Managing employees’ time off and leave rules in Idaho can be tricky. The state places few direct legal requirements on leave policies, meaning much is left to each employer’s policies and federal law. This guide explains how PTO and different kinds of leave, vacation, sick leave, maternity/paternity, bereavement, jury duty, military, voting leave, work in Idaho. Whether you’re an employer building fair policies or an employee wanting to understand your benefits, this will help you make informed decisions.
Paid Time Off (PTO) in Idaho
In Idaho, there is no state law that requires employers to provide PTO, vacation leave, or any specific amount of paid time off.
If an employer chooses to offer PTO (or vacation), the terms must be spelled out in policy or contract and followed accordingly.
Leave Quota
Idaho employers are not obligated to provide any specific number of vacation or PTO days. If they do offer vacation, paid or unpaid, they must adhere to their own policy or employment contract.
Employers who do offer leave should clearly document how it works and provide written notice of the terms.
Accrual
There’s no statutory requirement in Idaho that PTO must accrue in a particular way. Employers may choose any method, lump sum allocation, accrual per pay period, unlimited PTO, so long as the policy is clear.
Employers may also set caps on how much leave accrues to prevent unlimited build-up.
Rollover and “Use-It-Or-Lose-It”
Idaho allows “use-it-or-lose-it” policies for vacation or PTO: an employer may choose to not let unused leave carry over to the next year, so long as the policy states it and complies with employment agreement.
Because Idaho law doesn’t mandate payout of unused leave unless the policy or contract says so, employers have flexibility.
Payment of Accrued, Unused Vacation on Termination
Idaho does not automatically require employers to pay out accrued, unused PTO or vacation upon an employee’s termination. Whether payout is owed depends entirely on the employer’s policy or employment contract.
If the policy promises a payout, that promise must generally be honored; if the policy or contract is silent, Idaho courts suggest the employer may not owe payment.
Sick Leave in Idaho
Federal Law
Under the federal Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave for serious health conditions, caring for family, or childbirth/adoption. Employment must meet criteria (12 months, 1,250 hours, employer has 50+ employees within 75 miles).
State Law
Idaho state law does not require private employers to offer sick leave (paid or unpaid) to employees.
If a company offers sick leave as part of its benefits, it must follow its own policy or contract.
Maternity, Paternity & Family Leave
Federal Rules
Eligible employees under FMLA may take up to 12 weeks of unpaid leave for birth, adoption, or foster care placement of a child. The Pregnancy Discrimination Act (PDA) prevents discrimination based on pregnancy or childbirth.
Idaho State Provisions
Idaho does not have a separate statutory mandate for paid maternity or paternity leave for private-sector employers.
The Idaho Human Rights Act prohibits discrimination based on sex (including pregnancy) by employers with five or more employees. Pregnancy-related conditions must be treated like any other temporary disability.
For public employees (state agencies) there may be specific leave accrual or policies, but these do not apply broadly to all private employers.
Bereavement Leave
Idaho does not require employers to offer bereavement leave, paid or unpaid. Employers may choose to do so as a benefit; if they do, their policy governs.
Jury Duty Leave
Employers in Idaho must allow employees to serve on jury duty without penalizing them (they cannot fire or threaten an employee for serving). However, private employers are not required to pay employees for time spent on jury service.
Military Leave
Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who serve in the military are protected; they must be allowed unpaid leave and reinstated upon their return. Idaho law also gives protections for National Guard/reserve service (for example, reasonable leave for training). Employers cannot treat military service unfavorably.
Voting Leave
Idaho law does not require private employers to provide time off (paid or unpaid) for voting. Some employers may offer time off voluntarily.
Idaho State Holidays in 2026
Private employers in Idaho are not required by law to provide paid or unpaid leave for state holidays, nor to pay premium rates for working on holidays. Employers may establish their own holiday policies as they see fit.
The state of Idaho officially recognizes 11 state holidays.
How the Day Off App Can Help
The Day Off app is a useful tool for both employers and employees to manage and track leave effectively:
Employees can view their available PTO, make leave requests, see upcoming holidays, and track leave accruals.
Employers can define PTO policies, set accrual rules or caps, set “use-it-or-lose-it” deadlines, approve or deny requests, and maintain clear records of leave usage.
The app supports compliance: by clearly documenting leave balances, accrual rules, policy rollout, and notifications, it helps reduce misunderstandings and demonstrates that a company is following its own policy.
Since Idaho law gives employers wide discretion (but also holds them to whatever policy they set), using a digital platform like Day Off helps ensure the policy is transparent, consistently applied, and easy to access by both employer and employee.
Frequently Asked Questions (FAQ)
Do employers in Idaho have to give paid vacation?
No. Idaho law does not require private employers to provide paid or unpaid vacation leave. However, if an employer offers vacation as part of its benefits package, the company must follow the terms in its policy or contract. Once written, those rules are legally binding.
Can unused vacation days expire?
Yes. Employers can choose to have a “use-it-or-lose-it” policy, which means unused days don’t carry over into the next year. As long as employees are clearly informed of this rule, it is completely legal in Idaho.
Are employees entitled to paid sick leave?
Not under Idaho state law. Private employers are not required to offer paid sick leave, though many do so voluntarily. Public employees usually have paid sick leave benefits under state regulations.
Do employees get paid for unused PTO when they leave?
Not automatically. Idaho doesn’t require employers to pay for unused PTO or vacation upon termination. However, if a company policy promises payout of unused time, the employer must follow through.
Is maternity or paternity leave paid in Idaho?
Not for most employees. Under federal law (FMLA), maternity and paternity leave are generally unpaid. Public employees in Idaho, however, may receive up to eight weeks of paid leave for childbirth or adoption under the Family First Act.
Can an employee be fired for serving on a jury?
No. Employers are prohibited from firing, threatening, or punishing employees for fulfilling jury duty. While employers don’t have to pay for that time, employees’ jobs are protected.
Do military members get paid while on leave?
Private-sector military leave in Idaho is unpaid. Public employees, however, may receive up to 15 days of paid leave for military training each year and continue to accrue benefits during their service.
Do employers have to provide time off for voting?
No. Idaho law does not require employers to give paid or unpaid time off for voting. Many employers, though, offer flexible scheduling so employees can vote before or after work.
Can an employer change or cancel a PTO policy?
Yes, but only prospectively and with clear notice. Employers can update or replace PTO policies going forward, but they cannot retroactively take away earned vacation or leave that employees have already accrued under a previous policy.
Are part-time employees eligible for PTO or FMLA leave?
It depends on the employer’s policy. Most part-time employees don’t qualify for FMLA because they don’t meet the 1,250-hour work requirement. PTO eligibility is determined by the company’s own rules.
What if my employer doesn’t follow its leave policy?
If an employer fails to honor its own written leave policy, employees may have a valid claim for unpaid wages or breach of contract. It’s best to document everything and reach out to the Idaho Department of Labor or an employment attorney for advice.
Can employers require workers to use PTO for sick days?
Yes, if that’s part of the company’s policy. In Idaho, employers can group vacation and sick leave into a single PTO bank and require employees to use it for illness, personal time, or vacation.
How can employees and employers best manage leave policies?
Both sides benefit from clear communication and consistent tracking. Employees should keep copies of their company’s leave policies and record their time-off balances. Employers should use a reliable system like the Day Off app to track accruals, requests, and usage accurately.
Final Thoughts
In Idaho, leave law is defined more by what the employer chooses to offer than by what the state mandates. That means clarity and consistency matter. Employers should write clear leave policies, communicate them effectively, apply them fairly, and use tools like the Day Off app to track and manage leave. Employees should review their company’s handbook or contract, ask questions if anything is unclear, and understand that while state law may not guarantee benefits, their employer’s policy does.