When planning for time off in 2025, understanding Michigan Leave Laws and holiday regulations is essential for both employees and employers. Michigan leave laws offers a variety of leave options, including Paid Time Off (PTO), sick leave, and family medical leave, all governed by state and federal regulations. Using tools like Day Off can simplify tracking and managing these leave options, ensuring both compliance and flexibility. These laws help ensure that workers have the flexibility they need for personal matters, health issues, and family responsibilities, while also guiding businesses in managing their workforce. In this article, we’ll explore Michigan Leave Laws, holiday entitlements, and the key updates for 2025, providing a comprehensive guide to time off in the state.
Paid Time Off (PTO) in Michigan
Leave Quota
The amount of PTO an employee is entitled to, known as the leave quota, is typically determined by the employer. In Michigan, there is no state-mandated requirement for minimum PTO days, so it is left to the employer’s discretion. Many companies base their leave quota on factors such as:
- Tenure: Employees may start with a set number of days, which increases after a certain number of years with the company. For example, new employees might be entitled to 10 days of PTO per year, while employees with 5 years of service might receive 15-20 days.
- Position level: Executives and senior employees might receive more PTO than entry-level employees.
- Part-time vs. full-time: Full-time employees typically have more PTO than part-time workers, though part-time employees may still accrue PTO on a prorated basis.
In 2025, the trend is shifting toward more generous PTO policies as companies recognize the importance of work-life balance. Employers are encouraged to clearly communicate their PTO policies, including any differences based on job roles or length of service, through employee handbooks or onboarding documentation.
Accrual
In Michigan leave laws, PTO is commonly accrued over time. Accrual methods vary, but a common approach is to grant PTO based on hours worked. For example, an employee might earn 1 hour of PTO for every 40 hours worked, accumulating gradually over the year. Accrual methods typically include:
- Hourly accrual: PTO is earned for every hour worked, giving employees flexibility in building up their time off.
- Pay-period accrual: PTO is awarded every pay period (e.g., 4 hours of PTO per pay period).
- Annual lump sum: Some employers grant a lump sum of PTO at the beginning of the year or upon hire, which employees can use immediately.
In addition to standard accrual, Michigan employers can offer front-loading PTO, where the entire leave quota is made available at the start of the year or employment period. However, if an employee leaves before the end of the year, employers may choose to recoup PTO that was used but not yet earned.
Rollover Policies
PTO rollover policies in Michigan are largely determined by the employer. Rollover provisions dictate whether employees can carry unused PTO into the following year, and if so, how much. The most common types of rollover policies include:
- Use-it-or-lose-it: Employees must use their PTO within the calendar year or it is forfeited. This policy incentivizes employees to take time off and avoid PTO stockpiling.
- Limited rollover: Employers may allow a certain number of unused PTO hours to carry over into the next year, but often place a cap. For example, an employer might allow up to 40 hours of unused PTO to roll over.
- Unlimited rollover: A more generous policy where all unused PTO can be carried over to the following year, but this is less common and usually comes with a maximum accrual cap.
Employers must clearly outline their rollover policies, as they impact how employees plan and use their time off. In some cases, employees may need to negotiate or plan their vacation early in the year to ensure they don’t lose any earned leave.
Payment of Accrued, Unused Vacation on Termination
Michigan leave laws does not automatically require payment for accrued but unused PTO upon termination unless the employer has specified it in their PTO policy or employment agreement. If a company’s policy states that unused PTO will be paid out, then it must comply with that promise. However, if there is no clear policy, the employer is not legally obligated to compensate employees for unused vacation days.
Key factors that impact whether accrued PTO will be paid out upon termination include:
- Company policy: Many employers state in their policy whether unused PTO will be paid out at the end of employment. This varies by company, and some may pay out based on the employee’s reason for termination (e.g., resignation vs. firing).
- State law: While Michigan doesn’t require automatic PTO payout, employees can still rely on written agreements or employment contracts that specify otherwise.
- Severance agreements: In some cases, employers may include PTO payout as part of a severance package.
It’s important for both employers and employees to understand their company’s PTO policy regarding termination, as this can significantly impact the employee’s final paycheck. Clear communication between employers and employees can prevent misunderstandings and potential legal disputes.
Sick Leave in Michigan
Federal Laws
At the federal level, sick leave is primarily governed by the Family and Medical Leave Act (FMLA), which provides certain employees with job-protected, unpaid leave for specified family and medical reasons. Key aspects of FMLA include:
Eligibility: Employees are eligible for FMLA leave if they have worked for their employer for at least 12 months, have clocked a minimum of 1,250 hours during that period, and work for a company that has 50 or more employees within a 75-mile radius.
Leave Quota: FMLA allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period. The leave can be used for serious health conditions that prevent the employee from working, or to care for a family member with a serious health condition, including a spouse, child, or parent.
Intermittent Leave: FMLA also permits intermittent leave, which allows employees to take sick leave in separate blocks of time or on a reduced schedule, depending on medical needs. This is particularly useful for chronic conditions or ongoing treatment.
While FMLA provides job protection, it does not mandate paid sick leave, meaning employees may not receive pay during their leave unless they use accrued PTO or if their employer offers paid sick leave.
State Laws
Michigan has its own sick leave laws that provide additional protections for employees, most notably through the Paid Medical Leave Act (PMLA). This law ensures that eligible employees have access to paid sick leave, beyond the protections offered by federal law. Here’s what Michigan’s state law entails:
Eligibility: The Michigan PMLA applies to employers with 50 or more employees. However, it excludes certain types of employees, such as part-time employees working less than 25 hours per week, temporary workers, and independent contractors.
Leave Quota: Under the PMLA, employees who qualify are entitled to accrue up to 40 hours of paid sick leave each year. Employees earn sick leave at a rate of 1 hour for every 35 hours worked, but employers are allowed to cap the accrual at 40 hours per year. Some employers may choose to front-load the entire 40 hours at the start of the year instead of requiring employees to accrue it over time.
Permissible Uses: Paid sick leave can be used for various purposes, including:
- The employee’s own illness or medical care.
- Caring for a family member with a physical or mental illness or injury.
- Attending medical appointments.
- Addressing issues related to domestic violence, including seeking legal help, relocation, or medical services.
Carryover Provisions: While Michigan’s PMLA requires that unused sick leave be carried over to the next year, employers may limit the use of accrued leave to 40 hours per year, even if employees carry over more than 40 hours from the previous year. This allows flexibility while preventing excessive accumulation of unused sick leave.
Job Protection: Like FMLA, Michigan’s Paid Medical Leave Act does not require job protection after an employee takes sick leave. However, it does prevent employers from retaliating against employees who exercise their right to paid sick leave, ensuring they can use the time without fear of losing their job.
Maternity, Paternity, FMLA in Michigan
Federal Laws
The Family and Medical Leave Act (FMLA) is the primary federal law governing maternity and paternity leave across the United States, including Michigan. Here are the key aspects of FMLA related to parental leave:
Eligibility: Under FMLA, employees are eligible for parental leave if they:
- Have worked for their employer for at least 12 months.
- Have clocked at least 1,250 hours of service during that time.
- Work for a company with 50 or more employees within a 75-mile radius.
Leave Quota: Eligible employees are entitled to take up to 12 weeks of unpaid, job-protected leave within a 12-month period for the birth of a child, adoption, or placement of a foster child. This leave can be used by either parent and applies equally to mothers and fathers.
Job Protection: FMLA ensures that employees can return to their same or equivalent position after their leave period ends. This includes the same pay, benefits, and working conditions as before the leave.
Unpaid Leave: It’s important to note that FMLA provides unpaid leave. While employees are guaranteed job protection during their absence, they will not receive wages unless they use accrued PTO, vacation days, or sick leave during their time off, depending on the employer’s policies.
Intermittent Leave: FMLA allows for intermittent leave, meaning employees can take leave in blocks of time or reduce their work hours. However, this usually applies to medical needs rather than parental bonding, which is often taken as a continuous block of leave.
While FMLA provides job security for new parents, it does not require paid leave, making it less favorable for employees seeking financial support during their time off.
Additional State Laws in Michigan
While Michigan does not have a specific state law that mandates paid maternity or paternity leave, there are several state laws and programs that supplement FMLA protections, particularly in terms of financial assistance and expanded eligibility.
Paid Medical Leave Act (PMLA): While Michigan’s Paid Medical Leave Act primarily applies to short-term sick leave, it can indirectly support new parents who need time off for childbirth recovery or medical issues related to pregnancy. Eligible employees may use accrued paid sick leave to cover part of their leave. However, PMLA does not cover bonding time with a newborn or adopted child, focusing more on the medical aspect of leave.
Short-Term Disability Insurance (STD): Many employers in Michigan offer Short-Term Disability Insurance as part of their benefits package. STD policies often cover a portion of the employee’s salary (typically 60-70%) for a set period (often 6-8 weeks) after childbirth, depending on the medical recovery needs. STD can be a crucial form of paid maternity leave, though it generally does not cover paternity leave or bonding time.
Parental Leave Policies: Although Michigan law does not require paid parental leave, many employers in the state offer company-specific parental leave policies. These policies can provide paid or unpaid leave beyond what is mandated by FMLA. Some employers may offer additional weeks of leave specifically for bonding time, with paid options available to both mothers and fathers. Employers often decide the length and pay structure of this leave, so policies vary widely.
Paternity Leave: Michigan does not have specific laws regarding paid paternity leave, but fathers are entitled to the same job-protected, unpaid leave under FMLA as mothers. Employers that offer maternity leave policies often extend these benefits to fathers for paternity leave, but this is at the employer’s discretion unless they are subject to FMLA.
Adoption and Foster Care Leave: Under both federal FMLA and Michigan law, parents adopting a child or fostering a child are also eligible for the same 12 weeks of job-protected, unpaid leave. Adoption and foster care placement are treated similarly to biological childbirth when it comes to leave entitlement.
Pregnancy Discrimination Act (PDA): Federal law, via the Pregnancy Discrimination Act, protects pregnant employees from discrimination based on pregnancy, childbirth, or related medical conditions. Employers are required to treat pregnancy-related conditions like any other temporary disability in terms of job duties and benefits. While this is a federal law, it applies across all states, including Michigan.
Bereavement Leave in Michigan
In 2025, Bereavement Leave in Michigan is not mandated by state law, meaning there is no specific legal requirement for employers to provide paid or unpaid time off for employees who have experienced the death of a loved one. However, many Michigan employers voluntarily offer bereavement leave as part of their company policies, typically allowing employees 3 to 5 days of paid time off to grieve, attend funeral services, and handle related matters. The details of bereavement leave, including the length of time and whether it is paid or unpaid, vary by employer and are often outlined in employee handbooks or contracts. For employees working for companies that do not offer bereavement leave, they may need to use accrued Paid Time Off (PTO) or unpaid leave under the Family and Medical Leave Act (FMLA) if applicable for certain cases involving family members.
Jury Duty Leave in Michigan
In 2025, Jury Duty Leave in Michigan is protected by state law, ensuring that employees who are summoned for jury duty have the right to take time off from work without facing retaliation from their employer. Michigan law requires employers to allow employees to attend jury duty without penalizing them, such as through termination, demotion, or other disciplinary actions. However, Michigan law does not require employers to pay employees for time missed while serving on a jury, although some employers may voluntarily offer paid jury duty leave as part of their benefits package. Employees who serve on jury duty should check their company’s specific policies, but they are entitled to retain their job status and cannot be forced to use PTO or other leave for fulfilling this civic duty.
Military Leave in Michigan
In 2025, Military Leave in Michigan is protected under both federal and state laws, ensuring that employees who are members of the U.S. Armed Forces, National Guard, or Reserves are entitled to take leave for military duties without risking their employment. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are guaranteed reemployment rights after completing military service, with the right to return to their job with the same seniority, pay, and benefits. Michigan law reinforces these protections, ensuring that employers provide unpaid leave for military service. While employers are not required to pay employees during military leave, some companies in Michigan offer supplemental pay to cover the difference between military pay and regular wages. Additionally, employees on military leave are entitled to retain any benefits they accrued before their leave, such as health insurance and retirement contributions, during their period of service.
Voting Leave in Michigan
In 2025, Voting Leave in Michigan is not mandated by specific state law, meaning employers are not legally required to provide time off for employees to vote. However, Michigan encourages civic participation, and many employers voluntarily offer flexible scheduling or paid time off to allow employees to cast their ballots, especially during general elections. Employees are encouraged to vote during non-working hours, such as early in the morning or after work, or to take advantage of Michigan’s no-excuse absentee voting, which allows registered voters to submit absentee ballots without needing to provide a reason. While there is no statewide mandate, companies that offer voting leave typically outline their policies in employee handbooks, promoting voter participation while balancing workplace productivity.
Michigan State Holidays in 2025
In 2025, State Holidays in Michigan include several nationally recognized public holidays, during which government offices, schools, and many businesses close or operate with limited hours. While Michigan does not mandate paid holidays for private sector employees, many employers choose to offer paid time off on these days or provide holiday pay for those required to work. Additionally, some employers may observe state-specific holidays or offer floating holidays to accommodate cultural and personal preferences. Employees should consult their company’s holiday policies to understand which days are recognized and whether they qualify for time off or additional compensation on state holidays in 2025.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Date
January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 17, 2025 (Monday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
November 11, 2025 (Tuesday)
November 27, 2025 (Thursday)
November 28, 2025 (Friday)
December 25, 2025 (Thursday)