employers provide up to two consecutive hours of paid leave for employees to vote if they do not have sufficient time to do so before or after their scheduled work hours. Employers cannot penalize or deduct pay from employees for taking this leave, and they are prohibited from interfering with or refusing the leave request. However, employers can specify the time during the workday when the employee can take leave, as long as it provides enough time to vote. Employees must notify their employers in advance if they need time off to vote. This law ensures that all eligible Kansas voters can exercise their right to vote without fear of job-related repercussions.
Kansas State Holidays in 2025
State Holidays in Kansas 2025 include a variety of recognized public holidays that provide employees, especially those in the public sector, with paid time off. While private employers are not required by state law to provide paid time off for these holidays, many companies follow these dates as part of their holiday schedule. Public-sector employees typically enjoy these holidays as paid leave, Employees should consult their employer’s specific holiday policies to understand their entitlements for 2025.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Date
Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Monday, October 13, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Friday, November 28, 2025
Thursday, December 25, 2025