Maine Leave Laws and holidays play a critical role in shaping the work-life balance for employees across the state. In 2025, businesses and workers alike will need to stay informed about the latest updates regarding Maine Leave Laws, Paid Time Off (PTO), sick leave, family leave, and public holidays. For employers and employees seeking an easy way to track their time off, Day Off provides a reliable solution to manage leave efficiently. This guide will explore Maine’s unique leave policies, covering state and federal requirements, accrual rules, and how public holidays impact the workforce. Whether you are an employer looking to comply with regulations or an employee planning your time off, this comprehensive overview of Maine Leave Laws and Holidays 2025 will provide valuable insights to navigate the year ahead.
Paid Time Off (PTO) in Maine
Leave Quota
Maine leave laws does not have a statewide mandate for a minimum PTO leave quota, which means that the amount of PTO granted to employees largely depends on the employer’s discretion. However, employers typically offer between 10 to 20 days of PTO annually, depending on the employee’s length of service, position, or company size. Many employers offer a tiered approach, where new hires may start with 10 days per year, while employees with 5 or more years of service may receive up to 20 days. Some employers also differentiate between vacation days and personal or sick days, while others bundle all forms of leave into a single PTO policy.
Accrual
Accrual systems allow employees to earn PTO over time, with the rate of accrual often dependent on the company’s policies. Common accrual methods include:
- Hourly Accrual: Employees accrue a set amount of PTO for every hour worked, such as 1 hour of PTO for every 40 hours worked. This method is often used for part-time employees.
- Monthly Accrual: Employees earn PTO at a fixed monthly rate, for example, 1.5 days per month, which adds up to 18 days per year.
- Yearly Accrual: In some cases, PTO is granted in full at the beginning of the year, meaning employees can access their total PTO balance upfront, but this is less common.
Accrual policies can also vary by tenure, with longer-serving employees earning PTO at a faster rate. It is common for employees to begin accruing PTO immediately upon hire, although some companies impose a waiting period (e.g., 90 days) before PTO can be used.
Rollover
Rollover policies determine whether unused PTO can be carried over to the next year, and these policies differ significantly from one employer to another. The main types of rollover policies include:
- Unlimited Rollover: Some employers allow employees to roll over all unused PTO into the next year without restriction. This policy is more common in industries where it’s difficult for employees to take extended time off.
- Capped Rollover: Employers may allow employees to roll over a limited amount of PTO, such as 5 days or 40 hours, with any additional unused PTO being forfeited at the end of the year.
- “Use-It-or-Lose-It” Policy: Some employers require employees to use their PTO within the year or lose it. In these cases, employees who fail to use their allotted PTO by year-end will forfeit the remaining balance. However, employers in Maine must clearly communicate this policy in their employee handbook or contract.
Payment of Accrued, Unused Vacation on Termination
Maine leave laws does not have specific laws that require employers to pay out unused PTO when an employee leaves the company, whether through resignation, termination, or retirement. However, whether an employer must pay for unused vacation depends on the company’s written policies, employment agreements, or past practices. Common scenarios include:
- Written Policy: If an employer’s written PTO policy explicitly states that employees will be paid for unused vacation time upon termination, the employer is legally bound to do so.
- Implied Contract: In cases where there is no written policy but a consistent past practice of paying out unused vacation, employees may be entitled to receive payment based on implied contract principles.
- Final Paycheck: In Maine, employers are required to provide a final paycheck by the next regular payday, but this may or may not include unused vacation time depending on the policy.
Employees should review their employment agreements and the company handbook to understand their rights regarding the payout of unused vacation. Employers, on the other hand, should ensure their PTO policies are clearly written and communicated to avoid any legal disputes or misunderstandings at the time of termination.
Sick Leave in Maine
Federal Laws
At the federal level, the Family and Medical Leave Act (FMLA) remains the primary law governing sick leave for employees in Maine and across the United States. Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons, including serious health conditions affecting the employee or an immediate family member. While FMLA does not mandate paid sick leave, it ensures that employees have the right to take time off without losing their job. To qualify for FMLA, employees must work for an employer with at least 50 employees and must have worked for the employer for at least 12 months, accumulating 1,250 hours of work during that period.
Although FMLA provides unpaid leave, it allows employees to use any accrued paid leave (such as PTO or sick leave) concurrently with FMLA leave, ensuring some form of compensation during their absence.
State Laws
Maine’s Earned Paid Leave law is one of the most progressive state-level leave policies, offering more expansive protections than federal law. Under the Maine Earned Paid Leave Law, which applies to all employers with more than 10 employees, workers accrue 1 hour of paid leave for every 40 hours worked, up to a maximum of 40 hours of paid leave per year. This leave can be used for any purpose, including personal or family illness, making it a flexible benefit for workers.
Unlike many other states, Maine’s law allows employees to begin accruing paid leave immediately upon hire, although employers may restrict the use of this leave until the employee has worked for 120 days. The law provides a broad definition of permissible leave, covering illness, family emergencies, or even time off for personal reasons, so employees don’t need to justify their reasons for taking time off.
Employers in Maine must also allow employees to carry over unused paid leave from one year to the next, but they are not required to allow employees to use more than 40 hours in a single year. This provides a balance between employee flexibility and employer operational needs.
Maternity, Paternity, FMLA in Maine
Federal Laws
At the federal level, the Family and Medical Leave Act (FMLA) is the primary legislation that governs maternity and paternity leave across the United States, including Maine. FMLA allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for the birth or adoption of a child, as well as for bonding with the child during the first year. This 12-week entitlement also applies to situations where an employee needs to care for a spouse, child, or parent with a serious health condition, including pregnancy-related complications.
FMLA ensures that an employee’s health benefits are maintained during the leave, and they are entitled to return to their same or an equivalent position at the end of the leave. To be eligible for FMLA, employees must have worked for their employer for at least 12 months and logged 1,250 hours during that period. FMLA applies to companies with 50 or more employees within a 75-mile radius.
FMLA covers both maternity and paternity leave, providing equal access to leave for both parents after childbirth or adoption. However, it is important to note that FMLA provides unpaid leave, and employees may need to rely on accrued Paid Time Off (PTO), vacation days, or sick leave for financial support during their time off.
Additional State Laws
Maine leave laws complement federal protections under FMLA, offering additional support for employees taking maternity or paternity leave. One of the key state-level regulations is the Maine Family Medical Leave Law (MFMLL), which extends family leave protections beyond what is provided by FMLA.
Under the MFMLL, eligible employees working for employers with 15 or more employees are entitled to up to 10 weeks of unpaid family medical leave over a two-year period for the birth or adoption of a child, as well as for other family or medical reasons. This is more inclusive than FMLA, as it applies to a broader range of smaller businesses.
Maine also mandates Earned Paid Leave, which allows employees to use up to 40 hours of paid leave per year for any reason, including maternity or paternity leave. While this amount is much smaller than the unpaid leave provided by FMLA or MFMLL, it gives employees the flexibility to use paid leave for parental bonding or caring for a newborn.
Maternity and Paternity Leave for Public Employees
For public sector employees in Maine, additional benefits may be available through specific collective bargaining agreements or state policies. Public employees often enjoy more robust paid maternity and paternity leave options, and many public-sector workers are also eligible for short-term disability benefits that can provide partial wage replacement during maternity leave.
Bereavement Leave in Maine
In Maine leave laws, Bereavement Leave in 2025 is not mandated by state law, meaning there are no specific legal requirements for employers to provide paid or unpaid leave following the death of a family member. However, many employers in Maine voluntarily offer bereavement leave as part of their company policies. Typically, businesses offer between 3 to 5 days of paid leave to allow employees time to grieve, make funeral arrangements, and attend services. The eligibility for bereavement leave, including the amount of time and whether it is paid or unpaid, depends on individual employer policies. Employees are encouraged to review their company’s employee handbook to understand their rights to bereavement leave. Employers, in turn, are encouraged to offer flexible bereavement leave policies to support their workforce during difficult times.
Jury Duty Leave in Maine
In Maine leave laws, Jury Duty Leave in 2025 is protected by state law, ensuring that employees are granted time off to serve as jurors without fear of losing their job. Employers are required to provide unpaid leave for the duration of the employee’s jury service, although they are not obligated to pay wages during this time. However, some employers may choose to offer paid leave for jury duty as part of their company policies. Maine law prohibits employers from penalizing or retaliating against employees for fulfilling their civic duty. Employees who are summoned for jury duty should notify their employer as soon as possible, and employers must allow them to return to their position once their service is complete.
Military Leave in Maine
In Maine leave laws, Military Leave in 2025 is governed by both state and federal laws to protect the employment rights of those serving in the armed forces. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are entitled to unpaid leave for military service, training, or deployment and are guaranteed reemployment in their civilian job upon their return, provided they meet the required conditions. In addition, Maine law provides further protection, ensuring that members of the state National Guard or U.S. Armed Forces reserves are allowed time off for military duties without facing job termination or discrimination. Some employers may offer paid leave or allow the use of accrued PTO for military service, though this is not required by law. Employers must reinstate employees to their prior positions or equivalent roles upon their return from military service.
Voting Leave in Maine
In Maine leave laws, there is no state law mandating that employers provide paid or unpaid time off for employees to vote in 2025. However, many employers voluntarily offer flexible work schedules or paid leave to allow employees time to vote, especially during important elections. Since Maine offers early voting and absentee voting options, employees have several ways to cast their ballot without disrupting their work schedule. While not required by law, employers are encouraged to promote civic engagement by offering time off or adjusting work hours to ensure employees have the opportunity to participate in elections without any barriers.
Maine State Holidays in 2025
In Maine leave laws, state holidays in 2025 include a variety of nationally recognized holidays as well as some state specific observances. commemorating the battles of Lexington and Concord, which is a public holiday in the state. While private employers are not required to provide paid time off for state holidays, many offer holiday pay or allow employees to take time off for observances. Public employees, on the other hand, generally receive paid leave on state-recognized holidays. Employers are encouraged to review their holiday policies to ensure they align with state guidelines and employee expectations.
Holiday
New Year’s Day
Martin Luther King Jr. Day
President’s Day
Patriot’s Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 17, 2025 (Monday)
April 21, 2025 (Monday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
October 13, 2025 (Monday)
November 11, 2025 (Tuesday)
November 27, 2025 (Thursday)
December 25, 2025 (Thursday)