Author: Nehal Nabil

  • Maryland Leave Laws And Holidays 2025

    Maryland Leave Laws And Holidays 2025

    Maryland Leave Laws and Holidays in 2025 offer employees a comprehensive set of rights and protections under Maryland Leave Laws, covering time off and workplace absences. From mandated paid sick leave to federal and state holiday entitlements, Maryland strives to balance employee well-being with employer obligations. Understanding these laws is crucial for both employees and employers to ensure compliance and to take full advantage of the benefits available in 2025. Using tools like Day Off, a top leave tracking app, can help streamline managing leave balances and ensure adherence to regulations. This article will delve into the various leave types, such as paid time off (PTO), sick leave, family leave, and highlight the holidays recognized by the state, offering a complete guide to navigating Maryland’s leave policies for the year ahead.

    Paid Time Off (PTO) in Maryland

    Leave Quota

    Maryland does not impose a state-mandated minimum quota for Paid Time Off (PTO). The allocation of PTO is at the discretion of the employer, often outlined in employment contracts or company policies. Typically, Maryland employers provide a baseline of 10-15 days of PTO for entry-level employees, while more experienced employees or those in senior positions may receive 15-25 days annually. Some employers may combine vacation time, sick leave, and personal days under a single PTO umbrella, allowing more flexibility in how employees use their time off.

    Federal employees and those covered under collective bargaining agreements may have specific leave quotas that differ from private-sector employers. It is essential for both employees and employers to be aware of the company’s PTO structure to ensure that quotas are clearly communicated.

    Accrual

    Most employers in Maryland use an accrual-based PTO system. This system allows employees to accumulate leave gradually throughout the year. For example, an employee might earn PTO at a rate of 1.5 days per month, which would add up to 18 days annually. The accrual rate may increase with tenure; for instance, after five years with the company, an employee may begin accruing PTO at a higher rate.

    Employers may also have different policies on when new employees can start using accrued PTO. Some companies impose a waiting period, such as three or six months after the start date, before PTO can be used. It is common for employers to have a “use it or lose it” policy, meaning employees are encouraged to use PTO within the calendar year.

    Rollover

    Maryland leave laws allows employers the flexibility to determine whether unused PTO can be rolled over into the following year, and how much of it can carry over. The state’s laws do not require PTO rollover; thus, it is up to each employer to establish a policy. There are generally three types of PTO rollover policies:

    1. No Rollover: Employees must use all their PTO within the calendar or fiscal year, or it will be forfeited. This “use it or lose it” policy is common among smaller companies.

    2. Limited Rollover: Employers allow employees to carry over a set number of days or hours into the next year, with a cap. For example, an employee might be able to roll over 5 to 10 days of unused PTO, depending on the company policy.

    3. Unlimited Rollover: Some companies allow employees to roll over their entire balance of unused PTO into the next year without limitations. However, these policies often come with stipulations that PTO usage must not exceed a certain number of days within the following year.

    Employers must clearly communicate their rollover policies, as they affect how employees plan their time off. Employers may also cap the maximum number of days an employee can accrue in total, meaning that once an employee hits the cap, they will no longer earn additional PTO until they use some of their time.

    Payment of Accrued, Unused Vacation on Termination

    When an employee leaves a company, either voluntarily or involuntarily, Maryland law does not automatically require employers to pay out unused, accrued vacation or PTO, unless there is a written agreement or policy stating otherwise. In cases where an employer’s policy specifies that unused vacation will be paid upon termination, the company is legally obligated to comply with that policy.

    Key considerations for payout on termination include:

    • Written Policy: Employers who outline their policy regarding PTO payout upon termination in the employee handbook must adhere to it. If the handbook promises a payout, failure to do so could result in legal disputes.
    • No Explicit Policy: If there is no explicit written policy regarding the payout of unused PTO, Maryland law leaves the decision to the employer. However, companies are advised to clarify this policy to avoid misunderstandings.
    • Final Paycheck: In cases where a payout is required, the unused PTO amount should be included in the employee’s final paycheck. This is typically processed within the standard payroll period following the termination.
    Strategies for Employers in 2025

    Employers in Maryland can benefit from using PTO management tools like Day Off, which streamlines PTO tracking, accrual, and rollover management. Automated systems help ensure compliance with company policies and make it easier to manage the nuances of leave quotas, accrual rates, and payout obligations. Additionally, these systems can provide employees with visibility into their available PTO balance, making it easier to plan their time off and ensure they do not lose any accrued days due to “use it or lose it” policies.

    Important Considerations for 2025

    1. Clarity in PTO Policies: Clear communication regarding leave quotas, accrual, rollover, and payout of unused vacation is essential. Employees should have access to written policies in employee handbooks or contracts.

    2. Balancing Employee Benefits with Business Needs: Employers should strike a balance between offering generous PTO policies that support work-life balance and managing business operations effectively. For example, ensuring PTO requests align with business demand cycles can help minimize disruptions.

    3. Legal Compliance: Although Maryland does not require PTO payout upon termination, employers should remain aware of any changes in state laws or federal regulations that might impact PTO policies in the future. Staying compliant helps prevent legal issues and promotes positive employer-employee relationships.

    Sick Leave in Maryland

    Federal Laws

    At the federal level, the United States does not have a universal law that mandates paid sick leave for all employees. However, there are specific federal laws that provide protections related to unpaid leave:

    1. Family and Medical Leave Act (FMLA): The FMLA is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for certain medical and family reasons. These reasons include:

      • The employee’s own serious health condition.
      • Caring for a spouse, child, or parent with a serious health condition.
      • The birth or adoption of a child.
      • Qualifying exigencies arising from a family member’s military service.

      While FMLA does not provide paid sick leave, it ensures that employees retain their job and health insurance during the leave period. Employers covered under FMLA include public agencies and private-sector employers with 50 or more employees within a 75-mile radius.

    2. Federal Contractor Sick Leave: For employees working on federal contracts, Executive Order 13706, issued during the Obama administration, requires that federal contractors provide at least 7 days of paid sick leave per year. This paid sick leave can be used for personal illness, family illness, or domestic violence-related issues. Contractors must accrue one hour of sick leave for every 30 hours worked, up to a minimum of 56 hours of paid sick leave annually.

    Although these federal laws provide protections, they primarily focus on unpaid leave (FMLA) or are specific to certain types of employers (federal contractors). They do not establish a nationwide, paid sick leave mandate for all workers. As a result, state and local laws, such as those in Maryland, play a crucial role in determining paid sick leave rights for most employees.

    State Laws

    Maryland’s Healthy Working Families Act (HWFA) governs the sick leave policies for most employees in the state. This law mandates that employers provide paid sick leave to eligible employees, depending on the size of the company and other factors.

    Key provisions of the Healthy Working Families Act for 2025:

    1. Eligibility for Paid Sick Leave:

      • Employers with 15 or more employees must provide paid sick leave.
      • Employers with fewer than 15 employees must offer unpaid sick leave.
      • Employees who work at least 12 hours per week are eligible for sick leave benefits.

    2. Leave Quota:

      • Employees accrue 1 hour of sick leave for every 30 hours worked, up to a maximum of 40 hours (5 days) of paid sick leave per year.
      • Employees can carry over up to 40 hours of unused sick leave into the next year, but the total leave balance cannot exceed 64 hours at any time.
      • For new hires, employers may require a waiting period of 106 calendar days before the employee can begin using accrued sick leave.

    3. Use of Sick Leave:

      • Employees can use sick leave for their own illness or medical care.
      • They may also use it to care for an ill family member, including a child, spouse, parent, grandparent, or sibling.
      • Sick leave can also be used for issues related to domestic violence, sexual assault, or stalking, such as attending court proceedings or obtaining medical treatment.

    4. Rollover and Maximum Accrual:

      • While employees can roll over up to 40 hours of unused sick leave into the next calendar year, the employer is not required to allow the total amount of sick leave to exceed 64 hours.
      • Employers are permitted to offer more generous sick leave policies, but the HWFA sets these minimum standards.

    5. Exemptions and Special Rules:

      • Certain employees, such as those who work in the construction industry under a collective bargaining agreement, are exempt from this law.
      • Additionally, temporary employees and independent contractors may not be eligible for these benefits.

    6. Payment of Unused Sick Leave:

      • Unlike PTO or vacation time, Maryland law does not require employers to pay out unused sick leave when an employee leaves the company, either through resignation or termination.
      • However, if the employee is rehired by the same employer within 37 weeks, the previously accrued, unused sick leave must be reinstated.

    Maternity, Paternity, FMLA in Maryland

    Federal Laws

    At the federal level, the primary law governing maternity and paternity leave is the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain family and medical reasons, including:

    1. The birth of a child and care for the newborn within the first year.
    2. Placement of a child for adoption or foster care, and care for the newly placed child.
    3. The serious health condition of the employee or a family member (spouse, child, or parent).

    Under FMLA, while the leave is unpaid, employees are guaranteed job protection, meaning they can return to the same or an equivalent position with the same pay, benefits, and terms of employment after the leave. Additionally, employers must maintain health insurance coverage for employees on FMLA leave under the same conditions as if they had continued to work.

    To be eligible for FMLA leave, employees must:

    • Work for an employer with 50 or more employees within a 75-mile radius.
    • Have worked for the employer for at least 12 months.
    • Have logged 1,250 hours of work in the 12 months preceding the leave.

    While FMLA offers important protections, it is unpaid, which can be a significant barrier for families who need income during parental leave. In response to this gap, many states, including Maryland, have introduced additional laws to provide more comprehensive support for maternity, paternity, and family leave.

    Additional State Laws

    Maryland leave laws goes beyond the FMLA by providing additional protections and benefits for workers who need maternity, paternity, or family leave. In 2025, Maryland offers expanded family leave laws designed to support working parents and caregivers, addressing both paid leave and expanded coverage.

    1. Maryland Family and Medical Leave Insurance Program (Time to Care Act): Starting in 2025, Maryland’s Time to Care Act creates a state-level paid family and medical leave insurance program. This program allows eligible employees to take paid family and medical leave for up to 12 weeks for:

      • The birth, adoption, or foster placement of a child.
      • Caring for a family member with a serious health condition.
      • The employee’s own serious health condition.
      • Certain situations related to a family member’s military deployment.

      Under the Time to Care Act, employees will receive partial wage replacement while on leave. The amount of wage replacement is determined by the employee’s income, with lower-income workers receiving a higher percentage of their wages, capped at a maximum benefit amount.

      The program is funded through employer and employee contributions, similar to unemployment insurance. Both employers and employees will begin contributing to the program in 2023, and benefits become available in 2025.

    2. Expanded Coverage for Smaller Employers: While FMLA applies only to employers with 50 or more employees, Maryland’s Time to Care Act covers all employers, regardless of size. This means that employees of smaller companies, who may not qualify for FMLA, are still eligible for Maryland’s paid family and medical leave benefits.

    3. Additional Leave for Pregnancy and Childbirth-Related Disabilities: Maryland law also requires employers to provide reasonable accommodations for pregnant employees and those who have recently given birth. Under the Maryland Fair Employment Practices Act (FEPA), pregnancy-related conditions are considered temporary disabilities. Employers must provide reasonable accommodations, such as:

      • Light duty.
      • More frequent breaks.
      • Leave to recover from childbirth, in addition to any family leave provided under FMLA or Maryland’s Time to Care Act.

      The duration of this leave depends on the employee’s condition, but it can extend beyond the standard 12 weeks of FMLA leave in some cases.

    4. Job Protection and Continuation of Benefits: Like FMLA, Maryland’s family leave law ensures that employees who take leave are entitled to job protection. They must be reinstated to the same or an equivalent position when they return to work. Additionally, employers must maintain the employee’s health benefits during the leave period under the same conditions as if the employee had continued to work.

    5. Interplay Between Federal and State Laws: Maryland’s family leave program works alongside FMLA, providing more robust benefits. If an employee is eligible for both FMLA and Maryland’s paid family leave, they can use the Maryland program to receive paid benefits during their leave. Employees cannot “double dip,” meaning the 12 weeks of leave under FMLA and Maryland’s law run concurrently rather than consecutively. However, employees may be able to extend their time off if they qualify for additional accommodations due to pregnancy-related conditions.

    6. Paternity Leave: Maryland’s Time to Care Act and the FMLA apply equally to fathers, ensuring that both parents have access to job-protected time off after the birth, adoption, or placement of a child. Fathers can use the leave to bond with their child, support their partner during recovery, and assist with caregiving duties. This provision promotes gender equality in caregiving responsibilities and encourages a more balanced approach to parental leave.

    Bereavement Leave in Maryland

    In 2025, Maryland leave laws offers bereavement leave as part of the broader set of workplace leave policies. While there is no statewide law mandating paid bereavement leave, many employers voluntarily provide time off to employees to grieve and handle affairs following the death of a close family member. Bereavement leave policies are typically outlined in company handbooks, with most employers offering between 3 to 5 days of paid leave depending on the employee’s relationship to the deceased. In cases where no paid leave is provided, employees can often use accrued Paid Time Off (PTO) or sick leave to cover the time away from work. Maryland’s Time to Care Act, effective in 2025, may also offer additional leave benefits for situations involving family emergencies, including the loss of a family member, though this would depend on specific employer policies. Employers are encouraged to clearly communicate their bereavement leave policies to employees, ensuring compassionate support during difficult times.

    Jury Duty Leave in Maryland

    In Maryland leave laws in 2025, Jury Duty Leave is protected by state law, ensuring that employees are entitled to time off to fulfill their civic duty as jurors. Maryland law prohibits employers from retaliating or terminating employees for serving on a jury, and employers must provide unpaid leave for the duration of jury service. While the law does not require employers to offer paid leave during jury duty, many companies voluntarily offer paid leave or allow employees to use accrued Paid Time Off (PTO) to cover the absence. Employees are generally required to provide their employers with notice and a copy of the jury summons. Upon completion of jury service, employees are expected to return to work promptly. Maryland ensures that employees fulfilling their civic responsibilities are protected from any adverse employment actions, safeguarding their rights while participating in the legal process.

    Military Leave in Maryland

    In 2025, Military Leave in Maryland is governed by both federal and state laws, providing strong protections for employees serving in the military. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are members of the U.S. Armed Forces, National Guard, or Reserves are entitled to unpaid leave for military service, training, or deployment. Maryland law complements federal protections by ensuring that public employees receive paid military leave for up to 15 days per year for military duties. Private employers are not required to provide paid leave but must offer unpaid leave and guarantee job protection, meaning employees are entitled to reinstatement to their position (or a comparable one) upon returning from service. Health benefits and seniority also continue to accrue during military leave. In addition, service members are protected from discrimination or retaliation due to their military obligations. Maryland’s supportive stance ensures that employees who serve in the military can do so without fear of losing their employment or benefits.

    Voting Leave in Maryland

    In 2025, Voting Leave in Maryland continues to protect employees’ rights to participate in elections without facing workplace penalties. Maryland law requires employers to provide up to two hours of paid leave for employees to vote in state or federal elections if they do not have sufficient time to do so outside of their regular work hours. To qualify for this leave, employees must request it in advance and may be required to show proof that they voted, such as a voter receipt. Employers are prohibited from penalizing or retaliating against employees for taking time off to vote. By supporting voting leave, Maryland ensures that employees can exercise their civic duty without sacrificing wages or facing negative employment consequences.

    Maryland State Holidays in 2025

    In 2025, State Holidays in Maryland offer employees a variety of days off to observe significant national and state-recognized events. Maryland observes the same major federal holidays, Employers are not required by law to provide paid leave for holidays, but many choose to offer paid time off or higher pay rates for employees who work on these days. Public employees, however, generally receive paid leave for official state holidays. Private employers are encouraged to clearly outline holiday leave policies in employee handbooks to ensure clarity and compliance with both state and company regulations.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Maryland Day

    Memorial Day

    Juneteenth National Independence Day

    Independence Day

    Labor Day

    Columbus Day

    Veterans Day

    Thanksgiving Day

    Day After Thanksgiving

    Christmas Day

    Date

    Wednesday, January 1

    Monday, January 20

    Monday, February 17

    Tuesday, March 25

    Monday, May 26

    Thursday, June 19

    Friday, July 4

    Monday, September 1

    Monday, October 13

    Tuesday, November 11

    Thursday, November 27

    Friday, November 28

    Thursday, December 25

  • Maine Leave Laws And Holidays 2025

    Maine Leave Laws And Holidays 2025

    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)

  • Louisiana Leave Laws And Holidays 2025

    Louisiana Leave Laws And Holidays 2025

    When planning for time off in Louisiana, understanding Louisiana Leave Laws, holidays for 2025, and how to manage your time off efficiently is essential. Whether you’re an employee looking to maximize your paid time off or an employer ensuring compliance with state and federal regulations, this guide covers everything you need to know. Utilizing tools like the Day Off app can make tracking your leave easier than ever. From paid time off policies and sick leave regulations to federally recognized holidays, Louisiana Leave Laws provide a unique landscape of leave benefits that affect both public and private sector employees. Stay informed about your rights and responsibilities when it comes to taking time off in 2025.

    Paid Time Off (PTO) in Louisiana

    Leave Quota

    The Leave Quota refers to the total amount of PTO employees are eligible to take within a year. In Louisiana, this quota is typically determined by the employer and can vary significantly between companies. Common practices include offering PTO based on employee classification, such as full-time versus part-time status, or based on the employee’s length of service (tenure). For example, new hires might start with 10 days of PTO per year, while employees with 5 or more years of service might earn up to 20 or 25 days annually.

    Employers often include both vacation and sick leave under the PTO umbrella, allowing employees to use the time off for any personal reasons. However, some employers may separate vacation from other types of leave, such as sick leave or personal days.

    Accrual

    In most Louisiana companies, PTO is accrued over time, meaning employees earn their vacation incrementally throughout the year. This is done to prevent employees from taking all of their time off at once, especially at the start of the year. A typical accrual method might allow employees to earn a certain amount of leave for every pay period worked.

    For example, an employee working for a company that offers 12 days of PTO per year might accrue 1 day of PTO for every month worked. Alternatively, some companies may offer a more frequent accrual rate, such as earning PTO hours for every 40 hours worked. In contrast, some businesses choose a front-loaded approach, where employees receive their full PTO quota at the beginning of the year and can use it immediately.

    It’s important to note that some employers set a waiting period before new employees can start accruing or using PTO, often ranging from 30 to 90 days.

    Rollover

    Rollover refers to the ability to carry over unused PTO from one year to the next. In Louisiana, rollover policies are set by the employer. While some companies have a “use it or lose it” policy, where unused PTO is forfeited at the end of the year, others allow employees to roll over a portion—or, in some cases, all—of their unused PTO into the next year.

    For businesses that permit PTO rollover, there is often a cap on how much time can be carried over. For example, an employer might allow employees to roll over up to 5 unused PTO days but require anything beyond that to be forfeited. Alternatively, some companies set a maximum PTO balance an employee can accrue, such as 30 or 40 days, at which point employees must use some of their time off before earning more.

    Employers with more generous rollover policies may even allow PTO to accumulate over several years, though this is less common.

    Payment of Accrued, Unused Vacation on Termination

    Louisiana leave laws does not specifically require employers to pay out unused vacation time upon termination of employment. However, if a company has a written or verbal policy stating that unused vacation will be paid out, the employer must honor this policy. Therefore, the payment of unused PTO upon termination depends largely on the company’s internal policies and any contractual agreements made with employees.

    When an employee resigns or is terminated, they should check their employment contract or the company’s employee handbook to determine if they are eligible for a payout of unused vacation time. If the employer’s policy promises a payout, the company is legally obligated to compensate the employee for their accrued, unused PTO. In some cases, companies may include clauses that differentiate between voluntary and involuntary termination when deciding whether to pay out unused vacation.

    It is also essential for employees to be aware that some companies place restrictions on PTO payout. For example, employees may need to provide a certain amount of notice before quitting or adhere to specific resignation procedures to qualify for a payout of unused vacation time.

    Sick Leave in Louisiana

    Federal Laws

    At the federal level, there is no overarching law that mandates private employers to offer paid sick leave to their employees. However, certain federal laws provide provisions for unpaid leave and protections during illnesses:

    Family and Medical Leave Act (FMLA)

    The Family and Medical Leave Act (FMLA) is the primary federal law that impacts sick leave in Louisiana. Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid leave per year for specific medical and family reasons, including:

    • Personal health conditions that prevent them from performing their job
    • Caring for an immediate family member (such as a spouse, child, or parent) with a serious health condition
    • Childbirth, adoption, or foster care placement

    To qualify for FMLA, employees must meet certain conditions:

    • They must have worked for the employer for at least 12 months
    • They must have worked at least 1,250 hours during the previous 12 months
    • The employer must have 50 or more employees within a 75-mile radius

    FMLA ensures that employees can take job-protected leave without the fear of losing their position. However, FMLA does not require employers to provide paid sick leave, meaning that employees may have to take this time off without pay unless their employer offers paid leave as part of their company policies.

    Healthy Families Act (Proposed)

    While the Healthy Families Act has been proposed at the federal level to mandate paid sick leave for workers across the U.S., it has not yet become law. If passed, this act would require employers to provide up to seven days of paid sick leave annually to employees, accrued at a rate of one hour of paid leave for every 30 hours worked. As of 2025, this law is not yet in effect.

    State Laws

    Louisiana leave laws, like many other states, does not have its own statewide law that requires private employers to provide paid sick leave to employees. In the absence of a state-mandated sick leave law, sick leave policies are generally determined by individual employers. However, Louisiana employers are required to follow any relevant federal laws, such as FMLA, and may choose to offer paid or unpaid sick leave as part of their benefits package.

    Paid Sick Leave for Public Employees

    While there is no mandated sick leave law for private sector employees in Louisiana, some public sector employees may be eligible for paid sick leave depending on their specific position and employer policies. For example, state and local government employees, teachers, and other public workers may have access to paid sick leave through their employment contracts or collective bargaining agreements. The details of these policies, such as the leave quota, accrual, and usage terms, vary by employer.

    New Orleans Paid Sick Leave Initiative (Proposed)

    In recent years, there has been discussion in New Orleans about implementing a paid sick leave ordinance, which would mandate that businesses within the city provide paid sick leave to employees. If passed, this initiative would make New Orleans the first city in Louisiana to require paid sick leave. However, as of 2025, this proposal has not yet been enacted into law.

    Employer-Provided Sick Leave Policies in Louisiana

    Given that Louisiana does not require paid sick leave at the state level, many companies establish their own sick leave policies. These policies vary widely, with some employers offering generous paid sick leave benefits and others offering none at all. Common employer-provided sick leave benefits include:

    • Accrual-Based Sick Leave: Employees earn sick leave based on the number of hours worked. For example, an employee might earn 1 hour of sick leave for every 30 hours worked.
    • Fixed Sick Leave Days: Some employers offer a fixed number of sick leave days per year, often ranging from 5 to 10 days.
    • Sick Leave Pooling: Some companies allow employees to donate unused sick leave to a pool that can be used by other employees in need of additional leave due to illness.

    Employers in Louisiana have significant discretion in setting sick leave policies, so employees should refer to their company’s employee handbook or consult with human resources to fully understand their sick leave entitlements.

    Maternity, Paternity, FMLA in Louisiana

    Federal Laws

    The primary federal law governing maternity and paternity leave is the Family and Medical Leave Act (FMLA). While FMLA applies nationwide, including Louisiana, it offers only unpaid, job-protected leave, rather than paid leave. Here are the key provisions:

    Family and Medical Leave Act (FMLA)

    FMLA entitles eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for family and medical reasons, which includes:

    • The birth of a child and care for the newborn
    • The adoption or foster care placement of a child
    • Care for a spouse, child, or parent with a serious health condition
    • The employee’s own serious health condition that prevents them from working

    For maternity and paternity leave under FMLA, the 12-week period can be used for childbirth, bonding with a newborn, or caring for a newly adopted or foster child.

    Eligibility Requirements for FMLA:
    • The employee must have worked for the employer for at least 12 months.
    • The employee must have worked at least 1,250 hours during those 12 months.
    • The employer must have at least 50 employees within a 75-mile radius.

    FMLA guarantees that employees can return to their job or an equivalent position after their leave ends, ensuring job security. However, it’s important to note that FMLA does not require employers to pay employees during their leave, though employees may be able to use accrued paid leave (such as vacation or sick time) during their FMLA leave, depending on their employer’s policy.

    Additional Federal Laws and Protections

    Pregnancy Discrimination Act (PDA)

    The Pregnancy Discrimination Act (PDA) is another important federal law that applies to employees in Louisiana. This law prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Under PDA, employers cannot fire, refuse to hire, or demote an employee because of pregnancy or childbirth. Additionally, employers must treat pregnancy-related leave in the same manner as they treat other temporary disabilities in terms of pay, benefits, and accommodations.

    Fair Labor Standards Act (FLSA) – Break Time for Nursing Mothers

    Under the Fair Labor Standards Act (FLSA), the federal government also requires employers to provide reasonable break time and a private, non-bathroom space for nursing mothers to express breast milk for one year after the child’s birth. While this law does not provide extended leave, it ensures that new mothers have time and space for breastfeeding when they return to work.

    Additional State Laws

    Louisiana leave laws does not have a specific state law that mandates paid maternity or paternity leave for private sector employees. However, there are a few state provisions that can affect maternity leave, particularly for public employees, and other measures that offer additional protections for pregnant workers.

    Louisiana Pregnancy Disability Leave

    Louisiana leave laws requires employers to provide reasonable accommodations for pregnant employees under certain circumstances. These accommodations include providing leave for pregnancy-related medical conditions, including childbirth recovery, if the employer provides similar accommodations for employees with temporary disabilities.

    • Reasonable Accommodations: Employers must make reasonable accommodations for employees who are pregnant or recovering from childbirth. This might include modified work duties, temporary reassignment to lighter tasks, or adjustments to the work environment.
    • Pregnancy-Related Leave: Louisiana employers are required to provide leave for pregnancy-related disabilities, as long as they offer similar leave to employees with other medical conditions. This means that if an employer allows employees to take leave for disabilities or medical conditions, they must also extend this leave to employees who are pregnant or recovering from childbirth. This leave is typically unpaid unless the employer’s policy states otherwise.
    Breastfeeding Rights

    Louisiana leave laws provides additional protections for new mothers returning to work. State law requires that employers provide reasonable break time and a private space, other than a bathroom, for breastfeeding mothers to express milk for up to one year after the child’s birth. This measure helps new mothers balance their return to work with the demands of breastfeeding.

    Maternity and Paternity Leave for Public Employees

    While Louisiana does not mandate paid maternity or paternity leave for private-sector workers, public employees—such as state and local government workers, teachers, and other public servants—may have access to more generous leave policies. The specifics of maternity and paternity leave for public employees are often outlined in collective bargaining agreements or state employment contracts. These contracts may offer paid leave or more flexible leave policies that provide additional support for new parents.

    Bereavement Leave in Louisiana

    In Louisiana leave laws, bereavement leave policies for 2025 are primarily set by individual employers, as there is no state-mandated requirement for paid or unpaid bereavement leave. Many companies offer bereavement leave as a benefit to allow employees time to grieve and manage personal matters following the death of a close family member. Typically, employers provide between 3 to 5 days of paid leave, though this can vary depending on the employer’s specific policies and the relationship to the deceased. Public-sector employees, such as state workers, may have access to more defined bereavement leave provisions, often outlined in their employment contracts or collective bargaining agreements. While not required by law, providing bereavement leave can be an important part of a comprehensive benefits package to support employee well-being during times of personal loss.

    Jury Duty Leave in Louisiana

    In Louisiana, Jury Duty Leave in 2025 is protected under state law, ensuring that employees are granted time off to fulfill their civic duty without fear of losing their job. Employers are required to provide unpaid leave for employees summoned for jury duty, though many employers opt to offer paid leave as a benefit. Under Louisiana law, employees cannot be penalized, fired, or threatened with termination for serving on a jury. Additionally, employees should notify their employer in advance and provide a copy of the jury summons. While the law doesn’t require paid leave, if an employer chooses to offer compensation, they may request proof of service. Public-sector employees often receive paid time off for jury duty, as outlined in their employment contracts.

    Military Leave in Louisiana

    In Louisiana, Military Leave in 2025 is governed by both federal and state laws that protect the employment rights of service members. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are called to active duty or required to participate in training or drills are entitled to unpaid leave and job protection during their period of service. Louisiana law extends additional protections, ensuring that service members are not penalized for their military obligations. Public-sector employees, such as state or local government workers, may receive paid military leave for a limited number of days each year, often outlined in their employment agreements. Employers are required to reinstate returning service members to their previous positions or an equivalent role, with the same seniority, pay, and benefits as if they had not been absent. Louisiana’s support for military leave ensures that service members can serve their country without sacrificing their civilian careers.

    Voting Leave in Louisiana

    In Louisiana, Voting Leave in 2025 is not specifically mandated by state law, meaning there is no statewide requirement for employers to provide paid or unpaid leave for employees to vote. However, many employers recognize the importance of civic participation and may voluntarily offer time off to vote, especially if polling hours conflict with work schedules. Federal law prohibits any form of voter intimidation, and Louisiana encourages employers to accommodate employees’ schedules to allow sufficient time to cast their ballots. Employees should check with their employers regarding specific voting leave policies, as some may offer flexible work hours or unpaid leave to ensure employees can exercise their voting rights. Additionally, state employees may have more defined policies for voting leave, outlined in their employment agreements or workplace guidelines.

    Louisiana State Holidays in 2025

    In 2025, Louisiana observes several state holidays, many of which align with federal holidays, offering employees time off to celebrate or commemorate important national and local events.  Louisiana state employees typically receive holidays as paid time off, while private-sector employers are not required by law to offer paid holidays but often follow similar practices. In addition to these holidays, some public offices may close on regional observances or for additional holidays, depending on local traditions. Employees should check with their specific employer regarding which holidays are recognized and whether they are entitled to paid leave on those days.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Mardi Gras

    Good Friday

    Memorial Day

    Independence Day

    Labor Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    January 1, 2025 (Wednesday)

    January 20, 2025 (Monday)

    March 4, 2025 (Tuesday)

    April 18, 2025 (Friday)

    May 26, 2025 (Monday)

    July 4, 2025 (Friday)

    September 1, 2025 (Monday)

    November 11, 2025 (Tuesday)

    November 28, 2025 (Thursday)

    December 25, 2025 (Thursday)

  • Kentucky Leave Laws And Holidays 2025

    Kentucky Leave Laws And Holidays 2025

    When planning time off in 2025, it’s important for employees and employers in Kentucky to be aware of Kentucky Leave Laws, holiday regulations, and tools like Day Off to manage their time efficiently. Kentucky offers a range of leave types, from paid time off (PTO) and sick leave to specific leaves for military service, jury duty, and more. Understanding the legal requirements for leave, including accrual rates, rollover options, and payment of unused leave upon termination, can help both workers and businesses navigate the year ahead. This article covers everything you need to know about Kentucky Leave Laws, holidays in 2025, and how Day Off can simplify leave tracking.

    Paid Time Off (PTO) in Kentucky

    Leave Quota

    The amount of PTO an employee is eligible for, known as the leave quota, varies widely depending on the employer. Kentucky law does not require businesses to provide a minimum amount of PTO, so companies establish their own leave quotas based on factors such as:

    • Years of Service: Many companies offer increasing amounts of PTO as an employee gains tenure. For example, an entry-level employee may receive 10 days of PTO per year, while someone with 5-10 years of service might be entitled to 15 or even 20 days annually.
    • Job Role and Seniority: Higher-level positions or employees in executive roles may be offered more generous PTO quotas, while part-time employees typically receive fewer days or may not be eligible for PTO at all.
    • Company Size and Industry: Larger corporations or industries with more competitive work environments may offer higher PTO quotas to attract and retain talent. For instance, tech companies and large corporations might offer 20-30 days of PTO annually.

    Some companies also integrate other types of leave, such as sick leave or personal days, into the overall PTO quota, giving employees more flexibility in managing their time off.

    Accrual

    In Kentucky, most employers use an accrual system for PTO, which allows employees to earn time off incrementally. Common accrual methods include:

    • Per Pay Period Accrual: Employees earn a set number of PTO hours based on each pay period. For example, an employee may earn 4 hours of PTO per biweekly pay period, equating to 104 hours or 13 days per year.
    • Monthly or Annual Accrual: Some companies prefer to allow employees to earn a portion of their PTO on a monthly or annual basis. For instance, an employee might earn 1 day of PTO per month, which totals 12 days by the end of the year.
    • Front-Loading PTO: In certain cases, employers may “front-load” PTO at the beginning of the year, giving employees immediate access to their total allotted PTO for the year. This allows employees to plan vacations and time off in advance, although if an employee leaves the company before fully earning their PTO, some employers may require repayment for any excess PTO used.

    Accrual systems are typically outlined in the employee handbook or employment contract, providing transparency on how much PTO can be earned over time.

    Rollover

    Kentucky employers are not required by law to allow unused PTO to rollover to the next year, but many companies offer this as a benefit. There are three main approaches employers may take regarding rollover:

    • Limited Rollover: Employees can carry over unused PTO into the next year, but only up to a certain limit. For example, an employer may allow a maximum of 40 hours (5 days) of unused PTO to roll over, with anything above that forfeited.
    • Unlimited Rollover: A more flexible option, this allows employees to roll over all unused PTO to the next year. However, employers may still cap the total amount of PTO that can be accumulated.
    • Use-It-Or-Lose-It Policy: Some employers adopt a “use-it-or-lose-it” policy, where employees must use their PTO within the calendar or fiscal year or forfeit any unused time. This encourages employees to take time off regularly rather than letting it accumulate indefinitely.

    It’s important for employees to understand their company’s rollover policy so they can plan their time off accordingly. Many employers provide a grace period or a deadline by which unused PTO must be used to prevent loss.

    Payment of Accrued, Unused Vacation on Termination

    The payment of accrued, unused vacation time upon termination of employment is a complex issue in Kentucky, as the state does not have specific laws mandating this. However, certain scenarios commonly arise:

    • Employer Policies: Many companies have policies that dictate whether employees will be paid for unused PTO when they leave. If an employer’s policy explicitly states that unused PTO will be paid out at termination, the employer is legally required to honor this policy. For example, an employee with 10 days of accrued, unused vacation may receive payment for those days in their final paycheck.
    • Written Contracts: In some cases, individual employment contracts or collective bargaining agreements may guarantee the payment of unused vacation time upon termination. This often applies to higher-level employees or those in unionized industries.
    • Discretionary Payment: In the absence of a written policy, some employers may choose to pay out accrued PTO as a gesture of goodwill, even though it is not legally required.

    Kentucky employers should clearly outline their PTO policies, including accrual, rollover, and payout conditions, in employee handbooks to ensure transparency and prevent disputes. Employees are encouraged to review these policies carefully, particularly when planning to take extended leave or when approaching the end of their employment.

    Sick Leave in Kentucky

    Federal Laws

    The federal government does not mandate a specific number of paid sick days for employees in private companies. However, there are key federal regulations that protect employees in certain situations, such as the Family and Medical Leave Act (FMLA).

    • Family and Medical Leave Act (FMLA): Under the FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for serious health conditions, including their own or a family member’s illness. While this law guarantees job security during extended health-related absences, it does not require employers to provide paid sick leave.

      • Eligibility for FMLA: To qualify for FMLA leave, an employee must work for an employer with at least 50 employees within a 75-mile radius and have worked at least 1,250 hours over the past 12 months.
      • FMLA Qualifying Conditions: In addition to illness, FMLA leave can be used for childbirth, adoption, or to care for a spouse, child, or parent with a serious health condition.

    • Paid Sick Leave for Federal Contractors: Executive Order 13706 requires certain federal contractors to provide their employees with up to 7 days of paid sick leave per year. This leave can be used for the employee’s health needs, to care for a family member, or for issues related to domestic violence, sexual assault, or stalking.

    While the FMLA offers job protection during illness or medical emergencies, it is important to note that paid sick leave is largely dependent on employer policies in Kentucky, unless an employee works for a covered federal contractor.

    State Laws

    Kentucky does not have a statewide law mandating paid sick leave for employees in private companies, leaving it to employers to establish their own policies. However, public sector employees, like government workers, often have different sick leave policies established at the state level.

    • Public Sector Employees: Kentucky state employees are generally entitled to paid sick leave. Full-time public employees accrue sick leave at a rate set by the state, which can typically be around 1 day per month of service. Unused sick leave can often roll over from year to year, allowing public employees to accumulate a substantial bank of sick leave over time.

    • Private Sector Employees: For private sector employees, the decision to offer paid sick leave is left to the employer. Many businesses voluntarily offer paid sick leave as part of their benefits package to remain competitive and attract talent. Common practices include offering 5-10 days of sick leave per year, with some companies allowing unused sick days to roll over to the next year.

    • Accrual and Usage: In companies that provide paid sick leave, the accrual method can vary. Employees might earn sick days over time, such as 1 day per month, or be given a full quota of sick days at the beginning of the year. Sick leave can be used for personal illness, doctor appointments, or caring for a sick family member.

    Maternity, Paternity, FMLA in Kentucky

    Federal Laws

    Family and Medical Leave Act (FMLA)

    The primary federal law governing parental leave is the Family and Medical Leave Act (FMLA). Under the FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, including:

    • The birth of a child and care for the newborn within the first year of life.
    • The placement of a child for adoption or foster care and care for the child within the first year of placement.
    • Caring for a spouse, child, or parent with a serious health condition.
    Eligibility for FMLA:

    To qualify for FMLA leave, employees must meet certain criteria:

    • Employer Size: The employee must work for a company with 50 or more employees within a 75-mile radius.
    • Work Duration: The employee must have worked for the employer for at least 12 months and completed 1,250 hours of service during that time.
    FMLA for Maternity and Paternity Leave:
    • FMLA guarantees unpaid leave, meaning employees are not entitled to any wages during their time off unless they use other paid leave options, such as accrued paid time off (PTO), vacation days, or sick leave. Some employers may allow or require employees to use paid leave concurrently with FMLA.
    • The FMLA applies equally to mothers and fathers, allowing both parents to take time off to bond with their newborn or newly adopted child.
    • FMLA provides job protection, meaning employees are entitled to return to their same or equivalent position after their leave ends.

    State Laws

    Kentucky leave laws, like many other states, does not currently have state-specific laws that mandate paid maternity or paternity leave. However, state employees and teachers often receive more generous benefits compared to those in the private sector.

    Public Sector and Government Employees:
    • State Employees: Kentucky state employees typically have access to paid sick leave or vacation time, which can be used in combination with FMLA leave. Public employees may also receive additional benefits like short-term disability insurance to help cover wages during maternity or paternity leave.
    • School Employees: Teachers and school employees often have sick leave policies that allow them to take time off for childbirth and recovery, but these policies are specific to individual school districts and employment contracts.

    While Kentucky does not offer mandated paid parental leave, some private employers voluntarily provide paid maternity and paternity leave benefits to attract and retain employees. These benefits are often outlined in employee handbooks or company policies and may include:

    • Paid Parental Leave: Some employers offer a set number of weeks of paid parental leave for new mothers, fathers, or adoptive parents.
    • Short-Term Disability: Many companies provide access to short-term disability insurance, which covers a portion of a new mother’s wages during maternity leave for childbirth and recovery.
    Additional Support for Parents

    Though there is no mandated paid leave in Kentucky, employees who take unpaid FMLA leave may still be able to receive financial assistance through other programs:

    • Short-Term Disability Insurance: If offered by the employer, this insurance typically covers a portion of the employee’s salary (usually 50-70%) during maternity leave, often for up to 6-8 weeks after childbirth. This benefit is more commonly available to mothers for recovery from childbirth.
    • Paid Sick Days and Vacation Time: Employees may use their accrued paid sick leave or vacation days during maternity or paternity leave to receive income during their absence. Employers must specify if they require employees to use paid leave concurrently with FMLA leave.
    Employer Policies on Maternity and Paternity Leave

    In the absence of state-mandated paid parental leave, Kentucky employers have the flexibility to design their own maternity and paternity leave policies. Many large companies, particularly in competitive industries, offer generous leave benefits to attract and retain talent. These policies often include:

    • Paid Parental Leave: Some companies provide paid parental leave beyond the FMLA-required unpaid leave, often offering 6 to 12 weeks of paid leave for new parents.
    • Flextime or Remote Work: In some cases, employers may offer flexible work schedules or the option to work remotely for a certain period after the birth or adoption of a child.
    • Extended Leave Options: Certain employers may allow parents to take additional unpaid leave beyond the FMLA period, giving new parents more flexibility in balancing work and family responsibilities.

    Bereavement Leave in Kentucky

    In 2025, Kentucky does not have specific state laws mandating bereavement leave for employees, leaving the provision of this benefit largely at the discretion of employers. Many companies, however, offer bereavement leave as part of their benefits package, typically allowing employees to take 3 to 5 days of paid time off following the death of an immediate family member. Some employers may extend this leave for more distant relatives or offer additional unpaid leave depending on company policy or employee needs. Public sector employees, such as state or government workers, often have formal bereavement leave policies in place, ensuring time off for grieving. It is important for employees in Kentucky to review their employer’s specific policies to understand their rights to bereavement leave in 2025.

    Jury Duty Leave in Kentucky

    In 2025, Kentucky leave laws requires employers to provide jury duty leave to employees summoned for jury service. Under Kentucky Revised Statutes, employees are entitled to time off for the duration of their jury duty, and employers are prohibited from penalizing or terminating employees for serving. While employers are not mandated to pay employees during their time on jury duty, many businesses offer paid leave for this civic duty as part of their benefits package. Public sector employees, such as state and government workers, typically receive paid jury duty leave. Employees should check their company’s specific jury duty leave policy to determine whether they will receive compensation during their service. Regardless of compensation, employers must allow employees to fulfill their jury duty obligations without retaliation.

    Military Leave in Kentucky

    In 2025, employees in Kentucky who serve in the military are protected under both federal and state laws that ensure they can take military leave without risking their civilian employment. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees called to active duty, training, or other military obligations are entitled to unpaid leave and job protection. Kentucky also has state laws that provide additional protections for members of the National Guard and Reserves. Public sector employees, including state and local government workers, may be entitled to paid military leave, often up to 21 days per year, depending on the circumstances. Upon returning from military service, employees are entitled to be reinstated to their previous position or an equivalent one, as long as certain eligibility requirements are met. Employers in Kentucky must ensure compliance with both federal and state regulations to support employees serving in the military.

    Voting Leave in Kentucky

    In 2025, Kentucky leave laws ensures that employees are granted voting leave to exercise their right to vote in local, state, and federal elections. Employers are required to provide employees at least four hours of leave to vote or to request an absentee ballot, provided that the employee’s request for time off is made prior to Election Day. This leave is typically unpaid, unless company policies state otherwise. Employers may specify the time during the day when leave can be taken, as long as it does not unduly interfere with the employee’s ability to vote. Kentucky law prohibits employers from penalizing or disciplining employees for taking voting leave, ensuring workers can participate in the democratic process without fear of retaliation.

    Kentucky State Holidays in 2025

    In 2025, Kentucky leave laws will observe several state holidays during which government offices and many businesses may close or operate on limited hours. Kentucky leave laws does not mandate that private employers provide paid time off for state holidays, many companies choose to offer paid holiday leave as part of their benefits package. Public sector employees, however, generally receive paid time off on state holidays. Employees should check with their employer’s specific holiday schedule to understand which days are observed and whether they are eligible for paid leave on these days.

    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

    Wednesday, January 1

    Monday, January 20

    Monday, February 17

    Monday, May 26

    Friday, July 4

    Monday, September 1

    Tuesday, November 11

    Thursday, November 27

    Friday, November 28

    Thursday, December 25

  • Kansas Leave Laws And Holidays 2025

    Kansas Leave Laws And Holidays 2025

    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:

    1. 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.

    2. 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.

    3. 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:

    1. Employer Coverage: The FMLA applies to private-sector employers with 50 or more employees, as well as all public agencies and schools.
    2. 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.
    3. 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:

    1. 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.
    2. 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.
    3. 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

  • Iowa Leave Laws And Holidays 2025

    Iowa Leave Laws And Holidays 2025

    When planning for 2025, understanding Iowa Leave Laws and holidays is essential for both employers and employees. Leave policies, including Paid Time Off (PTO), sick leave, and family leave, play a critical role in ensuring a fair and balanced workplace. Iowa’s legal landscape also includes specific regulations regarding jury duty, bereavement leave, and military leave, making it crucial for employers to comply with state and federal laws. This article will provide a detailed overview of Iowa Leave Laws, holidays, and how using tools like Day Off can help businesses and workers stay informed and compliant throughout 2025.

    Paid Time Off (PTO) in Iowa

    Leave Quota

    The leave quota in Iowa, which determines how many PTO days an employee is entitled to in a given year, varies widely by employer. For example, many companies offer:

    • Fixed Annual Leave Quota: This approach gives employees a set number of PTO days each year, typically ranging from 10 to 20 days. The amount often depends on the employee’s seniority, position, or length of service. Some companies offer more generous PTO packages to long-tenured employees as a loyalty incentive.
    • Tiered Leave Policies: Many Iowa employers operate a tiered PTO system where new employees start with fewer PTO days, gradually increasing with years of service. For instance, an employee might begin with 10 days of PTO and receive an additional day for each year of employment, up to a maximum of 25 days.

    Additionally, some companies bundle vacation, personal days, and sick leave into a single PTO bank, allowing employees more flexibility in how they use their time off. This trend has become increasingly common as it simplifies leave management for both employers and employees.

    Accrual

    In Iowa leave laws, most employers allow PTO to accrue over time rather than being allocated in full at the beginning of the year. This means that employees earn their PTO gradually, often based on hours worked or months of service. There are several common accrual methods:

    • Monthly Accrual: Employees may accrue PTO on a monthly basis, with typical rates being one day of PTO earned for every full month worked. For example, if an employee is entitled to 12 PTO days annually, they may earn one PTO day per month.
    • Hourly Accrual: Some Iowa employers tie PTO accrual to the number of hours worked. For example, an employee might earn one hour of PTO for every 40 hours worked. This method is particularly common in industries with hourly workers.
    • Front-Loaded PTO: In contrast to accrual, some employers give employees their full PTO allotment at the start of the year. However, in this system, if an employee leaves the company before earning the full allotment through service, the employer may recoup any “unearned” PTO.

    The accrual model allows businesses to minimize the risk of employees using more time off than they’ve earned if they leave early in the year. Employees benefit by seeing their time off increase gradually, allowing for flexibility as the year progresses.

    Rollover

    The policy surrounding unused PTO rollover is another key aspect of Iowa’s PTO management, and it varies by employer. Companies generally adopt one of the following approaches:

    • No Rollover (“Use It or Lose It”): Employees must use all their PTO within the calendar year, or they forfeit any remaining balance. This is common in industries where consistent attendance is crucial. However, companies using this policy often give employees a deadline or reminder to use their PTO to avoid losing it.
    • Limited Rollover: Some Iowa employers allow a portion of unused PTO to carry over into the next year, with a cap on how much can be rolled over. For example, a company may permit employees to roll over a maximum of 5 or 10 unused PTO days. This policy encourages employees to take time off while still offering flexibility.
    • Unlimited Rollover: A less common but generous option is to allow employees to roll over all unused PTO indefinitely. This approach is rare but can be found in more flexible work environments or industries with less rigid scheduling.

    It’s essential for employers to clearly communicate their PTO rollover policies in employee handbooks to avoid confusion and ensure employees are aware of their options.

    Payment of Accrued, Unused Vacation on Termination

    Iowa leave laws does not require employers to provide payment for unused PTO upon termination unless the company’s policy explicitly states otherwise. However, if an employer’s written policy promises to pay out accrued, unused PTO upon separation, they must honor that commitment. Common practices in Iowa include:

    • No Payout: If the company’s policy is silent on PTO payout or specifies that unused PTO is forfeited upon termination, then employees typically do not receive compensation for their unused time off.
    • Partial or Full Payout: Some Iowa employers choose to offer full or partial payout of accrued, unused PTO at the time of termination. This is more common in industries with highly competitive employee benefits or where PTO is considered part of the total compensation package.

    It’s important to note that for companies offering PTO payout, the payout amount is typically calculated based on the employee’s hourly wage or salary at the time of termination. Additionally, employers may have stipulations that require an employee to give proper notice or meet other conditions to qualify for the payout.

    Sick Leave in Iowa

    Federal Laws

    While federal laws do not require employers to offer paid sick leave, there are key regulations that provide protections for employees who need time off due to illness or other health-related issues:

    1. Family and Medical Leave Act (FMLA):

      • Under the FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave in a 12-month period for specific medical and family reasons, including personal or family illness.
      • To qualify for FMLA, an employee must work for a covered employer (typically companies with 50 or more employees) and have worked for the employer for at least 12 months and 1,250 hours over the past year.
      • While FMLA does not require paid sick leave, it ensures that employees can take extended time off without the risk of losing their job or health insurance benefits.

    2. Healthy Families Act (Proposed):

      • Although not yet enacted, the proposed Healthy Families Act would mandate paid sick leave on a federal level, requiring employers to offer up to seven days of paid sick leave to employees annually. However, as of 2025, this is not in effect, and employers are not federally required to provide paid sick leave unless through state or local laws or employer-specific policies.

    3. Americans with Disabilities Act (ADA):

      • While the ADA does not provide specific sick leave quotas, it mandates that employers provide reasonable accommodations to employees with disabilities. This can include flexible leave policies that allow for time off due to medical conditions or chronic illnesses.

    State Laws

    In 2025, Iowa does not have a state law mandating private employers to provide paid sick leave to employees. This means that sick leave policies are largely determined by the individual employers, and they may choose whether or not to offer paid sick leave as part of their benefits packages. However, the state does not prohibit employers from offering paid or unpaid sick leave, and many companies in Iowa do provide these benefits to remain competitive in attracting and retaining talent.

    1. Employer-Specific Sick Leave Policies:

      • Many employers in Iowa voluntarily offer sick leave as part of their broader Paid Time Off (PTO) policy, which can include sick days, vacation, and personal days combined into one bank of time.
      • Sick leave quotas vary widely by employer, with some companies offering a fixed number of sick days (e.g., 5-10 days per year) or providing flexible PTO that allows employees to use their time for any purpose, including illness.

    2. Public Sector Employees:

      • For public sector employees in Iowa, sick leave policies may differ. Government employees often receive a set amount of paid sick leave as part of their benefits package, which is typically more generous than those in the private sector.
      • Sick leave accrual rates for public employees are often based on hours worked, with employees accruing sick leave monthly or annually.

    Maternity, Paternity, FMLA in Iowa

    Federal Laws

    • Family and Medical Leave Act (FMLA):

      • The FMLA is the primary federal law that provides job-protected leave for maternity, paternity, and family care purposes. Under the FMLA, eligible employees can take up to 12 weeks of unpaid leave in a 12-month period for the birth or adoption of a child, as well as to care for a newborn or newly adopted child.
      • To qualify for FMLA leave, employees must:
        • Work for an employer with at least 50 employees within a 75-mile radius.
        • Have worked for the employer for at least 12 months (not necessarily consecutive) and logged at least 1,250 hours of work during the previous year.
      • FMLA ensures that employees can return to their same or an equivalent position after their leave. It also requires that employers maintain group health benefits during the leave.

    • Pregnancy Discrimination Act (PDA):

      • The Pregnancy Discrimination Act is a federal law that prohibits discrimination based on pregnancy, childbirth, or related medical conditions. This act ensures that pregnant employees are treated equally in all aspects of employment, including leave policies.
      • Under the PDA, employers must provide reasonable accommodations to pregnant employees, such as modified work duties or additional leave, similar to accommodations given to employees with temporary disabilities.

    • Fair Labor Standards Act (FLSA) – Break Time for Nursing Mothers:

      • Under the FLSA, federal law requires employers to provide reasonable break time for nursing mothers to express breast milk for their infant for up to one year after the child’s birth. Employers are also required to provide a private, non-bathroom space for this purpose.
      • This provision applies to non-exempt employees (those eligible for overtime pay), and employers with fewer than 50 employees may be exempt if compliance would cause undue hardship.

    Additional State Laws

    While Iowa does not have specific state laws that mandate paid maternity or paternity leave, certain laws and regulations impact how employers in the state must approach family and medical leave.

    1. Parental Leave for Public Employees:

      • Public sector employees in Iowa often have more generous leave benefits than those in the private sector. For example, many public employers offer paid parental leave as part of their benefits package, which typically allows employees to take paid time off after the birth or adoption of a child.
      • Additionally, public employees may also have access to leave programs that extend beyond the FMLA-provided 12 weeks, including paid leave options through employer policies.

    2. Iowa Civil Rights Act:

      • The Iowa Civil Rights Act protects employees from discrimination based on sex, which includes pregnancy and childbirth. This law mirrors the federal Pregnancy Discrimination Act and ensures that employers cannot discriminate against employees or applicants based on pregnancy-related conditions.
      • Under this act, pregnant employees are entitled to the same leave or accommodations as employees with other temporary medical conditions or disabilities.

    3. Paid Leave Policies by Employers:

      • While Iowa leave laws does not mandate paid maternity or paternity leave, many employers in the state choose to offer paid parental leave as part of their benefits packages. This is particularly common in larger companies or industries where competitive benefits are necessary to attract talent.
      • Employers offering paid parental leave typically provide between 6 to 12 weeks of leave at partial or full pay, though the specifics vary widely.

    4. Temporary Disability Insurance (TDI):

      • Although Iowa does not have a state-run Temporary Disability Insurance (TDI) program, some employers voluntarily provide short-term disability insurance that can be used to cover part of an employee’s wages during maternity leave. This coverage usually pays a percentage of the employee’s salary (commonly 50-70%) for a certain number of weeks postpartum.

    5. Workplace Accommodations for Pregnant Employees:

      • Iowa leave laws, in line with federal protections, requires employers to provide reasonable accommodations for employees with pregnancy-related conditions. This can include lighter duties, additional breaks, or alternative work arrangements to ensure the health and safety of the employee and child.
      • Employers are encouraged to engage in an interactive process with employees to determine appropriate accommodations based on their specific needs.

    Family and Medical Leave Act (FMLA) in Iowa

    The FMLA remains the cornerstone of family leave in Iowa. Employees who qualify for FMLA can take up to 12 weeks of unpaid, job-protected leave for maternity, paternity, or family care purposes. This time can be used for:

    • The birth of a child and to bond with the newborn.
    • Adoption or foster care placement and bonding with the child.
    • Caring for a spouse, child, or parent with a serious health condition.
    • A serious health condition that makes the employee unable to perform their job.
    • Certain qualifying exigencies related to a spouse, child, or parent being on active duty in the military.

    Under FMLA, employers are required to maintain the employee’s health benefits during the leave period. The act also provides for an extension in cases of caring for a service member with a serious injury or illness (up to 26 weeks in a 12-month period).

    Bereavement Leave in Iowa

    In Iowa leave laws, bereavement leave policies in 2025 are largely determined by employers, as there is no state law requiring private employers to provide paid or unpaid leave for the death of a family member. Many Iowa employers, however, do offer bereavement leave as part of their benefits packages, typically allowing employees 3 to 5 days of paid leave to grieve and manage funeral arrangements after the loss of an immediate family member. Public sector employees and those covered by union contracts may have more structured and generous bereavement leave options. Although not mandated, businesses are encouraged to adopt bereavement policies to support employees during difficult times, fostering a compassionate work environment.

    Jury Duty Leave in Iowa

    In 2025, Jury Duty Leave in Iowa is governed by state law, which requires employers to provide unpaid leave to employees summoned for jury duty. While Iowa law does not mandate that employers pay employees for time off during jury service, employees are protected from retaliation, such as being fired or disciplined, for attending jury duty. Some Iowa employers may choose to offer paid leave for jury service as a benefit, though this is not legally required. Upon completion of jury duty, employees are entitled to return to their regular job without penalty. It is important for employers to have clear policies in place to handle jury duty leave to ensure compliance with state regulations.

    Military Leave in Iowa

    In 2025, Military Leave in Iowa is protected under both federal and state laws, ensuring that employees who serve in the military are granted leave without losing their civilian jobs. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), Iowa employers are required to provide unpaid leave for employees called to active duty, training, or other military obligations. Upon return from service, employees are entitled to reemployment in their previous position or a comparable one, with the same pay, benefits, and seniority. Iowa law further protects public sector employees, often offering paid military leave for a limited number of days per year, typically up to 30 days. Employers are encouraged to maintain transparent military leave policies and ensure compliance with both federal and state regulations, supporting employees who serve in the armed forces.

    Voting Leave in Iowa

    In 2025, Voting Leave in Iowa is governed by state law, which requires employers to provide employees up to three consecutive hours of paid time off to vote in a general election if their work schedule does not allow sufficient time to vote during polling hours. Employees must request this leave in advance, and employers can designate the specific time during the workday when the leave is taken. The law ensures that workers are not penalized for exercising their right to vote, and it prohibits employers from deducting pay or disciplining employees for taking time off to vote. This policy promotes civic participation while balancing the needs of both employers and employees.

    Iowa State Holidays in 2025

    In 2025, State Holidays in Iowa include several designated public holidays that are observed statewide, providing most government employees a paid day off. While private employers in Iowa are not required by law to provide paid time off on state holidays, many choose to observe these days by offering holiday pay or closing their operations. Employers should clearly communicate their holiday policies in advance to ensure employees are aware of which days are considered holidays and how time off or holiday pay will be handled.

    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

    Wednesday, January 1

    Monday, January 20

    Monday, February 17

    Monday, May 26

    Friday, July 4

    Monday, September 1

    Tuesday, November 11

    Thursday, November 27

    Friday, November 28

    Thursday, December 25

  • Indiana Leave Laws And Holidays 2025

    Indiana Leave Laws And Holidays 2025

    When planning time off in Indiana, it’s important to stay informed about Indiana Leave Laws, holiday policies, and the best tools for managing your time off, such as the Day Off app. In 2025, Indiana’s employment laws provide a framework for various types of leave, including paid time off (PTO), sick leave, and other essential leave types such as jury duty and family leave. These laws help balance the needs of employees and employers by ensuring that workers have access to necessary time off while maintaining productivity. Additionally, knowing the state-recognized holidays is crucial for planning vacations or business closures. This article provides a comprehensive guide to Indiana Leave Laws, holidays in 2025, and how the Day Off app can help you manage your time off effectively, ensuring that you navigate your rights and responsibilities as an employee or employer with ease.

    Paid Time Off (PTO) in Indiana

    Leave Quota

    Indiana does not mandate a specific amount of PTO or vacation leave, leaving the decision to the employer. Companies may set their own leave quotas based on length of service, employee status, or other factors. Typically, employees accrue a certain number of PTO days each year, with some employers offering a fixed number of days while others allow for incremental accrual based on years of service.

    Accrual

    PTO in Indiana is often accrued over time. Many employers opt for an accrual system where employees earn a certain number of PTO hours per pay period. For example, an employee might earn one day of PTO for every month worked, adding up to 12 days per year. This approach provides employees with a gradual buildup of PTO, allowing them to take time off as needed throughout the year.

    Rollover

    Indiana leave laws does not require employers to allow unused PTO to rollover from year to year. However, many companies do offer PTO rollover as a benefit. The policies vary, with some employers allowing full rollover of unused PTO, while others cap the number of days that can be carried over into the next year. In some cases, employers may have a “use-it-or-lose-it” policy, requiring employees to use their PTO within a set timeframe.

    Payment of Accrued, Unused Vacation on Termination

    Indiana leave laws does not specifically mandate that employers pay out unused vacation or PTO upon termination unless it is outlined in the employer’s policies or contracts. However, if an employer has a policy in place that provides for the payout of accrued, unused vacation, they are generally obligated to honor it. This can also depend on whether the PTO is considered part of wages earned, in which case it must be paid upon termination. Employees should review their company’s PTO policy to understand whether they are entitled to receive compensation for unused vacation when leaving a job.

    Sick Leave in Indiana

    Federal Laws – Leave Quota

    Under the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. FMLA applies to all public agencies, including local, state, and federal employers, as well as private sector employers with 50 or more employees working within a 75-mile radius.

    Key reasons employees can use FMLA include:

    • Personal Health Condition: A serious health condition that prevents the employee from performing their job.
    • Family Member Care: Caring for an immediate family member (spouse, child, or parent) with a serious health condition.
    • Childbirth/Adoption: The birth or adoption of a child, including foster care placement.
    • Military Exigency: Certain situations related to the deployment of a family member in the military.

    During FMLA leave, the employee’s job is protected, meaning they must be reinstated to their original or an equivalent position when they return. However, FMLA leave is unpaid, which means employees will not receive their regular salary unless they are allowed or choose to use accrued paid leave, such as PTO or sick days, concurrently with FMLA.

    While FMLA does not impose a specific leave quota for paid sick leave, it provides vital job protection for eligible employees facing serious medical issues or family emergencies. It ensures employees have the time they need without risking their employment status.

    State Laws – Leave Quota

    Unlike some states that have implemented mandatory paid sick leave laws, Indiana does not have any specific state laws requiring private-sector employers to offer paid sick leave. This lack of a statewide mandate gives employers complete discretion to determine how, or if, they offer paid sick leave to their employees.

    Public vs. Private Sector Employees

    • Private Sector: Indiana leaves the decision of providing paid sick leave entirely to private employers. This means that each employer can create their own policies regarding how much sick leave is granted, how it is accrued, and whether unused sick leave can roll over into the next year. Some companies may offer paid sick leave as part of a benefits package, often integrated into a Paid Time Off (PTO) system that includes vacation, sick leave, and personal days.

    • Public Sector: State and local government employees may have more structured sick leave benefits that are governed by public employment laws or local government policies. Public employees often have clearly defined leave quotas and accrual systems, which differ from those in the private sector.

    Accrual and Rollover Policies

    While there are no statutory requirements for sick leave accrual and rollover in Indiana, many employers voluntarily establish sick leave policies to attract and retain employees.

    • Accrual: Some employers use an accrual system where sick leave is earned over time, usually based on the number of hours worked or length of service. For example, employees may earn 1 hour of sick leave for every 30 hours worked, which they can use as needed.

    • Rollover: Employers may choose to implement a rollover policy that allows employees to carry unused sick days into the following year. The details of these policies can vary significantly:

      • Unlimited Rollover: Some companies allow employees to carry over all their unused sick leave indefinitely.
      • Capped Rollover: Other employers may limit the amount of sick leave that can be rolled over to the next year, capping it at a certain number of days or hours.
      • Use-it-or-Lose-it: In some cases, employers may implement a “use-it-or-lose-it” policy, meaning employees must use their sick leave within the calendar or fiscal year, or it will expire.
    Payment of Accrued, Unused Sick Leave on Termination

    Indiana law does not require employers to pay out unused sick leave upon termination of employment. Whether an employee receives compensation for unused sick leave at the end of their employment depends entirely on the employer’s policies. Typically:

    • Payout upon Termination: Some employers choose to offer a payout for unused sick leave as part of a severance package, especially if the company treats accrued sick leave as part of earned wages.
    • No Payout: Many employers do not provide a payout for unused sick leave, particularly if the company policy treats sick leave as a benefit to be used during employment rather than as an earned wage.

    To determine whether an employee is entitled to a payout for unused sick leave, it’s essential to review the company’s employee handbook or specific employment contract.

    Maternity, Paternity, FMLA in Indiana

    Federal Laws

    The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for specific family and medical reasons, including:

    • Maternity Leave: For the birth of a child and care for the newborn within the first year of life.
    • Paternity Leave: For the birth of a child and to bond with the newborn during the first year of life.
    • Adoption or Foster Care: For the placement of a child for adoption or foster care and to care for the child within the first year of placement.

    During FMLA leave, the employee’s job is protected, meaning they are entitled to return to the same or an equivalent position upon their return. Additionally, employers must maintain the employee’s health benefits during FMLA leave as if they had continued working. However, the FMLA leave is unpaid, so while employees can take time off, they may not receive any income during that period unless they use accrued paid leave (such as PTO) concurrently.

    Eligibility for FMLA

    To qualify for FMLA in Indiana:

    • The employer must have at least 50 employees within a 75-mile radius.
    • The employee must have worked for the employer for at least 12 months (not necessarily consecutively).
    • The employee must have worked at least 1,250 hours during the 12 months prior to the start of the leave.

    It’s important to note that FMLA does not mandate paid maternity or paternity leave but ensures job protection during the leave period.

    Additional State Laws

    Indiana does not have additional state laws that specifically mandate paid maternity or paternity leave beyond what is required under FMLA. The state leaves the decision of offering paid parental leave to individual employers. This lack of state-specific regulations means that parental leave policies vary widely across companies, with some employers providing generous paid leave benefits and others offering only unpaid leave.

    However, some key aspects of family leave policies in Indiana may still be governed by federal and state provisions depending on the sector:

    • Public Sector Employees: Government employees at the state and local levels may have access to additional leave benefits not available to private-sector employees. This can include paid parental leave options or extended leave periods.
    • Private Sector: Private employers in Indiana may offer paid maternity or paternity leave as part of their benefits package, though this is not required by law. Some companies offer paid leave through short-term disability insurance, which may cover a portion of an employee’s wages during maternity leave.

    Maternity Leave in Indiana

    Under FMLA, new mothers are entitled to take up to 12 weeks of unpaid leave for childbirth and to care for their newborn. Some employers may also provide paid maternity leave, but this is not mandated by Indiana law. In cases where paid leave is not offered, mothers can use accrued PTO, sick days, or short-term disability insurance, if available, to receive income during their leave.

    • Health Benefits: While on FMLA maternity leave, the employer is required to maintain the mother’s health insurance coverage.
    • Job Protection: Mothers are guaranteed the right to return to their job or an equivalent position upon completing their leave under FMLA.

    Paternity Leave in Indiana

    Fathers in Indiana are also eligible for up to 12 weeks of unpaid leave under FMLA for the birth or adoption of a child. Like maternity leave, this leave is unpaid unless the employer offers paid leave benefits. Some fathers choose to use accrued vacation or PTO during this period to maintain income.

    • Paternity Leave Policies: Employer policies on paternity leave can vary. Some companies offer paid paternity leave, while others provide unpaid leave under FMLA. Fathers should check their company’s parental leave policy to understand their options.

    Adoption and Foster Care Leave in Indiana

    For families adopting a child or taking in a child through foster care, FMLA provides the same job-protected, unpaid leave benefits as it does for birth parents. The 12-week leave period can be used to bond with the new child and attend to their care.

    Employers are not required to offer paid leave for adoption or foster care, but they may choose to do so. Employees adopting or fostering a child should consult their company’s specific policies on leave for such situations.

    Employer Discretion and Enhanced Benefits

    While Indiana does not have additional state-mandated maternity or paternity leave laws, employers are free to offer enhanced benefits beyond what is required under FMLA. Many companies recognize the importance of providing paid parental leave to attract and retain top talent.

    Some employers in Indiana may offer:

    • Paid Maternity and Paternity Leave: Employers may provide a set number of paid weeks for new parents, either as a standalone benefit or through a short-term disability program.
    • Extended Leave: Some employers allow extended periods of leave beyond the 12 weeks provided under FMLA, with or without pay.
    • Workplace Flexibility: Companies may offer flexible work arrangements, such as remote work or reduced hours, for new parents returning from leave.

    Bereavement Leave in Indiana

    In 2025, Indiana does not have a state law requiring employers to provide bereavement leave. However, many employers voluntarily offer this type of leave as part of their benefits package. Bereavement leave, also known as funeral leave, allows employees to take time off to grieve and attend the funeral or memorial services of a close family member. Typically, employers provide between 3 to 5 days of paid or unpaid leave for bereavement, depending on the relationship to the deceased. The specifics of bereavement leave, including eligibility, length of leave, and whether the leave is paid or unpaid, are usually determined by individual company policies. Employees should check with their HR department to understand their employer’s bereavement leave policies for 2025.

    Jury Duty Leave in Indiana

    In 2025, Indiana law protects employees’ right to take time off for jury duty. Under Indiana state law, employers are required to allow employees to take leave for jury service without fear of termination or retaliation. While employers are not obligated to provide paid leave during jury duty, they cannot penalize employees for fulfilling their civic duty. However, some employers may offer paid jury duty leave as part of their benefits package. Employees must provide their employer with proof of jury duty, such as a summons or certificate of attendance, to ensure their time off is properly documented. Upon completion of jury service, employees are entitled to return to their original job or an equivalent position. It’s important for workers to review their employer’s specific policies regarding paid or unpaid jury duty leave.

    Military Leave in Indiana

    In 2025, employees in Indiana who serve in the military are protected by both federal and state laws when it comes to military leave. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employers are required to provide military leave to employees who are called to active duty, training, or other military service, ensuring that their civilian jobs are protected. Indiana also supports military leave for public employees, offering paid leave for up to 15 days per calendar year for active duty or training. Private employers, while not required to offer paid leave, must allow unpaid leave and guarantee job protection under USERRA. Upon completion of military service, employees are entitled to be reinstated to their original position or a comparable one with the same benefits, pay, and seniority. Employers in Indiana are prohibited from discriminating against employees based on their military obligations, ensuring that workers are able to serve their country without jeopardizing their civilian employment.

    Voting Leave in Indiana

    In 2025, Indiana leave laws provides employees with the right to take time off to vote in elections. Under Indiana state law, if an employee’s work schedule does not provide them with at least two consecutive hours outside of working hours to vote while polls are open, they are entitled to paid time off to vote. Employers must allow employees sufficient time to vote, usually up to two hours, without any deduction in pay. However, the employer can specify the time when employees may take their leave to minimize disruption to the workday. Employees should inform their employer prior to Election Day if they need time off to vote. This law ensures that Indiana workers can fulfill their civic duty without compromising their employment.

    Indiana State Holidays in 2025

    In 2025, Indiana recognizes several state holidays, during which state government offices and many businesses close to observe these occasions. On these days, employees of state agencies typically receive a paid day off. Private employers are not required to observe state holidays or offer paid time off, though many do as part of their benefits package. Additionally, some businesses may remain open but with limited hours. Indiana residents should check with their employers to confirm holiday schedules and any special provisions for time off in 2025.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Good Friday

    Memorial Day

    Independence Day

    Labor Day

    Veterans Day

    Thanksgiving Day

    Day After Thanksgiving

    Christmas Day

    Date

    Wednesday, January 1

    Monday, January 20

    Monday, February 17

    Friday, April 18

    Monday, May 26

    Friday, July 4

    Monday, September 1

    Tuesday, November 11

    Thursday, November 27

    Friday, November 28

    Thursday, December 25

  • Illinois Leave Laws And Holidays 2025

    Illinois Leave Laws And Holidays 2025

    Understanding Illinois Leave Laws and holidays specific to the state is essential for both employers and employees. In 2025, Illinois workers are entitled to a variety of paid and unpaid leave options, including Paid Time Off (PTO), sick leave, and family-related leave, all governed by state and federal regulations. Additionally, state-recognized holidays ensure that employees receive the necessary time to rest and rejuvenate. Tools like Day Off can help manage and track leave efficiently. This article will explore the Illinois Leave Laws and holidays for 2025, providing a comprehensive guide to help you stay informed and compliant with the latest legal requirements.

    Paid Time Off (PTO) in Illinois

    In Illinois leave laws, Paid Time Off (PTO) policies are largely determined by employers, but they must follow certain state regulations to ensure fair treatment of employees. For 2025, understanding how leave quotas, accrual methods, rollover policies, and the payment of unused vacation on termination are managed is essential for both employers and employees.

    Leave Quota

    Employers in Illinois typically set their own leave quotas, determining how much PTO employees are entitled to. This may vary depending on the employee’s role, tenure, and company policies. Most companies offer between 10 to 20 days of PTO per year for full-time employees, though this number can increase with seniority or company-specific agreements.

    Accrual

    PTO in Illinois is commonly accrued on a monthly or bi-weekly basis. Employees accumulate leave over time, with a set amount of hours earned for each period worked. For example, an employee may accrue 1.5 days of PTO per month, giving them 18 days of PTO by the end of the year. Accrual rates must be clearly outlined in the employer’s PTO policy and provided to employees in advance.

    Rollover

    Illinois does not mandate that employers allow unused PTO to roll over into the next year, but many companies opt to include a rollover policy. Employers may limit the amount of PTO that can be carried over or set deadlines by which the unused leave must be used, often referred to as a “use-it-or-lose-it” policy. However, in such cases, employers must provide clear communication and ensure employees have a reasonable opportunity to use their accrued time before the deadline.

    Payment of Accrued, Unused Vacation on Termination

    One important aspect of Illinois law is that employees are entitled to payment for any accrued but unused vacation days upon termination of employment. This rule applies whether the employee is leaving voluntarily or is terminated by the employer. Companies cannot enforce a “use-it-or-lose-it” policy that nullifies this entitlement at the end of employment. The payment must be calculated based on the employee’s current wage rate, ensuring fair compensation for the unused PTO.

    Sick Leave in Illinois

    Federal Laws – Leave Quota

    Under federal law, the Family and Medical Leave Act (FMLA) provides certain protections related to sick leave, though it does not specifically mandate paid sick leave. The FMLA grants eligible employees up to 12 weeks of unpaid leave per year for qualified medical and family reasons, such as personal illness, caring for a family member with a serious health condition, or the birth or adoption of a child. During this time, employers must maintain the employee’s health benefits, and the employee must be reinstated to the same or equivalent position upon return to work.

    However, the FMLA does not require employers to provide paid sick leave. Employers can choose whether to offer paid sick leave under their own company policies or as mandated by state or local laws.

    State Laws – Leave Quota

    Illinois has established its own state-specific sick leave laws to ensure that employees have access to paid sick leave. The Illinois Sick Leave Act allows employees to use their paid sick leave benefits not only for personal illness but also to care for family members, including children, parents, spouses, siblings, grandparents, and others related by blood or close association. This flexibility is crucial for employees who may need to care for loved ones while maintaining job security.

    Additionally, certain local jurisdictions, such as Chicago and Cook County, have implemented their own paid sick leave ordinances that go beyond state law. For example, Chicago’s Paid Sick Leave Ordinance requires employers to provide up to 40 hours (5 days) of paid sick leave per year to employees who work within the city limits. Employees earn one hour of sick leave for every 40 hours worked, with a maximum accrual of 40 hours in a 12-month period.

    Accrual and Usage

    In Illinois, employees generally accrue sick leave at a rate of one hour for every 40 hours worked under local regulations such as the Chicago Paid Sick Leave Ordinance. This accrued leave can be used for personal health needs or to care for family members. There is no statewide accrual requirement, but employers in Illinois must comply with local laws or ordinances that set minimum accrual rates and usage policies.

    Rollover and Carryover Rules

    Both federal and state laws allow for the carryover of unused sick leave into the next year, though limits may apply. For example, in Chicago, employees can carry over up to 20 hours of unused sick leave into the following year. However, some employers may cap the total amount of sick leave that can be accrued or carried over, provided these caps comply with local ordinances.

    Sick Leave Protections

    While the federal FMLA provides job protection for employees taking unpaid leave, Illinois law requires that employees can use their accrued sick leave without fear of retaliation. Employers are prohibited from disciplining or terminating employees for using their entitled sick leave as outlined by state or local laws.

    Maternity, Paternity, FMLA in Illinois

    Federal Laws

    The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid leave per year for specific family and medical reasons, including maternity and paternity leave. FMLA applies to all employers with 50 or more employees and grants leave for:

    • The birth and care of a newborn child.
    • Adoption or foster care placement of a child.
    • Serious health conditions affecting the employee or a close family member (such as a spouse, child, or parent).

    Employees who take leave under FMLA are entitled to job protection, meaning they can return to the same or an equivalent position when their leave ends. Employers are also required to maintain group health insurance coverage during the FMLA leave period.

    However, FMLA leave is unpaid, and employees must meet eligibility requirements, such as working for their employer for at least 12 months and having at least 1,250 hours of service during that period.

    Additional State Laws

    In addition to the federal FMLA, Illinois has established state-specific laws and protections for maternity and paternity leave. Illinois does not have a separate, paid parental leave policy, but several state laws work to complement the federal FMLA and provide greater protections for new parents:

    1. Illinois Human Rights Act (IHRA)
      Under the Illinois Human Rights Act, employees are protected from discrimination based on pregnancy, childbirth, or related medical conditions. Employers must provide reasonable accommodations for pregnant employees, such as additional bathroom breaks, modified work schedules, or temporary job reassignments, without forcing the employee to take unpaid leave.

    2. Illinois Pregnancy Accommodation Law
      Illinois requires employers to provide reasonable accommodations to pregnant employees, including light duty or modified work duties. Employers are also prohibited from retaliating against employees for requesting accommodations or exercising their rights under the law.

    3. Paid Sick Leave for Parental Leave
      While Illinois does not mandate paid maternity or paternity leave, employees in Illinois may use their accrued sick leave for the care of a new child under the Illinois Sick Leave Act. This allows employees to apply their paid sick leave towards bonding with a new child, effectively offering partial pay during the early stages of parenthood.

    Maternity and Paternity Leave for Government Employees

    Illinois state employees, including those in local government positions, may have access to additional benefits through union contracts or government-specific policies. For instance, some state employees may be eligible for paid parental leave as part of their negotiated benefits, offering greater flexibility and financial support during maternity or paternity leave.

    Family and Medical Leave Insurance Act (Proposed)

    While not yet in effect as of 2025, Illinois lawmakers have proposed a Family and Medical Leave Insurance Act that would establish a state-run paid family and medical leave program. If passed, this law would offer paid leave benefits to employees for reasons covered by the FMLA, such as the birth of a child or caring for a sick family member. This program would provide partial wage replacement, offering more comprehensive support than current federal and state unpaid leave policies.

    Additional Leave Benefits for Adoption and Foster Care

    Both federal and state laws in Illinois allow employees to take leave for adoption or foster care placement. This leave is treated similarly to maternity and paternity leave, giving adoptive and foster parents the same job protection and ability to take time off for bonding, care, and adjustment.

    Key Takeaways for 2025

    In 2025, maternity and paternity leave policies in Illinois are shaped by a combination of federal protections under the FMLA and additional state-specific laws. While FMLA provides important job security for up to 12 weeks of unpaid leave, Illinois laws enhance protections for pregnant employees, offer sick leave options for parental leave, and continue to push for greater paid leave benefits in the future. Employers in Illinois must comply with both federal and state laws to ensure that employees have the necessary support when welcoming a new child or dealing with family medical issues.

    Bereavement Leave in Illinois

    In 2025, bereavement leave in Illinois continues to be governed by the Family Bereavement Leave Act (FBLA), which allows eligible employees to take up to 10 workdays of unpaid leave to grieve the loss of a family member, attend a funeral, or handle related matters such as making arrangements. This leave also covers miscarriages, stillbirths, failed adoptions, or fertility-related losses. The FBLA applies to employers with 50 or more employees, and workers must take the leave within 60 days of receiving notice of the death. While the leave is unpaid, employers may allow employees to use their accrued paid time off (PTO) to cover the bereavement period. This law ensures that employees in Illinois have the time and flexibility needed to mourn and manage the emotional and logistical aspects of losing a loved one.

    Jury Duty Leave in Illinois

    In 2025, Jury Duty Leave in Illinois continues to protect employees’ rights when they are called to serve on a jury. Under the Illinois Jury Act, employers are required to provide unpaid leave to employees summoned for jury duty. Employees are entitled to take time off without facing retaliation, including being fired, demoted, or penalized in any way for fulfilling their civic duties. While Illinois law does not mandate employers to pay employees for time spent on jury duty, some employers may offer paid leave for jury service as part of their company policy. Additionally, employees are required to provide their employer with reasonable notice upon receiving a jury summons, and they are expected to return to work after their service is complete. This law ensures that employees can participate in the legal process without jeopardizing their job security.

    Military Leave in Illinois

    In 2025, Military Leave in Illinois is protected under both federal and state laws, ensuring that employees who serve in the military can take time off without losing their civilian jobs. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employers are required to provide unpaid leave to employees who are called to active duty, reserve duty, or training with the U.S. Armed Forces. In addition to federal protections, the Illinois Service Member Employment and Reemployment Rights Act (ISERRA) offers enhanced benefits, including reemployment rights and protection from discrimination based on military status. Public sector employees, such as state or municipal workers, are entitled to up to 30 days of paid leave per calendar year for military service. Upon returning from duty, employees are entitled to be reinstated to the same or a similar position with the same pay, benefits, and seniority. These laws ensure that those serving the country can do so with the security of knowing their civilian jobs and benefits are protected.

    Voting Leave in Illinois

    In 2025, Voting Leave in Illinois ensures that employees have the opportunity to vote during elections without jeopardizing their jobs. Under the Illinois Election Code, employees are entitled to up to two hours of paid leave to vote if their working hours prevent them from having sufficient time to vote while polls are open. To qualify for this leave, employees must request it prior to Election Day, usually at least one day in advance, and employers have the right to specify when during the day the leave can be taken. This law is designed to ensure that all employees have the opportunity to participate in elections while maintaining job security, reinforcing the importance of civic engagement.

    Illinois State Holidays for 2025

    In 2025, Illinois will observe a variety of state holidays that provide employees with time off to celebrate, reflect, or rest.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Lincoln’s Birthday

    Presidents’ Day

    Casimir Pulaski Day

    Good Friday

    Memorial Day

    Independence Day

    Labor Day

    Columbus Day

    Veterans Day

    Thanksgiving Day

    Day After Thanksgiving

    Christmas Day

    Date

    Wednesday, January 1

    Monday, January 20

    Tuesday, February 12

    Monday, February 17

    Monday, March 3

    Friday, April 18

    Monday, May 26

    Friday, July 4

    Monday, September 1

    Monday, October 13

    Tuesday, November 11

    Thursday, November 27

    Friday, November 28

    Thursday, December 25

  • Idaho Leave Laws And Holidays 2025

    Idaho Leave Laws And Holidays 2025

    When it comes to Idaho Leave Laws and holiday policies, understanding the specific state laws is essential for both employers and employees to ensure compliance and benefit maximization. Idaho’s leave laws encompass a variety of provisions, including Paid Time Off (PTO), sick leave, family and medical leave, and jury duty leave, each governed by federal or state regulations. In this article, we will explore Idaho Leave Laws and holiday entitlements for 2025, and how the Day Off app can help you track and manage your leave efficiently. Whether you’re planning your time off or managing employee benefits, this guide will help you navigate Idaho’s regulations effectively.

    Paid Time Off (PTO) in Idaho

    Leave Quota

    Idaho does not have a state-mandated PTO policy, which means that the specific amount of PTO or vacation leave provided to employees is at the discretion of employers. The leave quota is typically outlined in employment contracts, employee handbooks, or other formal agreements. Employers are encouraged to set clear guidelines regarding how much leave employees are entitled to annually, as well as any rules governing its use.

    Accrual

    PTO in Idaho is often accrued over time, meaning employees earn leave hours or days based on the number of hours worked or their length of service. For instance, an employer might offer an accrual rate of one day of PTO per month worked, or a set number of hours per pay period. The accrual process should be transparent, and employers must communicate clearly how and when employees earn PTO.

    Rollover

    Idaho leave laws does not require employers to allow unused PTO or vacation days to roll over into the next year, but many businesses choose to offer this as part of their benefits package. Some employers implement a “use it or lose it” policy, meaning any unused PTO is forfeited at the end of the year, while others may allow partial or full rollover. The specific rollover policy, including caps on how much time can be carried over, is typically defined by the employer.

    Payment of Accrued, Unused Vacation on Termination

    Idaho leave laws does not have a state law requiring employers to pay out accrued but unused vacation time when an employee is terminated, either voluntarily or involuntarily. However, whether or not an employer must pay for unused PTO upon termination depends on the terms of the employment agreement or company policy. If the employer has a policy or practice of paying out unused vacation time, it may be considered part of the employee’s compensation, and therefore, payment would be required.

    Sick Leave in Idaho

    Federal Laws

    At the federal level, the Family and Medical Leave Act (FMLA) remains the most significant regulation affecting sick leave in Idaho. FMLA applies to employers with 50 or more employees and entitles eligible workers to up to 12 weeks of unpaid, job-protected leave per year for qualifying medical and family reasons, including:

    • Serious health conditions that make the employee unable to perform their job.
    • Care for an immediate family member (spouse, child, or parent) with a serious health condition.
    • Birth or adoption of a child.
    • Certain exigencies related to military service, including caring for a service member with a serious injury or illness.

    Under FMLA, employers are not required to pay employees during this leave. However, many employers may allow or require employees to substitute accrued paid leave, such as paid sick leave or PTO, for some or all of the FMLA leave. For example, an employee may use accrued sick leave to receive pay during a portion of their FMLA absence.

    In terms of eligibility, employees must:

    • Work for a covered employer.
    • Have worked for the employer for at least 12 months.
    • Have completed at least 1,250 hours of service during the 12 months prior to the leave.
    • Work at a location where the employer has 50 or more employees within a 75-mile radius.

    FMLA applies across all states, including Idaho, and ensures that employees can take necessary time off for serious health conditions without losing their job, though the leave itself is unpaid unless supplemented by other forms of accrued leave like sick days or PTO.

    State Laws

    Idaho leave laws differs from states like California or New York in that it does not have its own state-mandated sick leave laws. In 2025, Idaho employers are not legally required to provide paid or unpaid sick leave. This means that there is no statutory leave quota for sick leave that Idaho employers must follow at the state level.

    However, many employers in Idaho voluntarily offer sick leave as part of their benefits packages. Here are some common features you might find in employer-provided sick leave policies:

    • Sick Leave Quota: Employers may offer a set number of days or hours of paid sick leave per year. For instance, an employee might accrue 1 hour of sick leave for every 30 hours worked or receive a fixed number of sick days annually (e.g., 5 to 10 days per year).
    • Accrual Systems: Sick leave is often accrued based on the number of hours worked, meaning employees “earn” sick time over the course of their employment. For example, an employee could earn 4 hours of sick leave per pay period, with the ability to use the accrued time as needed.
    • Rollover: While Idaho law does not mandate rollover provisions, some employers choose to allow unused sick leave to roll over into the next year, either fully or up to a capped amount. Others may implement a “use-it-or-lose-it” policy, where employees must use their sick days within the year or forfeit them.
    • Sick Leave Caps: Some employers may cap the amount of sick leave employees can accrue, limiting how much time off can be carried over into future years.

    Payment of Unused Sick Leave

    There is no state law in Idaho that requires employers to pay out unused sick leave upon termination, resignation, or retirement. Whether an employee receives compensation for unused sick time depends entirely on the employer’s policy. Some employers choose to provide payment for unused sick leave as an incentive for employees to stay with the company or as a goodwill gesture upon departure, but this is not mandated by law.

    Sick Leave Usage and Documentation

    Employers in Idaho may set their own policies regarding the use of sick leave and what kind of documentation is required to justify time off. For example:

    • Employees may be required to provide a doctor’s note if they take sick leave for more than a certain number of consecutive days (e.g., 3 days).
    • Employers may require advance notice for planned medical appointments or treatments.
    • Some employers may offer flexibility by allowing employees to use sick leave for mental health days or to care for sick family members, though this is not a legal requirement in Idaho.

    Idaho’s Sick Leave Landscape in 2025

    As Idaho continues to allow employers significant flexibility in establishing sick leave policies, employees should be proactive in understanding their rights and the details of their company’s sick leave plan. Employers are encouraged to communicate clear policies in employee handbooks and contracts to avoid confusion. With no specific state-mandated sick leave laws, Idaho’s policies in 2025 will primarily be shaped by individual employers, making it essential for both parties to ensure a mutual understanding of sick leave entitlements.

    In summary:

    • Federal FMLA offers job-protected unpaid leave for serious health conditions.
    • Idaho law does not mandate sick leave, so employers set their own leave quotas.
    • Employers may offer paid sick leave but are not required to do so.
    • Rollover and payout of unused sick leave depend on company policy.

    Both employers and employees should stay informed of any changes or updates to Idaho’s sick leave policies to ensure compliance and benefit from the most favorable practices in 2025.

    Maternity, Paternity, FMLA in Idaho

    Federal law

    The Family and Medical Leave Act (FMLA) is the cornerstone of federal protection for maternity and paternity leave in Idaho, offering eligible employees job-protected but unpaid leave for specific family and medical reasons. Under FMLA, eligible employees may take up to 12 weeks of unpaid leave per year for:

    • The birth of a child and to bond with the newborn.
    • The adoption or foster care placement of a child.
    • The care of a newborn child or to bond with a newly adopted child.
    • A serious health condition that makes the employee unable to perform their job.
    FMLA Eligibility

    To qualify for FMLA, employees must meet the following conditions:

    • Work for an employer with 50 or more employees within a 75-mile radius.
    • Have worked for the employer for at least 12 months.
    • Have logged at least 1,250 hours of service during the previous 12 months.

    Both mothers and fathers are entitled to FMLA leave for the birth or adoption of a child, making it applicable for both maternity and paternity leave. Importantly, FMLA allows parents to take leave consecutively or simultaneously, giving families flexibility in managing time off during this critical period.

    FMLA Leave and Pay

    While FMLA provides job protection, it does not require employers to provide paid maternity or paternity leave. Employees may use accrued paid leave, such as vacation days or sick leave, to receive compensation during their FMLA leave if their employer allows it. In some cases, employers may offer a separate paid parental leave policy as part of their benefits package, but this is not mandated by federal law.

    Additional State Laws

    Idaho leave laws does not have any state-specific laws that mandate paid maternity or paternity leave beyond the federal FMLA requirements. This means that there is no additional state-level protection or entitlement for paid leave for new parents in Idaho.

    Employers in Idaho are not required by law to offer paid family leave, but some may choose to do so as part of their benefits packages to attract and retain employees. In the absence of mandated state laws, businesses are encouraged to adopt family-friendly leave policies voluntarily. For example:

    • Paid Parental Leave: Some employers may offer paid leave separate from FMLA, allowing mothers and fathers to take time off while still receiving a portion of their regular salary.
    • Short-Term Disability (STD) Insurance: While not required, some Idaho employers offer STD insurance, which can provide paid leave to new mothers recovering from childbirth. This coverage typically pays a portion of the employee’s salary for a set period.
    FMLA Protections and Job Security

    Under FMLA, employees are entitled to job protection during their leave. This means that when an employee returns from FMLA leave, they must be reinstated to the same position or a comparable position with equivalent pay, benefits, and working conditions. Additionally, the employer must continue to provide health insurance benefits during FMLA leave, as long as the employee continues to pay their share of the premiums.

    However, employees must keep in mind that FMLA does not protect against layoffs or other actions that would have occurred regardless of the leave, such as company-wide reductions in force.

    Special Circumstances for Military Families

    FMLA also includes special provisions for military families. Employees who have family members in the military can take up to 26 weeks of leave in a single 12-month period to care for a service member who has suffered a serious injury or illness related to their military service. This is known as military caregiver leave. Additionally, employees may take qualifying exigency leave if their spouse, child, or parent is called to active duty, allowing them time off to handle certain duties related to the deployment.

    Bereavement Leave in Idaho

    In Idaho, bereavement leave is not mandated by state law, meaning there are no legal requirements for employers to provide paid or unpaid time off for employees grieving the loss of a loved one. However, many employers in Idaho voluntarily offer bereavement leave as part of their benefits package, typically granting employees 3 to 5 days of leave to manage funeral arrangements and cope with the loss of a close family member. The specifics of bereavement leave, including the amount of time off, who qualifies as an eligible family member, and whether the leave is paid or unpaid, are typically outlined in the employer’s policies. In 2025, employees should review their company’s handbook or consult HR for details on bereavement leave, as it varies by employer in Idaho.

    Jury Duty Leave in Idaho

    In Idaho, jury duty leave is protected by state law, ensuring that employees can fulfill their civic duty without fear of losing their job. In 2025, employers in Idaho are required to provide unpaid leave to employees summoned for jury duty. While Idaho law mandates job protection, meaning employers cannot penalize or terminate an employee for serving on a jury, there is no requirement for employers to offer paid leave during this time. Some employers, however, may choose to provide paid jury duty leave as part of their benefits package. Employees should notify their employers as soon as they receive a jury duty summons and refer to their company’s specific policies regarding compensation during the leave.

    Military Leave in Idaho

    In 2025, military leave in Idaho is governed by both federal and state laws that protect the employment rights of individuals serving in the military. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), Idaho employers are required to provide unpaid leave to employees who are called to active duty, military training, or other military-related obligations. USERRA ensures that employees can return to their civilian jobs after completing their service, with the same pay, benefits, and seniority they would have earned had they not been absent. Idaho also adheres to these federal protections, but there are no additional state-specific laws requiring paid military leave. Some employers may choose to offer paid military leave or supplement the difference between military pay and civilian wages during the leave. Employees should review their company’s military leave policy and notify their employer promptly when military duty arises.

    Voting Leave in Idaho

    In Idaho, voting leave is not mandated by state law, meaning employers are not required to provide paid or unpaid time off for employees to vote. However, many employers recognize the importance of civic participation and may voluntarily offer leave policies that allow employees time to vote, especially if their work hours make it difficult to do so outside of regular polling times. In 2025, employees who need time off to vote should check their company’s policies or speak with their employer to see if accommodations can be made to ensure they have the opportunity to cast their vote. It is also important to plan ahead to vote early or by mail if voting during work hours is not feasible.

    Idaho State Holidays in 2025

    In 2025, Idaho will observe several state holidays, providing employees in both the public and private sectors with designated days off, though private employers are not required by law to provide paid time off on holidays.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Memorial Day

    Independence Day

    Labor Day

    Columbus Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    Wednesday, January 1

    Monday, January 20

    Monday, February 17

    Monday, May 26

    Friday, July 4

    Monday, September 1

    Monday, October 13

    Tuesday, November 11

    Thursday, November 27

    Thursday, December 25

  • Hawaii Leave Laws And Holidays 2025

    Hawaii Leave Laws And Holidays 2025

    Hawaii offers unique leave laws and holidays that balance employee rights with business needs, creating a supportive work environment. In 2025, Hawaii leave laws continue to uphold the state’s progressive stance on paid time off, family leave, and observance of state-specific holidays. With the Day Off app, staying on top of these policies becomes even easier for both employers and employees. This guide will explore the key aspects of Hawaii leave laws, including paid time off, family and medical leave, jury duty, and public holidays, helping you stay informed and prepared throughout the year.

    Paid Time Off (PTO) in Hawaii

    Leave Quota

    Hawaii leave laws does not have a state-mandated minimum amount of PTO that must be provided to employees, allowing businesses the flexibility to set their own policies. However, many employers in Hawaii offer PTO as part of competitive benefits packages, with common practices including:

    • Entry-level employees often receive around 10-15 days of PTO per year.
    • Mid-level employees may receive between 15-20 days, depending on their position and tenure.
    • Senior-level or long-term employees might be granted up to 25-30 days per year, recognizing their experience and commitment to the organization.

    Leave quotas are typically established in company handbooks or employment agreements, and may include a combination of vacation days, sick leave, and personal days.

    Accrual

    PTO in Hawaii is commonly accrued throughout the year. Accrual systems vary but usually follow these models:

    • Hourly Accrual: Employees earn PTO based on the number of hours worked. For example, an employee may earn 1 hour of PTO for every 30-40 hours worked.
    • Pay Period Accrual: Employees earn a set amount of PTO each pay period. For example, an employee might accrue 5 hours of PTO every two weeks.
    • Annual Accrual: Some employers choose to credit employees with a full year’s worth of PTO upfront, though this is less common.

    Employers in Hawaii generally specify when accrued PTO can be used. Some may require employees to complete a probationary period (e.g., 90 days) before being eligible to use their PTO. In addition, companies can offer different accrual rates depending on an employee’s years of service, providing higher rates for longer tenured employees.

    Rollover

    Hawaii leave laws does not require employers to allow employees to roll over unused PTO from one year to the next. However, many businesses voluntarily offer rollover policies. These rollover policies often come in two main forms:

    • Unlimited Rollover: Some companies allow employees to roll over all unused PTO from one year to the next, ensuring that employees retain the full amount of unused leave. This practice, while generous, is uncommon.
    • Capped Rollover: More commonly, companies set a cap on the amount of PTO that can be carried over into the next year. For instance, an employer may allow employees to roll over up to 40 hours of unused PTO, but any additional accrued time beyond that limit may be forfeited.

    Some businesses also use a “use-it-or-lose-it” policy, requiring employees to use their accrued PTO within a specified time frame or lose it at the end of the year. These policies must be clearly communicated to employees, and it is common for companies to provide reminders as the year-end approaches.

    Payment of Accrued, Unused Vacation on Termination

    Hawaii leave laws governs the payment of accrued, unused vacation time upon termination of employment. The payment of unused PTO depends largely on the employer’s policy or employment contract:

    • Contractual Obligation: If an employment contract or company policy states that accrued vacation must be paid out upon termination, then the employer is legally bound to honor that agreement. Employees should be paid for the unused vacation at their final rate of pay.
    • No Obligation Without Policy: If there is no company policy or contractual agreement requiring the payout of unused vacation time, Hawaii law does not obligate employers to pay it out when an employee leaves the company. In this case, employees may lose their unused PTO unless explicitly stated otherwise.

    Employers must also adhere to Hawaii’s final paycheck laws, which require that all earned wages, including any owed vacation pay, must be paid by the next regular payday or within seven days, whichever is sooner, following an employee’s termination.

    Best Practices for Employers

    To ensure compliance and foster transparency, employers in Hawaii are encouraged to:

    1. Clearly Outline PTO Policies in employee handbooks, specifying accrual rates, rollover limits, and the conditions for payout of unused leave.
    2. Communicate PTO Balances regularly, ensuring that employees are aware of their available leave and any approaching deadlines to use accrued time.
    3. Document PTO Usage and rollover caps in payroll systems to avoid any confusion or disputes over available leave balances, especially in cases of termination.

    Sick Leave in Hawaii

    Federal Laws – Leave Quota

    At the federal level, the Family and Medical Leave Act (FMLA) applies to sick leave under specific conditions. The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for serious health conditions, family caregiving, or the birth/adoption of a child. Here’s how FMLA applies to sick leave:

    • Eligibility: Employees must have worked for a covered employer for at least 12 months and have worked at least 1,250 hours during that period. FMLA covers companies with 50 or more employees within a 75-mile radius.
    • Leave Coverage: FMLA allows employees to take time off for their own serious health condition, which can include chronic illnesses, inpatient care, or any condition requiring ongoing treatment.
    • Job Protection: While FMLA provides unpaid leave, it guarantees that employees can return to the same or an equivalent job after their leave. Employers must also continue providing group health insurance benefits during the leave period.

    FMLA sets the federal standard for unpaid sick leave, ensuring that employees can take time off for serious health conditions without fear of job loss. However, it does not mandate paid sick leave, which is where state laws come into play.

    State Laws – Leave Quota

    Hawaii goes beyond federal requirements by providing more robust sick leave benefits through the Hawaii Temporary Disability Insurance (TDI) program and Hawaii’s Paid Sick Leave Law.

    Hawaii Temporary Disability Insurance (TDI)

    Hawaii’s TDI law requires employers to provide partial wage replacement to employees who are unable to work due to a non-work-related illness or injury. This program ensures that employees have some financial support during periods of illness. Key details include:

    • Eligibility: Employees must have worked at least 14 weeks for the employer, earning a minimum of $400 in the 52 weeks prior to the disability, and worked at least 20 hours per week.
    • Leave Coverage: TDI provides up to 26 weeks of partial wage replacement for employees who are medically certified as unable to work. Employees typically receive 58% of their average weekly wages, subject to a weekly cap.
    • Job Protection: While TDI provides financial support, it does not offer job protection, so employees often rely on FMLA or other employer-provided benefits for job security during extended sick leave.
    Hawaii Paid Sick Leave Law

    In addition to TDI, Hawaii’s Paid Sick Leave Law mandates that employers provide a certain amount of paid sick leave to employees. While Hawaii does not have a uniform statewide paid sick leave law for all private sector employees, many employers provide paid sick leave as part of their benefits package, and specific sectors, such as government workers, have their own rules. However, employers with collective bargaining agreements or large companies often establish their own sick leave quotas:

    • Leave Accrual: Employers typically offer 1 hour of paid sick leave for every 40 hours worked, allowing employees to accumulate paid time off for illnesses. The accrual rate and total leave available may vary depending on the employer’s policies.
    • Usage: Paid sick leave can be used for an employee’s own illness, medical appointments, or to care for a family member who is ill. Hawaii’s definition of family is inclusive, covering a wide range of relatives.
    • Rollover and Cap: Some employers allow unused sick leave to roll over into the following year, while others cap the total amount of sick leave that can be accrued. For example, employees may be able to roll over up to 40 hours of unused sick leave, but there may be a maximum cap of 80 hours of sick leave available at any given time.

    Maternity, Paternity, FMLA in Hawaii

    Federal Laws

    The primary federal law governing maternity and paternity leave in Hawaii and across the U.S. is the Family and Medical Leave Act (FMLA). Here’s how FMLA applies to new parents:

    Family and Medical Leave Act (FMLA)

    The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for various family and medical reasons, including:

    • The birth of a child and care for the newborn.
    • The adoption or foster care placement of a child.
    • Serious health conditions related to pregnancy or childbirth recovery.
    Key Features of FMLA:
    • Eligibility: To qualify for FMLA leave, an employee must have worked for their employer for at least 12 months, completed at least 1,250 hours of work during the 12 months preceding the leave, and work for an employer with 50 or more employees within a 75-mile radius.
    • Unpaid Leave: While FMLA guarantees job protection, it does not mandate paid leave. However, employees can use accrued paid leave (such as PTO or sick leave) during their FMLA leave period if allowed by their employer’s policies.
    • Job Protection: FMLA guarantees that employees can return to the same or an equivalent position with the same pay, benefits, and terms of employment after their leave. This is a crucial safeguard for working parents taking time off for maternity or paternity reasons.

    FMLA provides important job protection for both mothers and fathers, ensuring they can take time off to care for their newborn or newly adopted child. However, because it does not provide paid leave, many employees rely on state laws or employer-provided benefits to receive financial support during this period.

    Additional State Laws

    Hawaii goes beyond the protections of federal FMLA by offering additional benefits to ensure financial support for employees during maternity and paternity leave. These state-specific laws include the Hawaii Family Leave Law (HFLL) and the Hawaii Temporary Disability Insurance (TDI) program.

    Hawaii Family Leave Law (HFLL)

    The Hawaii Family Leave Law (HFLL) complements the FMLA by providing eligible employees with up to 4 weeks of unpaid leave per calendar year for the birth or adoption of a child or to care for a seriously ill family member. HFLL differs from FMLA in the following ways:

    • Smaller Employers Covered: HFLL applies to companies with at least 100 employees, which helps cover some employees who may not be eligible under the FMLA’s 50-employee threshold.
    • Family Definition: HFLL has a broader definition of family than FMLA, allowing leave to be taken not just for a child but also for care of a parent, spouse, or reciprocal beneficiary with a serious health condition.

    HFLL leave can be taken in addition to FMLA leave, giving employees the possibility of extending their job-protected leave beyond the federally mandated 12 weeks, especially for employees caring for a newborn or newly adopted child.

    Hawaii Temporary Disability Insurance (TDI)

    Hawaii’s Temporary Disability Insurance (TDI) program provides partial wage replacement for employees who are temporarily disabled due to pregnancy or childbirth. Under TDI, employees can receive financial support during the period they are physically unable to work due to pregnancy or postpartum recovery. Key aspects of TDI include:

    • Eligibility: Employees must have worked for their employer for at least 14 weeks, earning at least $400 in the past year, and working at least 20 hours per week.
    • Coverage: TDI provides up to 26 weeks of partial wage replacement for pregnancy-related disability. This can cover both pre-birth medical conditions (such as bed rest) and post-birth recovery.
    • Wage Replacement: Typically, TDI pays 58% of an employee’s average weekly wages, with a weekly maximum cap set by law.

    TDI allows mothers to receive partial wage replacement while recovering from childbirth, providing financial security during this crucial period. This benefit can be used alongside FMLA and HFLL, helping to mitigate the financial impact of unpaid federal and state leave.

    Paternity Leave

    While FMLA and HFLL both apply to fathers and allow them to take leave for the birth or adoption of a child, Hawaii’s TDI program does not extend to paternity leave as it is specifically for pregnancy-related disability. Fathers, however, can utilize unpaid FMLA and HFLL leave to care for a newborn or newly adopted child. Some employers in Hawaii also offer paid paternity leave as part of their benefits package, though this is not required by law.

    Bereavement Leave in Hawaii

    In 2025, Bereavement Leave in Hawaii leave laws is not mandated by state law, meaning that employers are not legally required to provide paid or unpaid time off for employees to grieve the loss of a loved one. However, many companies in Hawaii offer bereavement leave as part of their benefits packages, typically allowing employees to take 3 to 5 days off following the death of an immediate family member, such as a spouse, child, parent, or sibling. The specifics of bereavement leave, including whether it is paid or unpaid, are usually determined by company policies or individual employment contracts. Some employers may also allow employees to use accrued paid time off (PTO) or sick leave for additional days if more time is needed to handle personal matters related to a family member’s passing.

    Jury Duty Leave in Hawaii

    In 2025, Jury Duty Leave in Hawaii leave laws is protected by state law, ensuring that employees are allowed time off to fulfill their civic duty when called for jury service. Employers in Hawaii are required to provide unpaid leave for employees summoned to jury duty, and they are prohibited from retaliating or penalizing employees for serving. While the law mandates that the leave be unpaid, some employers may choose to offer paid leave for jury duty as part of their company policies. Additionally, employees must inform their employer of their jury duty obligations in a timely manner. Upon completing their service, employees are entitled to return to their same position or an equivalent one without any adverse effects on their employment status.

    Military Leave in Hawaii

    In 2025, Military Leave in Hawaii leave laws is governed by both federal and state laws, ensuring that employees who serve in the military are granted job protection and time off for service commitments. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are entitled to take leave for military duties, including training, active duty, and deployments, with the guarantee that they will return to their same or a similar position upon completing their service. Additionally, Hawaii state law enhances these protections, particularly for public employees, by providing up to 15 days of paid military leave per year for training or active duty. Employers are prohibited from discriminating against employees for their military service, and reemployment rights ensure that employees retain seniority and benefits as if they had been continuously employed. This legal framework offers strong protections for members of the military, ensuring their civilian jobs are secure while they serve.

    Voting Leave in Hawaii

    In 2025, Voting Leave in Hawaii is protected by state law, ensuring that employees have the opportunity to vote in elections without facing penalties from their employer. Hawaii law requires that employees be granted up to two consecutive hours of paid leave to vote if their work schedule does not provide sufficient time outside of working hours to do so. Employees must notify their employer prior to Election Day if they require time off to vote, and employers cannot deduct pay or retaliate against employees for exercising this right. This law is in place to encourage civic participation and ensure that all eligible voters have the opportunity to cast their ballots without work-related barriers.

    Hawaii State Holidays in 2025

    In 2025, Hawaii recognizes several state holidays that reflect both national observances and unique aspects of the state’s cultural heritage.

    Holiday

    New Year’s Day

    Dr. Martin Luther King Jr. Day

    Presidents’ Day

    Prince Kuhio Day

    Good Friday

    Memorial Day

    Kamehameha Day

    Independence Day

    Statehood Day

    Labor Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    January 1, 2025 (Wednesday)

    January 20, 2025 (Monday)

    February 17, 2025 (Monday)

    March 26, 2025 (Wednesday)

    April 18, 2025 (Friday)

    May 26, 2025 (Monday)

    June 11, 2025 (Wednesday)

    July 4, 2025 (Friday)

    August 15, 2025 (Friday)

    September 1, 2025 (Monday)

    November 11, 2025 (Tuesday)

    November 27, 2025 (Thursday)

    December 25, 2025 (Thursday)