In 2025, understanding Missouri Leave Laws and holiday entitlements is essential for both employees and employers to ensure compliance and optimize work-life balance. From paid time off (PTO) and sick leave to jury duty and parental leave, Missouri has specific regulations that govern these benefits. Using tools like Day Off can help both employees and businesses efficiently track time off and ensure proper leave management. Additionally, knowing the state-recognized holidays can help employees plan their time off while enabling businesses to manage operations effectively. This guide provides an overview of the key Missouri Leave Laws and public holidays for 2025, helping you navigate the legal landscape with confidence.
Paid Time Off (PTO) in Missouri
Leave Quota
The leave quota refers to the total amount of PTO an employee is entitled to over a set period, usually annually. In Missouri, companies often establish their own leave quotas based on several factors:
- Full-time vs. Part-time Status: Full-time employees typically receive a standard PTO package, ranging from 10 to 20 days per year, while part-time employees may receive pro-rated amounts based on hours worked.
- Tenure-based Quotas: Many Missouri companies increase PTO quotas based on the length of service. For example, an employee may start with 10 days of PTO per year and earn an additional day for each year of service.
- Job Level: Senior employees or those in managerial positions may receive more PTO, recognizing the increased responsibilities of their roles.
Some employers offer separate categories of leave (vacation days, sick days, and personal days), while others lump everything into a single PTO bank for more flexible use.
Accrual
PTO accrual is one of the most common ways that employees earn their vacation time gradually over the year, rather than receiving the full leave quota all at once. In Missouri, accrual systems generally operate on one of these schedules:
- Hourly or Monthly Accrual: Employees earn a specific number of hours or days of PTO for every hour or month they work. For example, an employee might accrue 1 day of PTO for every month of service, leading to 12 days by the end of the year.
- Front-loaded PTO: Some employers in Missouri offer a front-loaded PTO system, where the full quota of PTO is provided at the start of the year. Employees can use the time immediately, although they may need to repay any overused PTO if they leave the company before the year ends.
The accrual rates, while varying by employer, should be transparent in company handbooks, ensuring that employees understand how much time they are earning and when.
Rollover
PTO rollover refers to whether employees are allowed to carry over unused PTO from one year into the next. Missouri employers set their own rollover policies, and these typically fall into a few categories:
- Limited Rollover: Employees may be allowed to roll over a capped amount of PTO into the next year (e.g., 5 days or a maximum number of accrued hours). Any PTO beyond this cap is usually forfeited.
- Unlimited Rollover: Some companies allow employees to roll over all their unused PTO to the next year without any cap, providing greater flexibility for employees who wish to accumulate more days off.
- Use-it-or-Lose-it Policies: These policies, while less common, require employees to use their PTO within a specific time period (often the calendar year), or else they lose the unused days. In some cases, employees may be required to take PTO by a set date in the next year before losing it.
The rollover policy, including any caps or restrictions, is typically included in the company’s employee manual or employment contract.
Payment of Accrued, Unused Vacation on Termination
In Missouri leave laws, there is no state law that mandates employers to pay out accrued but unused PTO or vacation time when an employee is terminated or resigns, unless the employer’s policy specifically states so. Here are key factors influencing this policy:
- Employer Discretion: Companies can decide whether they will pay out accrued PTO at termination. Some companies will pay for unused time as part of the final paycheck, while others may have policies that state unused time will be forfeited if not taken by the termination date.
- Contract or Policy Requirement: If an employment contract or company handbook guarantees a payout for unused PTO, employers are legally bound to honor this agreement. Employees should review their contracts or handbooks to understand their rights.
- Termination Scenarios: Employers may differentiate between voluntary resignation, layoffs, or terminations for cause when determining whether or not to pay out accrued PTO. Some companies may offer payouts only in cases of voluntary resignation with proper notice.
Additionally, if PTO is considered part of the employee’s wages under company policy, employees may have legal standing to request a payout of accrued PTO, even if Missouri state law does not require it.
Sick Leave in Missouri
Federal Laws
Family and Medical Leave Act (FMLA) The FMLA is the primary federal law governing sick leave, providing eligible employees with unpaid, job-protected leave for specific family and medical reasons. It applies to companies with 50 or more employees and offers:
- Leave Quota: Up to 12 weeks of unpaid leave within a 12-month period for:
- A serious health condition that makes the employee unable to perform essential job functions.
- Care for a spouse, child, or parent with a serious health condition.
- The birth or adoption of a child.
- Eligibility: To qualify, employees must have worked for the employer for at least 12 months and completed 1,250 hours of service within the past year.
- Job Protection: FMLA ensures that employees can return to their same or equivalent position after their leave, maintaining job security while they recover or care for a family member.
Although FMLA does not provide paid leave, it offers significant job protection during extended medical situations. Employees may use accrued PTO or sick leave concurrently with FMLA leave to receive pay during their absence.
Americans with Disabilities Act (ADA) Although the ADA is not specifically a sick leave law, it requires employers to make reasonable accommodations for employees with disabilities, which may include time off for medical treatment. The ADA applies to employers with 15 or more employees and may allow additional unpaid leave beyond FMLA, depending on the individual’s condition.
State Laws
Unlike some other states, Missouri leave laws does not have a state-mandated sick leave law. Therefore, sick leave policies are left to individual employers to establish. However, here are some important considerations for Missouri workers regarding sick leave in 2025:
Employer-Provided Sick Leave Many employers in Missouri voluntarily offer sick leave as part of their benefits package, even though the state does not require it. Common employer policies include:
- Sick Leave Quotas: Employers may offer a set number of paid sick days each year (e.g., 5 to 10 days). These quotas may vary based on the size of the company, the employee’s position, and tenure.
- Accrual System: Some employers adopt an accrual system, allowing employees to earn sick leave hours based on hours worked, similar to PTO accrual. For example, employees may accrue 1 hour of sick leave for every 30 or 40 hours worked.
- Front-loaded Leave: Other employers may provide the full sick leave quota at the start of the year.
Municipal Ordinances Although Missouri does not have a statewide sick leave law, certain cities or municipalities may have their own ordinances that regulate sick leave. Employees working in these regions should consult local regulations to understand their rights.
Interaction with PTO Policies In the absence of state-mandated sick leave, many Missouri employers offer a combined PTO policy that includes vacation, personal, and sick days in one bank. This approach provides employees with flexibility in using their leave for illness or other personal needs. However, employees should be mindful of how they use their PTO throughout the year to ensure they have days available in case of illness.
State Disability Insurance While Missouri does not require paid sick leave, employees may be eligible for short-term disability benefits if they are unable to work due to a serious medical condition. Private disability insurance plans offered by employers may provide partial wage replacement during extended illness or injury.
Maternity, Paternity, FMLA in Missouri
Federal Laws
Family and Medical Leave Act (FMLA) The FMLA is the primary federal law that covers maternity and paternity leave in Missouri. It provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons, including:
- Maternity and Paternity Leave: Both mothers and fathers can take FMLA leave for the birth of a child, the adoption of a child, or to care for a newborn. This also applies to same-sex couples.
- Eligibility: Employees must work for a company that has 50 or more employees within a 75-mile radius, have worked for the employer for at least 12 months, and have worked a minimum of 1,250 hours in the preceding 12 months.
- Job Protection: The FMLA guarantees that employees can return to the same or an equivalent job after their leave. The employer cannot discriminate or retaliate against the employee for taking FMLA leave.
- Health Insurance Continuation: Under FMLA, employers must maintain group health insurance benefits for employees during their leave, as if they were still working.
Americans with Disabilities Act (ADA) The ADA may also play a role in maternity leave when complications arise from pregnancy, as it requires reasonable accommodations for employees with disabilities. Pregnancy-related health issues might qualify for accommodations such as temporary leave or reduced work hours, depending on the severity.
Pregnancy Discrimination Act (PDA) While the PDA does not directly provide leave, it prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Employers cannot treat a pregnant employee differently and must provide accommodations if they offer similar accommodations to other temporarily disabled employees.
Additional State Laws
Missouri does not have a state-mandated paid family or medical leave program. Therefore, employees in Missouri rely on the provisions of FMLA and any additional benefits that employers voluntarily provide. However, there are some relevant points regarding state-level protections and policies:
Employer-Specific Maternity and Paternity Leave While the state does not mandate maternity or paternity leave, many employers in Missouri may choose to offer paid or partially paid maternity and paternity leave benefits. These policies are typically more generous in larger companies or sectors like healthcare, education, or technology. Employers can provide these benefits at their discretion, either as a separate maternity/paternity leave policy or by allowing employees to use accrued PTO, sick leave, or short-term disability benefits.
Short-Term Disability Insurance (STDI) Missouri employers may offer short-term disability insurance, which can cover a portion of an employee’s salary during maternity leave. STDI typically pays a percentage of an employee’s wages (usually 50% to 70%) for a set period (often 6 to 8 weeks for childbirth). Employees should inquire about this option as it is not mandated but could be an available benefit.
Paid Leave for Public Employees Public employees in Missouri, such as state government workers, may have access to more generous maternity and paternity leave benefits. This can include paid leave options and more flexible leave policies for family and medical needs. Public-sector employees should review the specific benefits offered by their department or agency.
State Protections Against Discrimination Missouri’s state anti-discrimination laws align with the federal Pregnancy Discrimination Act, ensuring that employers cannot discriminate based on pregnancy, childbirth, or related conditions. These protections apply to hiring, firing, promotions, and accommodations at the workplace.
Employer Trends and Voluntary Benefits
Paid Parental Leave: Some companies in Missouri are moving beyond the requirements of FMLA and offering paid parental leave as a way to attract and retain employees. These policies are especially common in industries like tech, healthcare, and finance, where competitive benefits packages are expected. Paid parental leave policies typically provide 6 to 12 weeks of paid leave, which can be used by both parents.
Combining PTO and Sick Leave: Employers that do not offer separate paid maternity/paternity leave often allow new parents to use their accrued PTO or sick days. This allows employees to receive some form of compensation during their time off, although it may require using up all available leave.
Bereavement Leave in Missouri
In Missouri, there is no specific state law mandating bereavement leave for employees in 2025, meaning that policies regarding time off for mourning the loss of a loved one are generally left to individual employers. Many companies, however, offer bereavement leave as part of their benefits package, often providing 3 to 5 days of paid or unpaid leave for immediate family members. The length of leave and whether it is paid typically depends on the employer’s policies, the employee’s relationship to the deceased, and the size of the company. Employees are encouraged to review their company’s bereavement leave policy to understand their rights and options during such difficult times.
Jury Duty Leave in Missouri
In Missouri leave laws, Jury Duty Leave in 2025 is governed by state law, which requires employers to grant employees unpaid leave to serve on a jury. Employers are prohibited from taking any disciplinary action or terminating employees for fulfilling their civic duty. While Missouri law does not require employers to provide paid leave for jury duty, many companies voluntarily offer paid time off for this purpose as part of their benefits package. Employees must provide their employers with notice of their jury duty summons and may need to submit verification of their service. Additionally, employers are not allowed to force employees to use vacation or sick time for jury duty.
Military Leave in Missouri
In Missouri leave laws, Military Leave in 2025 is governed by both federal and state laws, primarily the Uniformed Services Employment and Reemployment Rights Act (USERRA), which protects the job rights of individuals who voluntarily or involuntarily serve in the military. Under USERRA, employees are entitled to unpaid leave for military service and have the right to return to their civilian jobs with the same pay and benefits upon completion of their service. Missouri law also provides additional protections for public employees, allowing them up to 15 days of paid leave for military training or service each year. Employers cannot discriminate against employees for military obligations, and individuals are entitled to reinstatement rights as long as they meet the requirements set forth by federal law.
Voting Leave in Missouri
In Missouri leave laws, Voting Leave in 2025 is protected by state law, which requires employers to provide employees with up to three hours of paid leave to vote on election day, if the employee does not have three consecutive hours of off-duty time while the polls are open. Employees must request the leave prior to election day, and the employer has the right to specify when during the day the employee may take this time off. Employers are prohibited from penalizing or deducting pay from employees who exercise their right to vote during this leave. This law ensures that all eligible voters in Missouri have an opportunity to participate in elections without fear of losing wages or facing disciplinary action.
Missouri State Holidays in 2025
In Missouri leave laws, state holidays in 2025 include a mix of federal holidays and state-recognized observances. Employees of state government offices are typically granted these days off, while private employers may choose whether to observe them. Missouri also recognizes specific state holidays, like Truman Day, celebrating President Harry S. Truman. While public sector employees usually receive these days as paid holidays, private sector employees should confirm their company’s holiday schedule, as observance can vary.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Truman Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 17, 2025 (Monday)
May 8, 2025 (Thursday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
November 11, 2025 (Tuesday)
November 28, 2025 (Thursday)
December 25, 2025 (Thursday)