Does Kentucky law require employers to provide paid vacation leave?

No. Kentucky law does not require employers to provide paid or unpaid vacation leave. However, if an employer offers vacation benefits, they must follow their written policy or employment agreement regarding accrual, use, and payout.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if the employer’s policy or contract specifies that unused vacation will be paid out upon termination, the employer must honor it. If the policy does not mention payout, the employer is not legally obligated to compensate for unused days.

Does Kentucky have a paid sick leave law?

No. Kentucky does not currently have a statewide paid sick leave law for private-sector employees. However, individual employers may choose to offer paid or unpaid sick leave as part of their benefits package.

Does Kentucky have a paid family and medical leave program?

No. Kentucky does not have a state-run paid family and medical leave program. Eligible employees may still take unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

Is maternity or paternity leave paid in Kentucky?

No, Kentucky does not mandate paid maternity or paternity leave. However, employees may use accrued paid time off or vacation days during FMLA leave if allowed by company policy.

Are employers required to provide bereavement leave in Kentucky?

No. Bereavement leave is not required by Kentucky state law. Employers who offer this type of leave must comply with their internal policy or employee handbook terms.

Are employees entitled to jury duty leave in Kentucky?

Yes. Employers must provide employees with time off to serve on a jury. Employers cannot penalize or terminate employees for jury service. However, Kentucky law does not require employers to pay employees during jury duty.

Are employees entitled to voting leave in Kentucky?

Yes. Employees who are registered voters in Kentucky must be given at least four hours of unpaid leave to vote or to serve as election officers. Employers may determine the specific hours the employee can take off.

Are employers required to provide paid holiday leave in Kentucky?

No. Private employers are not legally required to provide paid or unpaid holiday leave. However, many businesses voluntarily offer paid holidays as part of their employee benefits.

Does Kansas require employers to provide paid vacation leave?

No. Kansas law does not require employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must comply with the terms outlined in their company policy or employment contract.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if an employer’s policy or contract states that unused vacation will be paid upon separation, it must be honored. If the policy does not specify payout, the employer is not obligated to pay for unused vacation days.

Does Kansas have a paid sick leave law?

No. Kansas does not have a statewide paid sick leave law for private employers. However, some employers may choose to offer paid sick leave voluntarily. Public sector employees may have different sick leave benefits determined by state or local government policies.

Does Kansas offer paid family or medical leave?

No. Kansas does not have a state-specific paid family or medical leave program. Eligible employees may still take unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

Is maternity or paternity leave paid in Kansas?

Not at the state level. Maternity and paternity leave are typically unpaid unless the employer provides paid leave benefits. However, employees may use accrued paid time off or vacation days during FMLA leave if permitted by company policy.

Are employers in Kansas required to provide bereavement leave?

No. Kansas law does not require employers to provide bereavement or funeral leave. Employers who choose to offer this type of leave must follow their internal policies or employment contracts.

Are employees entitled to jury duty leave in Kansas?

Yes. Employers must allow employees to take time off for jury duty. Employees cannot be disciplined or terminated for serving, but Kansas law does not require employers to pay employees for time spent on jury duty.

Are employees entitled to voting leave in Kansas?

Yes. Kansas law grants employees up to two consecutive hours of paid time off to vote if their work schedule does not allow sufficient time while polls are open. Employers may decide when during the workday the time off can be taken.

Are private employers required to provide paid holidays in Kansas?

No. Private employers are not required by state law to provide paid or unpaid holiday leave. Many companies voluntarily offer paid holidays as part of their employee benefits.

Is paid vacation leave mandatory in Connecticut?

No. Connecticut law does not require employers to provide paid vacation leave. However, if an employer chooses to offer it, they must follow their written policy or employment agreement regarding accrual, usage, and payout upon termination.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if the employer’s policy or contract states that unused vacation time will be paid out upon termination, they are legally obligated to do so. If there is no such policy, payout is not required.

Does Connecticut have a paid sick leave law?

Yes. Under the Connecticut Paid Sick Leave law, most employers with 50 or more employees must provide up to 40 hours of paid sick leave per year to eligible service workers. Employees accrue one hour of paid sick leave for every 40 hours worked.

What is the Connecticut Paid Leave (CTPL) program?

The Connecticut Paid Leave program provides paid time off for eligible workers who need leave for medical, family, or caregiving reasons. It offers up to 12 weeks of paid leave (plus two additional weeks for pregnancy-related complications) funded by employee payroll contributions.

When can employees start using paid family or medical leave?

Employees can apply for Connecticut Paid Leave benefits once they meet the program’s eligibility requirements, including having earned wages in the state and contributed to the Paid Leave Trust Fund.

Is maternity or paternity leave paid in Connecticut?

Yes. Eligible employees can receive paid benefits through the CT Paid Leave program for childbirth, adoption, or bonding with a new child. Additional unpaid, job-protected leave may be available under the federal FMLA or Connecticut Family and Medical Leave Act (CTFMLA).

Does Connecticut require employers to provide bereavement leave?

No. There is no state law mandating bereavement leave. Employers may choose to provide it according to their internal policies or employee handbooks.

Are employees entitled to jury duty leave in Connecticut?

Yes. Employers must provide job-protected leave for jury duty. Full-time employees are entitled to their regular pay for the first five days of jury service. Employers cannot penalize employees for fulfilling jury obligations.

Are employees entitled to time off to vote in Connecticut?

Yes. Connecticut law requires employers to grant employees up to two hours of unpaid time off to vote in state elections, provided the employee requests it at least two working days in advance.

Is vacation leave mandatory in Colorado?

No. Colorado law does not require employers to provide vacation leave. However, if an employer chooses to offer it, they must treat it as earned compensation. This means any unused, accrued vacation must be paid out to the employee when their employment ends.

Can employers enforce “Use It or Lose It” policies in Colorado?

No. Colorado prohibits “Use It or Lose It” vacation policies. Employees must be allowed to carry over any unused, accrued vacation time, and employers cannot require them to forfeit it after a specific date.

Do employees receive paid sick leave in Colorado?

Yes. Under the Healthy Families and Workplaces Act (HFWA), all employees in Colorado accrue paid sick leave at a rate of 1 hour for every 30 hours worked, up to 48 hours per year. Unused sick leave can roll over into the next year, up to the same cap.

When can Colorado employees start using accrued sick leave?

Employees begin accruing paid sick leave from their first day of employment and can use it as soon as it is earned. Employers cannot impose any waiting period.

What is the FAMLI program?

The Family and Medical Leave Insurance (FAMLI) program is a state run initiative that provides eligible Colorado workers with up to 12 weeks of paid leave for qualifying life events. These include serious health conditions, bonding with a new child, or caring for a family member. Funded by payroll taxes, benefits became available in January 2024.

Is maternity or paternity leave paid in Colorado?

Unpaid leave is available through the federal Family and Medical Leave Act (FMLA), which provides up to 12 weeks of job protected leave. In addition, paid leave may be available through the FAMLI program or specific employer policies.

Are employers required to provide bereavement leave?

No. Colorado law does not require employers to offer bereavement leave. However, if a company chooses to offer it, they must adhere to their established policy or employment agreements.

What are the rules for jury duty leave?

Colorado employers must provide job-protected leave for jury duty and pay regular employees up to $50 per day for the first three days of service. From the fourth day onward, the state provides compensation. Retaliation or termination due to jury duty is prohibited.

How does military leave work in Colorado?

Under both state and federal law, employees called to military service are entitled to unpaid leave and must be reinstated to their previous position upon return. Public employees may also receive additional benefits, including paid military leave.

Does Iowa law require employers to provide paid vacation or sick leave?

No, Iowa state law does not require employers to provide paid vacation or sick leave. However, if an employer offers such benefits, they must follow their established written policy regarding accrual and payout.

Are employers in Iowa required to pay out unused vacation days when an employee leaves?

Yes, if the employer’s policy or contract states that unused vacation will be paid out upon termination, the company must honor that agreement. If there is no such policy, payout is not required.

Does Iowa have a paid family or medical leave law?

Iowa does not currently have a state-mandated paid family or medical leave program. However, employees may be eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA).

What public holidays are recognized in Iowa?

Iowa observes several state and federal holidays, including New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, and Christmas Day.

Are private employers required to give time off for holidays?

No, private employers in Iowa are not legally required to provide paid or unpaid holiday leave. However, many companies choose to observe major holidays as part of their benefits policy.

Does Iowa law require employers to provide bereavement leave?

No, bereavement leave is not required by Iowa law. Employers may choose to offer it as part of their internal policy.

Are employees entitled to jury duty leave in Iowa?

Yes, employees are entitled to unpaid leave for jury duty. Employers cannot terminate or penalize employees for fulfilling jury service obligations.

Are employees in Iowa entitled to voting leave?

Yes. Employees who do not have three consecutive non-working hours while polls are open are entitled to up to three hours of paid time off to vote, provided they request it in advance.

Can employers require employees to use PTO for holidays or closures?

Yes, employers can require employees to use accrued PTO during holidays or business closures, as long as it complies with the company’s written policy.

Author: Nehal Nabil

Kentucky Leave Laws And Holidays
Understanding Paid Time Off (PTO) and leave policies under Kentucky Leave Laws is essential for both employers and employees. Kentucky Leave Laws provides flexibility in managing vacation, sick leave, and other types of leave, including “Day Off,” allowing companies to customize their policies. This guide covers key aspects of PTO, including vacation accrual, sick leave, maternity and paternity leave, and other time off, helping you navigate leave entitlements in Kentucky. Whether you’re crafting company policies or understanding your rights as an employee, this article provides the essential insights you need.

Paid Time Off (PTO) in Kentucky

Vacation Leave Quota

In Kentucky, there are no legally mandated vacation days. The state law does not require employers to provide vacation time or compensation for unused vacation days. This means that private sector employers in Kentucky are not obligated to offer paid or unpaid vacation leave to their employees. The decision to offer vacation leave is entirely at the discretion of each individual company. However, if an employer decides to provide vacation leave, they must adhere to relevant state laws, established company policies, and the terms of employment contracts.

Accrual

While vacation accrual is not mandatory in Kentucky, it is a common practice among employers. Companies are generally free to create their own vacation accrual systems, which can be based on weekly, semi monthly, or monthly increments, typically aligned with the pay period.
Employers may also impose caps on the amount of leave an employee can accrue, limiting the total number of vacation hours an employee can accumulate. There is no federal or state law in Kentucky that requires employers to pay out an employee’s accrued vacation or other PTO upon termination of employment.

Roll Over

In Kentucky, a Use It or Lose It policy is not prohibited by law, which means that employers are not required to allow employees to carry over unused vacation leave into the next year. This policy means that employees could potentially lose their remaining vacation days if they do not use them by the end of the year. Despite this, employers must ensure that employees have the opportunity to take their vacation time and be informed of the Use It or Lose It policy.

Statutory Provisions Addressing Vacation Pay

Vacation benefits in Kentucky are governed by the employment contract between the employer and employee. If an employer offers “vested vacation pay,” it is considered regular wages.

Payment of Accrued, Unused Vacation on Termination

Kentucky leave laws does not require employers to pay out accrued vacation time upon an employee’s termination. However, if an employer’s policy includes “vested vacation pay,” the employer is obligated to compensate the departing employee for any unused vacation time, regardless of whether the employee was terminated or resigned voluntarily. The terms of when and how vacation time vests depend on the company’s policies or any written agreements between the employer and the employee.
Payout
Employers are required to pay for accrued, unused vacation time upon termination only if their company policy explicitly promises this payout.

Sick Leave in Kentucky

Federal Law – Leave Quota

Under federal law, specifically the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected sick leave. This leave can be used for personal medical reasons, to care for a close family member with a serious health condition, or for maternity or paternity leave.
Employees are eligible for FMLA leave if they have worked for their employer for at least 12 months, with a minimum of 25 hours per week or 1,250 hours in the past year, and work at a location with at least 50 employees within a 75-mile radius.

Kentucky State Laws

Kentucky does not require private employers to provide paid or unpaid sick leave. However, many employers, particularly larger companies, do offer sick leave as an important employee benefit. While Kentucky adheres to the FMLA, there are no additional state laws mandating sick leave. If an employer chooses to provide sick leave benefits, they must comply with the terms outlined in employment contracts or employee handbooks, potentially creating a legal obligation to provide such leave.

Maternity, Paternity, and FMLA in Kentucky

Federal Law

The FMLA also provides up to 12 weeks of unpaid leave for maternity or paternity purposes following the birth or adoption of a child. Unless otherwise specified by the employer, this leave must be taken in a continuous block. Eligibility requirements for FMLA leave include having worked for the employer for at least 12 months and at a location with at least 50 employees within a 75-mile radius.
The Pregnancy Discrimination Act (PDA) further protects pregnant employees from discrimination in all aspects of employment, including hiring, firing, pay, job assignments, promotions, and leave policies.

Additional State Laws in Kentucky

Kentucky has specific laws regarding adoption leave. Employers in the state are required to provide employees with six weeks of personal leave following the adoption of a child under 10 years of age. If an employer offers more than six weeks of leave for the birth of a biological child, they must extend the same amount of leave to adoptive parents. Additionally, adoptive parents must receive the same type, amount, and length of paid leave and benefits as biological parents. Employees must submit a written request to their employer to be granted adoption leave.
The Kentucky Civil Rights Act (KCRA) mandates that employers with at least 15 employees provide reasonable accommodations for workers affected by pregnancy or childbirth. These accommodations may include more frequent breaks, modified work schedules, and a private space for expressing breast milk.
Payout
Maternity leave in Kentucky is generally unpaid.

Bereavement Leave in Kentucky (Funeral Leave)

Kentucky does not require employers to provide bereavement leave. Bereavement leave allows employees to take time off following the death of a close family member. Although no federal or state law mandates paid or unpaid bereavement leave, employers who offer it must adhere to any established bereavement policies.
Payout
Bereavement leave in Kentucky is typically unpaid.

Jury Duty Leave in Kentucky

Employers in Kentucky are required to excuse employees from work to serve on a jury. This leave is job protected but unpaid. Employees may be required to provide their employer with a jury summons to be granted the necessary leave. Employers cannot penalize employees for missing work due to jury duty.
Payout
Jurors in Kentucky receive a daily stipend of $12.50 from the court for their service. Employers are not required to pay employees during jury duty leave, although many choose to do so due to the importance of civic duty.

Military Leave in Kentucky

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that provides leave rights to public and private employees with military obligations. It applies to all employers in the United States and protects National Guard and reserve members. USERRA ensures that employees can return to their previous or an equivalent position after military leave, with their seniority and benefits intact.

Kentucky State Law

Kentucky law may offer additional protections, benefits, and rights beyond those provided by USERRA. Members of the Kentucky National Guard, or the National Guard of any other state, are entitled to unlimited leave for training or active duty, with the right to return to their previous position with the same seniority, status, pay, and benefits. Employers are prohibited from discriminating against employees for their military service.
Payout
Military leave in Kentucky is unpaid.

Voting Leave in Kentucky

Kentucky law requires employers to provide employees with at least four hours of unpaid leave to vote in any election. Employers may specify the hours during which employees may take this leave. However, employees must apply for leave one day before the election. Employers cannot penalize employees for taking time off to vote, but they may take disciplinary action if the employee fails to vote without a valid reason.
Payout
Voting leave in Kentucky is unpaid.

Kentucky State Holidays in 2026

Kentucky law does not require private employers to provide paid or unpaid holiday leave. While many employers offer at least seven paid holidays, there is no legal obligation to do so. Private employers may require employees to work on holidays without providing premium pay unless the employee qualifies for overtime under standard overtime laws.
Kentucky officially observes 13 state holidays.
FAQ

Does Kentucky law require employers to provide paid vacation leave?
No. Kentucky law does not require employers to provide paid or unpaid vacation leave. However, if an employer offers vacation benefits, they must follow their written policy or employment agreement regarding accrual, use, and payout.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if the employer’s policy or contract specifies that unused vacation will be paid out upon termination, the employer must honor it. If the policy does not mention payout, the employer is not legally obligated to compensate for unused days.
Does Kentucky have a paid sick leave law?
No. Kentucky does not currently have a statewide paid sick leave law for private sector employees. However, individual employers may choose to offer paid or unpaid sick leave as part of their benefits package.
Does Kentucky have a paid family and medical leave program?
No. Kentucky does not have a state run paid family and medical leave program. Eligible employees may still take unpaid, job protected leave under the federal Family and Medical Leave Act (FMLA).
Is maternity or paternity leave paid in Kentucky?
No, Kentucky does not mandate paid maternity or paternity leave. However, employees may use accrued paid time off or vacation days during FMLA leave if allowed by company policy.
Are employers required to provide bereavement leave in Kentucky?
No. Bereavement leave is not required by Kentucky state law. Employers who offer this type of leave must comply with their internal policy or employee handbook terms.
Are employees entitled to jury duty leave in Kentucky?
Yes. Employers must provide employees with time off to serve on a jury. Employers cannot penalize or terminate employees for jury service. However, Kentucky law does not require employers to pay employees during jury duty.
Are employees entitled to voting leave in Kentucky?
Yes. Employees who are registered voters in Kentucky must be given at least four hours of unpaid leave to vote or to serve as election officers. Employers may determine the specific hours the employee can take off.
Are employers required to provide paid holiday leave in Kentucky?
No. Private employers are not legally required to provide paid or unpaid holiday leave. However, many businesses voluntarily offer paid holidays as part of their employee benefits.
What public holidays are observed in Kentucky?
Kentucky recognizes the following holidays for state employees:
New Year’s Day
Martin Luther King Jr. Day
Good Friday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day and the following Friday
Christmas Eve and Christmas Day
Do state employees in Kentucky get additional holidays?
Yes. State employees may receive additional days off as declared by the Governor, such as the Friday after Thanksgiving or extra time during the Christmas holiday season.
How can the Day Off app help Kentucky businesses manage leave and holidays?
The Day Off app simplifies leave and absence management for Kentucky employers by tracking PTO, vacation, sick days, and holidays in one centralized platform. It automates requests, approvals, and reporting while ensuring compliance with company policies and improving team transparency.
August 7, 2024
Kansas Leave Laws And Holidays
Understanding Kansas Leave Laws and Paid Time Off (PTO) policies, including how to effectively use tools like Day Off, is essential for employers and employees alike. Kansas leave laws provides significant flexibility in managing vacation, sick leave, and other time off, but with that comes the responsibility to follow company policies and employment contracts. This article offers a concise overview of Kansas’s PTO and leave regulations, covering vacation accrual, roll over policies, sick leave, jury duty, and military leave, to help you navigate time off management in the state.

Paid Time Off (PTO) in Kansas

Kansas leave laws does not mandate specific vacation days or payment requirements, leaving it to companies to adhere to their own policies or employment contracts. Employers in Kansas are not legally obligated to provide vacation leave, either paid or unpaid. However, if an employer chooses to offer vacation leave, they must follow relevant state laws, company policies, and employment contracts.
Employers have significant flexibility in crafting vacation leave policies that align with their business needs and employee preferences. Nonetheless, it is crucial for employers to recognize that if their practices or policies create a perceived “promise” of vacation time, they may be legally bound to honor that promise, even in the absence of a state requirement.

Accrual of Vacation Days

Kansas law does not mandate vacation accrual, but it is a common practice among employers. Employers have the liberty to design their own vacation accrual systems, whether on a weekly, semi monthly, or monthly basis, typically corresponding with pay periods. Employers may also impose caps on accrued leave to prevent employees from accumulating vacation beyond a certain limit.
There are no federal or state laws that require employers to offer accrued time off.

Roll Over of Unused Vacation Days

Kansas law permits the implementation of a “Use It or Lose It” policy, meaning employers are not required to allow employees to roll over unused vacation days into the following year. Under this policy, employees forfeit any unused vacation days at the end of the year without compensation. However, employers must ensure that employees are both aware of and given the opportunity to use their vacation time.

Statutory Provisions for Vacation Pay

Kansas law does not mandate vacation time. Employers must provide written or posted information about vacation policies or practices if requested by employees.

Payment of Accrued, Unused Vacation upon Termination

Kansas law does not require employers to pay out accrued, unused vacation time when an employee’s employment ends unless there is a policy or practice in place that dictates such payment. Employers must adhere to their own policies regarding the payment of unused vacation time at termination.
Employers may create policies where vacation pay is only earned upon reaching an anniversary date, allowing them to withhold payment if an employee leaves before that date.

Sick Leave in Kansas

Federal law mandates up to 12 weeks of unpaid sick leave, with no additional state laws in Kansas. The federal Family and Medical Leave Act (FMLA) entitles eligible employees to up to 12 weeks of unpaid leave for personal medical reasons, to care for a close family member with a serious health condition, or for maternity or paternity leave.
To qualify for FMLA benefits, employees must have worked for their employer for at least 12 months, clocking at least 1,250 hours during the previous year, and must be employed at a location with 50 or more employees within a 75-mile radius.
While Kansas employers are required to comply with FMLA, they are not required to provide additional sick leave. However, if an employer chooses to implement a sick leave policy, they must adhere to the guidelines outlined in their employee handbook.

Maternity, Paternity, and FMLA in Kansas

The federal Family and Medical Leave Act (FMLA) provides 12 weeks of unpaid leave for maternity or paternity purposes. Employers are required to offer at least 12 weeks of unpaid family leave following the birth or adoption of a child. Unless specified otherwise by the employer, the leave must be taken in one continuous period.
FMLA eligibility is the same as for sick leave. Additionally, the Pregnancy Discrimination Act (PDA) protects pregnant employees from discrimination in various aspects of employment, including hiring, firing, pay, and promotions. The PDA applies to employers with more than 15 employees.
In Kansas, the Kansas Act Against Discrimination (KAAD) mandates that employers with four or more employees provide reasonable leave for pregnancy related temporary disabilities. This act also protects employees from sex and pregnancy discrimination. Pregnancy-related disabilities must be treated the same as any other temporary disability, with employees being allowed to use accrued vacation, sick, or PTO days during their leave.

Bereavement Leave in Kansas

Kansas law does not require employers to provide bereavement leave. Bereavement leave is granted to employees who have lost a close family member, such as a parent, child, or spouse. Employers may establish their own bereavement leave policies, but they are not legally required to offer paid or unpaid leave for this purpose.

Jury Duty Leave in Kansas

Employers in Kansas must allow employees to take unpaid, job protected leave for jury duty. Employees must be reinstated to their previous position, with the same seniority and benefits, after completing their jury service. Employers cannot retaliate against employees for serving on a jury.
While the court pays jurors a nominal fee of $10.00 per day, Kansas employers are not required to pay employees for jury duty leave, although many choose to do so.

Military Leave in Kansas

Federal law, through the Uniformed Services Employment and Reemployment Rights Act (USERRA), requires employers to provide unpaid leave for military duties. USERRA protects members of the Army and Air National Guard, granting them reinstatement rights, protection from discrimination, and the continuation of group health insurance for up to 24 months during active duty.
Kansas state law provides additional protections, including unlimited leave and reinstatement rights to the same or comparable position after military service. Employers are also required to grant up to 10 days of unpaid leave every 12 months for National Guard members to attend training camps. Public employees may receive limited paid leave and retention of benefits.

Voting Leave in Kansas

Kansas law requires employers to provide up to two consecutive hours of paid leave for employees to vote in elections. If the polls are open outside of an employee’s working hours, the employer must provide enough leave to ensure the employee has at least two consecutive hours to vote.
Employers cannot penalize or discharge employees for taking time off to vote. Any obstruction of voting rights is classified as a misdemeanor.

Kansas State Holidays in 2026

Kansas law does not require private employers to provide paid or unpaid leave for holidays. While private employers in Kansas are not mandated to offer holiday leave, many do, typically offering at least seven paid holidays. Employers are not required to pay employees extra for working on holidays, unless it benefits the employee under standard overtime laws.
Kansas officially recognizes 10 state holidays.
FAQ

Does Kansas require employers to provide paid vacation leave?
No. Kansas law does not require employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must comply with the terms outlined in their company policy or employment contract.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if an employer’s policy or contract states that unused vacation will be paid upon separation, it must be honored. If the policy does not specify payout, the employer is not obligated to pay for unused vacation days.
Does Kansas have a paid sick leave law?
No. Kansas does not have a statewide paid sick leave law for private employers. However, some employers may choose to offer paid sick leave voluntarily. Public sector employees may have different sick leave benefits determined by state or local government policies.
Does Kansas offer paid family or medical leave?
No. Kansas does not have a state specific paid family or medical leave program. Eligible employees may still take unpaid, job protected leave under the federal Family and Medical Leave Act (FMLA).
Is maternity or paternity leave paid in Kansas?
Not at the state level. Maternity and paternity leave are typically unpaid unless the employer provides paid leave benefits. However, employees may use accrued paid time off or vacation days during FMLA leave if permitted by company policy.
Are employers in Kansas required to provide bereavement leave?
No. Kansas law does not require employers to provide bereavement or funeral leave. Employers who choose to offer this type of leave must follow their internal policies or employment contracts.
Are employees entitled to jury duty leave in Kansas?
Yes. Employers must allow employees to take time off for jury duty. Employees cannot be disciplined or terminated for serving, but Kansas law does not require employers to pay employees for time spent on jury duty.
Are employees entitled to voting leave in Kansas?
Yes. Kansas law grants employees up to two consecutive hours of paid time off to vote if their work schedule does not allow sufficient time while polls are open. Employers may decide when during the workday the time off can be taken.
Are private employers required to provide paid holidays in Kansas?
No. Private employers are not required by state law to provide paid or unpaid holiday leave. Many companies voluntarily offer paid holidays as part of their employee benefits.
What public holidays are recognized in Kansas?
Kansas observes the following public holidays:
New Year’s Day
Martin Luther King Jr. Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Does Kansas have state holidays for public employees?
Yes. State offices in Kansas follow the official holiday calendar established by the state government, which may include additional holidays such as Presidents’ Day and the day after Thanksgiving.
How can the Day Off app help Kansas businesses manage leave and holidays?
The Day Off app helps Kansas employers manage employee PTO, track vacation and sick leave, and organize holiday schedules with ease. It automates leave requests, approvals, and reporting ensuring accuracy, compliance, and transparency for teams of any size.
August 6, 2024
Connecticut Leave Laws And Holidays
Navigating Connecticut Leave Laws can be complex, with both federal and state regulations shaping Paid Time Off (PTO) and other types of leave, including day off policies. This guide simplifies the key aspects of Connecticut’s leave policies, covering vacation, sick leave, family and medical leave, and more. Whether you’re an employer or an employee, this overview will help you understand your rights and obligations regarding PTO, day off, and other leave entitlements in Connecticut.

Paid Time Off (PTO) in Connecticut

Vacation Leave Quota

Connecticut leave laws does not require employers to provide vacation leave, whether paid or unpaid. However, if an employer decides to offer vacation benefits, they must adhere to the terms specified in the employment contract or company policy. In unionized workplaces, vacation leave is a negotiable item and must be defined in a collective bargaining agreement.

Accrual

While Connecticut does not mandate vacation accrual, many companies implement it as part of their benefits package. For certain employers, sick leave accrual is required. Employers may also set a cap on the amount of vacation leave that employees can accumulate, ensuring that vacation hours do not exceed a certain limit.

Roll Over

Connecticut leave laws allows employers to implement a “Use It or Lose It” policy, which means that employees are not entitled to carry over unused vacation leave to the next year unless the employer’s policy explicitly permits it. The state does not have specific laws governing this policy, so it depends on the employer’s terms and conditions.

Statutory Provisions Addressing Vacation Pay

Under Connecticut leave laws, vacation time is not classified as “wages.” The right to vacation leave and the terms under which it is provided are governed by the employment contract or collective bargaining agreement. Therefore, if an employer offers vacation benefits, the specific provisions of the contract or agreement will dictate the amount and conditions of vacation time.

Payment of Accrued, Unused Vacation on Termination

Connecticut law does not require employers to pay employees for accrued, unused vacation time upon termination unless the employment contract or company policy stipulates such a payment. If the employer’s policy or contract includes provisions for paying out accrued vacation time, the employer is obligated to follow them. Failure to comply may result in penalties, including the possibility of paying twice the amount of unpaid wages and facing fines or imprisonment, depending on the amount owed.
Payout
In cases where the employer’s policy or contract requires it, accrued, unused vacation time must be paid out upon termination.

Sick Leave in Connecticut

Federal Laws – Leave Quota

Employers in Connecticut must comply with the Family and Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid, job protected leave each year for specific family and medical reasons. To qualify for FMLA, employees must have worked for the employer for at least one year, completed a minimum of 1,250 hours over the past year, and work at a location where the employer has 50 or more employees within 75 miles.

State Sick Leave Laws in Connecticut

Connecticut has a mandatory sick leave law that requires employers with 50 or more employees to provide paid sick leave to their service workers. These employees earn one hour of paid sick leave for every 40 hours worked, with a cap of 40 hours per year.

Eligible Employers and Employees

The Connecticut Paid Sick Leave Law applies to large employers with 50 or more employees in any quarter of the previous calendar year. The law specifically targets service workers, defined as those employed in certain occupational classifications, paid hourly, and not exempt from minimum wage and overtime requirements under the Fair Labor Standards Act (FLSA). To be eligible, employees must work an average of at least 10 hours per week.

Accrual Rate and Maximum

Employees accrue one hour of paid sick leave for every 40 hours worked, with a maximum accrual of 40 hours per year.

Rollover Rules

Employees may roll over up to 40 hours of unused sick leave to the next year, but they are only entitled to use up to 40 hours of sick leave in a single year.

Paid Sick Leave Use

Employees can use their sick leave for their own or their spouse’s or child’s illness, injury, or medical care. The law also covers time off for domestic violence or sexual assault, including medical and psychological care.
2023 Update
As of October 1, 2023, Connecticut expanded the permissible uses of paid sick leave to include “mental health wellness days” and leave for parents or guardians to care for children affected by family violence or sexual assault.

Waiting Period

Although employees begin accruing sick leave immediately upon employment, they can only use it after working 680 hours. For employees working eight-hour days, this equates to 85 days of employment.
Protection
Employers are prohibited from retaliating against employees who request or use eligible paid sick leave.
Payout
Employers are required to pay for eligible sick leave.

Connecticut Family and Medical Leave (CTFMLA)

Connecticut Family and Medical Leave (CTFMLA)

In addition to FMLA, Connecticut has its own family and medical leave law (CTFMLA), which requires employers with 75 or more employees to provide up to 16 weeks of unpaid, job protected leave every 24 months. Employees are eligible for this leave if they have worked for the employer for at least one year and have completed a minimum of 1,000 hours during that period.

Paid Family and Medical Leave Act (PFMLA)

Connecticut’s Paid Family and Medical Leave Act (PFMLA) became effective on January 1, 2022. This program is funded by employee payroll deductions, which began on January 1, 2021. Employees who meet the eligibility criteria may receive up to 12 weeks of paid leave in a year, with an additional two weeks available for pregnancy related health conditions. Benefits can be as high as 95% of the employee’s regular weekly pay, capped at 60 times the state minimum wage.

Eligibility for PFMLA

To qualify for PFMLA benefits, employees must have earned $2,325 in the highest earning quarter of the previous four quarters and must be currently employed or have been employed within the last 12 weeks.
Covered Reasons
PFMLA covers various reasons, including the birth or adoption of a child, caring for a family member with a serious health condition, the employee’s serious health condition, organ or bone marrow donation, and certain situations related to military service.
Payout
PFMLA is funded through mandatory payroll deductions from employees’ wages.

Maternity, Paternity, and FMLA in Connecticut

Federal Law

The FMLA provides 12 weeks of unpaid maternity/paternity leave for eligible employees working for employers with 50 or more workers. This leave is job-protected and applies to both the birth of a child and adoption.

Connecticut Family and Medical Leave (CTFMLA)

The CTFMLA allows eligible employees to take up to 16 weeks of unpaid leave over a 24 month period for the birth or adoption of a child or the placement of a foster child. The CTFMLA applies only to employers with 75 or more employees, and employees must have worked 1,000 hours in the preceding 12 months to be eligible.

Paid Family and Medical Leave Act (PFMLA)

Under Connecticut’s PFMLA, eligible employees can take up to 12 weeks of paid leave in a 12 month period, with an additional two weeks available for pregnancy related health conditions. This leave is funded through employee payroll deductions.

Pregnancy Discrimination and Accommodation in the Workplace

Connecticut leave laws requires employers with three or more employees to provide unpaid pregnancy leave for disabilities related to pregnancy or childbirth, typically lasting 6 to 8 weeks. The law also protects against discrimination related to pregnancy, childbirth, or related conditions such as breastfeeding and mandates reasonable accommodations, job protection, and reinstatement.

Bereavement Leave in Connecticut

Connecticut law does not require employers to provide paid or unpaid bereavement leave. However, employers who choose to offer such leave must adhere to their established policy or practice.

Jury Duty Leave in Connecticut

Connecticut law requires employers to provide employees with five days of paid leave for jury duty. After the fifth day, the state pays a stipend of $50 per day. Employers must not fire or otherwise penalize employees for serving on a jury.

Military Leave in Connecticut

Employers in Connecticut must allow employees to take unpaid leave for military duty, including meetings or drills. Additionally, employers subject to the Connecticut Family and Medical Leave Act must allow up to 26 workweeks of leave in any 12 month period to care for a family member injured in the line of duty. This leave is unpaid.

Voting Leave in Connecticut

Connecticut law mandates that employers provide two hours of unpaid leave for voting on election day. Employees must request this time off at least two working days in advance. This law is in effect until June 30, 2024.

Connecticut State Holidays for 2026

Private employers in Connecticut are not required by law to provide holiday leave. If an employer does offer paid or unpaid holiday leave, they must follow their established company policy or employment contract. Connecticut officially observes 13 state holidays.
This comprehensive overview of Connecticut’s leave policies highlights the various types of leave employees may be entitled to, along with the corresponding legal requirements for employers.
FAQ

Is paid vacation leave mandatory in Connecticut?
No. Connecticut law does not require employers to provide paid vacation leave. However, if an employer chooses to offer it, they must follow their written policy or employment agreement regarding accrual, usage, and payout upon termination.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if the employer’s policy or contract states that unused vacation time will be paid out upon termination, they are legally obligated to do so. If there is no such policy, payout is not required.
Does Connecticut have a paid sick leave law?
Yes. Under the Connecticut Paid Sick Leave law, most employers with 50 or more employees must provide up to 40 hours of paid sick leave per year to eligible service workers. Employees accrue one hour of paid sick leave for every 40 hours worked.
What is the Connecticut Paid Leave (CTPL) program?
The Connecticut Paid Leave program provides paid time off for eligible workers who need leave for medical, family, or caregiving reasons. It offers up to 12 weeks of paid leave (plus two additional weeks for pregnancy related complications) funded by employee payroll contributions.
When can employees start using paid family or medical leave?
Employees can apply for Connecticut Paid Leave benefits once they meet the program’s eligibility requirements, including having earned wages in the state and contributed to the Paid Leave Trust Fund.
Is maternity or paternity leave paid in Connecticut?
Yes. Eligible employees can receive paid benefits through the CT Paid Leave program for childbirth, adoption, or bonding with a new child. Additional unpaid, job protected leave may be available under the federal FMLA or Connecticut Family and Medical Leave Act (CTFMLA).
Does Connecticut require employers to provide bereavement leave?
No. There is no state law mandating bereavement leave. Employers may choose to provide it according to their internal policies or employee handbooks.
Are employees entitled to jury duty leave in Connecticut?
Yes. Employers must provide job protected leave for jury duty. Full time employees are entitled to their regular pay for the first five days of jury service. Employers cannot penalize employees for fulfilling jury obligations.
Are employees entitled to time off to vote in Connecticut?
Yes. Connecticut law requires employers to grant employees up to two hours of unpaid time off to vote in state elections, provided the employee requests it at least two working days in advance.
What public holidays are observed in Connecticut?
Connecticut observes the following state and federal holidays:
New Year’s Day
Martin Luther King Jr. Day
Lincoln’s Birthday
Washington’s Birthday (Presidents’ Day)
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
Are private employers required to provide paid holiday leave?
No. Private employers in Connecticut are not required by law to provide paid or unpaid time off for holidays. However, many choose to do so as part of their company policy or benefits package.
How can the Day Off app help Connecticut businesses manage leave?
The Day Off app simplifies leave tracking and compliance by helping Connecticut employers manage PTO, sick leave, and holidays in one platform. It supports custom leave policies, integrates with tools like Google Calendar, and ensures accurate accrual and reporting.
Smarter time off tracking starts here.

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August 5, 2024
Colorado Leave Laws And Holidays
Understanding Colorado leave laws, including leave management, Paid Time Off (PTO), and Day off policies, is essential for both employers and employees. This article provides a clear overview of key aspects of leave policies in Colorado, covering state and federal regulations, employer obligations, and employee rights. Whether you’re shaping workplace policies or seeking to know your entitlements, this guide will help you navigate Colorado’s Day off and leave laws effectively.

Paid Time Off (PTO) in Colorado

Leave Quota

Colorado leave laws does not mandate vacation days. There is no legal requirement for employers to provide paid or unpaid vacation time. However, if employers opt to offer vacation leave, they must adhere to state laws, established company policies, or employment contracts. Even though providing vacation time isn’t mandatory, any accrued vacation time must be compensated upon an employee’s departure. This is stipulated under Colo. Rev. Stat. § 8-4-101(14)(a)(III).

Company Vacation Policies

Company vacation policies may cover several aspects, such as:
Whether vacation pay is available
The amount of vacation pay provided annually or over a specific period
How vacation pay is accrued whether it’s granted all at once or gradually over time (weekly, monthly, etc.)
Whether there’s a cap on the amount of vacation time that can be accrued annually or beyond
In workplaces governed by a collective bargaining agreement, vacation policies both paid and unpaid are mandatory subjects of negotiation.

Accrual

While accrual of vacation leave is not required by law in Colorado, many employers choose to implement such a system. Employers can set a reasonable cap on vacation accrual, limiting the number of hours employees can accumulate.

Carryover

Colorado leave laws prohibits “Use-It or Lose It” policies for vacation, sick leave, or any other type of accrued paid leave. Colorado is among a select few states, including California, Nebraska, and Montana, where such policies are not permitted. It is illegal for employers to require employees to forfeit unused vacation time after a certain date, such as the end of the year. As a result, employers must allow employees to carry over unused vacation time into the following year.
This prohibition on “Use It or Lose It” policies was established by a Colorado Supreme Court ruling in June 2021. Nevertheless, employers may impose a ceiling on the number of vacation days that can be accrued.

Payment of Accrued, Unused Vacation Upon Termination

Employers are required to compensate employees for any accrued vacation time upon the end of employment. Employers cannot legally enforce a policy or agreement that denies employees payment for accrued vacation leave. However, while vacation leave is considered wages under the law, it is explicitly stated that employers are not required to pay out unused sick leave at termination.
Strict guidelines, including the employer’s past practices, industry standards, and mutual understandings between employer and employee, help determine when vacation time is considered “earned” under a specific policy.
Payout
Employers are responsible for paying out earned vacation leave.

Sick Leave in Colorado

Federal Laws: Leave Quota

Federal law entitles Colorado employees to up to 12 weeks of unpaid Family and Medical Leave Act (FMLA) sick leave annually.
The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job protected leave each year for specific family and medical reasons, including serious health conditions, maternity or paternity leave, or the need to care for a spouse or child. To qualify for FMLA, employees must have been employed by their employer for at least one year, worked a minimum of 1,250 hours over the past year, and be employed at a location where the company has 50 or more employees within 75 miles.

Colorado State Laws: Paid Sick Leave

Under Colorado’s Healthy Families and Workplaces Act (HFWA), which took effect on January 1, 2021, employers are required to provide 1 hour of paid sick leave for every 30 hours worked. Initially, this law applied to employers with more than 16 employees. As of January 1, 2022, it extends to all employers in both the private and public sectors, regardless of the number of employees.

Accrual Rate and Carry Over

Employees accrue 1 hour of paid sick leave for every 30 hours worked, with a cap of 48 hours (6 days). Unused paid sick leave can be carried over to the next year, up to a maximum of 48 hours.

Waiting Period

The HFWA prohibits employers from imposing a waiting period for paid sick leave. Employees begin accruing paid sick leave as soon as their employment starts, and they may use it as soon as it is accrued. Employers can require documentation from employees who take four or more consecutive paid sick days.

Permitted Uses of Paid Sick Leave

Paid sick leave can be used for the following purposes:
To address a personal illness, injury, or health condition, or to seek medical diagnosis, care, treatment, or preventive care
To care for a family member with a similar health issue or preventive care needs
If the employee or a family member has been a victim of domestic violence, sexual assault, or harassment, necessitating time off for related reasons
When a public health emergency leads to the closure of the employee’s child’s school or place of business, requiring the employee’s absence from work
Payout of Sick Leave
Employers are responsible for paying out sick leave.

Colorado’s New FAMLI Program Started in 2023

In November 2020, Colorado voters passed Proposition 118, paving the way for the Paid Family and Medical Leave Insurance (FAMLI) program. This program provides most Colorado workers with up to 12 weeks of paid time off to care for themselves or their families during significant life events that require them to take a leave of absence from work.
Eligible reasons for taking leave under the FAMLI program include serious health conditions, the birth or adoption of a child, caring for a family member with a serious health condition, managing family member military deployment arrangements, or seeking safe leave due to domestic violence.
Contributions to this program by employers and employees began on January 1, 2023, with benefits becoming available on January 1, 2024. The program is funded by a payroll tax, initially set at 0.9% of an employee’s wages, split evenly between employers and employees. This tax will increase over time. Small employers with fewer than 10 employees are exempt from the employer premium.
Employees who have worked for their employer for at least 180 days and earn a minimum of $2,500 annually are generally eligible for paid family leave.
Employers should plan ahead for the implementation of this new payroll tax, inform their employees about the new policy, and establish procedures for managing the initiative.
Payout
Paid family and medical leave under the FAMLI program is funded by payroll taxes paid equally by employers and employees.

Maternity, Paternity, and FMLA in Colorado

Federal Law

The Family and Medical Leave Act (FMLA) mandates that Colorado employers with 50 or more employees provide up to 12 weeks of unpaid maternity or paternity leave to expectant and new parents. As a federal law, FMLA is the primary regulation in the U.S. for establishing these leave policies. The provisions are generally consistent across the country. For detailed information about FMLA, refer to the “Sick Leave in Colorado => Federal Laws: Leave Quota” section above.
The Pregnancy Discrimination Act (PDA), another federal law, prohibits discrimination based on pregnancy in any employment aspect, including hiring, firing, promotions, and fringe benefits. This law applies to employers with 15 or more employees.

Additional State Laws in Colorado

Colorado leave laws has additional maternity and paternity leave laws, including the Pregnant Workers Fairness Act, which requires employers to provide reasonable accommodations to pregnant employees. These accommodations may include more frequent or longer breaks, light duty work, job restructuring, equipment modifications, or adjusted work schedules.
The Adoptive Parents Leave law mandates that employers who offer parental leave to biological parents must also extend the same leave to adoptive parents, though this requirement does not apply to step parent adoptions. The law does not require employers to provide leave initially but ensures that adoptive parents receive equal treatment as biological parents.
The FAMLI program, mentioned above, also provides paid leave for new parents following the birth or adoption of a child. Employees may receive up to 12 weeks of partial pay, with an additional four weeks available for those experiencing pregnancy or childbirth complications.
Payout
FMLA mandated maternity leave is unpaid, while the FAMLI program is supported by payroll taxes paid equally by employers and employees.

Bereavement Leave in Colorado

There is no federal or state requirement for Colorado employers to provide paid or unpaid bereavement leave. Employers who choose to offer bereavement leave must adhere to the specific policy or practice they have established.
Payout

Bereavement leave is generally unpaid.

Jury Duty Leave in Colorado

Colorado leave laws requires employers to provide paid, job protected leave to employees serving on a jury. Employers must compensate regular employees up to $50 per day for the first three days of trial or grand jury service unless a higher amount has been agreed upon. From the fourth day onwards, the state pays a $50 per diem to regular employees.
Employees called for jury duty must be excused from work, and part time or temporary employees who have worked for the same employer for at least three months are considered “regularly employed” and are eligible for jury duty leave. Colorado law also protects employees from job termination, harassment, or any form of retaliation for fulfilling their jury service obligations.
Employees are not entitled to compensation for time spent testifying, responding to subpoenas, or acting as plaintiffs or defendants in court.
Payout

Employers pay for the first three days of jury service. The state covers payment from the fourth day onward.

Military Leave in Colorado

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that applies to all employers in the U.S. It protects the employment rights of Army and Air National Guard members called to federal service. Under USERRA, employers are prohibited from discriminating against employees who serve in the military. Additionally, for one year after returning from military service, an employee can only be terminated for good cause.

Colorado State Law

In addition to USERRA, Colorado state law provides additional protections for state and U.S. military service members. Employees called to active service are entitled to unlimited unpaid leave and must be reinstated to their previous positions with all the wages, seniority, and benefits they would have accrued if continuously employed.
Colorado leave laws also grants up to 15 days of unpaid leave per year for National Guard or U.S. armed forces members to attend military exercises. These employees have reinstatement rights to their previous positions if they remain qualified for the job.
Public employees in Colorado are eligible for additional benefits, such as paid annual military leave, additional military leave, reinstatement rights, and retention of benefits.

Voting Leave in Colorado

Colorado law provides registered employees with up to two hours of paid leave to vote in any primary or general election. Employees must request this leave at least one day before the election. Employers can choose the hours during which employees can be absent, although employees may request to take this leave at the start or end of their shifts. If an employee’s shift starts at least three hours after the polls open or ends at least three hours before they close, the employer is not required to provide voting leave.
Employers are prohibited from penalizing or dismissing employees for taking voting leave.
Payout

Employers are responsible for paying employees for voting leave.

Colorado State Holidays in 2026

Colorado law does not require private employers to offer holiday leave. Employers in the private sector are not obligated to provide paid or unpaid time off for holidays and may require employees to work on holidays. Additionally, Colorado wage law neither mandates nor prohibits extra pay for holiday work. When employees are compensated for a non working holiday, those hours do not count toward overtime unless actual work was performed on the holiday.
If private employers choose to provide holiday leave, whether paid or unpaid, they must follow their established company policy or the terms of an employment contract.
Colorado officially recognizes 11 state holidays.

Colorado Leave Laws FAQ

Is vacation leave mandatory in Colorado?
No. Colorado law does not require employers to provide vacation leave. However, if an employer chooses to offer it, they must treat it as earned compensation. This means any unused, accrued vacation must be paid out to the employee when their employment ends.
Can employers enforce “Use It or Lose It” policies in Colorado?
No. Colorado prohibits “Use It or Lose It” vacation policies. Employees must be allowed to carry over any unused, accrued vacation time, and employers cannot require them to forfeit it after a specific date.
Do employees receive paid sick leave in Colorado?
Yes. Under the Healthy Families and Workplaces Act (HFWA), all employees in Colorado accrue paid sick leave at a rate of 1 hour for every 30 hours worked, up to 48 hours per year. Unused sick leave can roll over into the next year, up to the same cap.
When can Colorado employees start using accrued sick leave?
Employees begin accruing paid sick leave from their first day of employment and can use it as soon as it is earned. Employers cannot impose any waiting period.
What is the FAMLI program?
The Family and Medical Leave Insurance (FAMLI) program is a state run initiative that provides eligible Colorado workers with up to 12 weeks of paid leave for qualifying life events. These include serious health conditions, bonding with a new child, or caring for a family member. Funded by payroll taxes, benefits became available in January 2024.
Is maternity or paternity leave paid in Colorado?
Unpaid leave is available through the federal Family and Medical Leave Act (FMLA), which provides up to 12 weeks of job protected leave. In addition, paid leave may be available through the FAMLI program or specific employer policies.
Are employers required to provide bereavement leave?
No. Colorado law does not require employers to offer bereavement leave. However, if a company chooses to offer it, they must adhere to their established policy or employment agreements.
What are the rules for jury duty leave?
Colorado employers must provide job-protected leave for jury duty and pay regular employees up to $50 per day for the first three days of service. From the fourth day onward, the state provides compensation. Retaliation or termination due to jury duty is prohibited.
How does military leave work in Colorado?
Under both state and federal law, employees called to military service are entitled to unpaid leave and must be reinstated to their previous position upon return. Public employees may also receive additional benefits, including paid military leave.
Do employees get paid time off to vote?
Yes. Colorado law grants up to two hours of paid leave to vote in a primary or general election. This applies only if the employee’s work schedule does not otherwise allow three consecutive hours before or after their shift to vote.
Are employers required to provide holiday leave in Colorado?
No. Private employers are not required to offer holiday leave, paid or unpaid, nor are they obligated to provide additional pay for employees who work on holidays. However, if holiday benefits are provided, employers must comply with their own policies or contractual terms.
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Conclusion

Understanding Colorado’s leave laws is vital for both employees and employers. From PTO and sick leave to jury duty and family leave, these regulations ensure fair treatment and clarity in the workplace. By staying informed and adhering to state and federal guidelines, organizations can build a compliant and supportive work environment, while employees can confidently exercise their rights to time off when it matters most.
August 4, 2024
Iowa Leave Laws And Holidays
Iowa leave laws offer employers significant flexibility in managing paid time off (PTO) and other types of leave. Unlike many states, Iowa doesn’t mandate specific leave policies, leaving it up to employers to set their own guidelines. Whether you’re using tools like Day Off to track PTO or simply navigating these policies, this article provides a concise overview of the key regulations and common practices for PTO, sick leave, maternity leave, bereavement leave, and more in Iowa, helping both employers and employees understand their rights and responsibilities.

Paid Time Off (PTO) in Iowa

Leave Quota

In Iowa leave laws, there is no legal requirement for employers to provide vacation days to employees. State law does not mandate vacation leave, leaving the decision to individual employers. This means that companies have the freedom to develop their own vacation policies. While offering vacation benefits is not obligatory, many employers choose to do so as it is a highly valued perk for employees. If a company decides to offer vacation leave, it must adhere to the terms outlined in its own policies or employment contracts.
However, state employees in Iowa are entitled to some form of paid vacation.

Accruals

Although Iowa does not require employers to provide vacation accruals, many businesses opt to implement them. Employers can establish their own systems for accruing vacation time, which can be on a weekly, semimonthly, or monthly basis, often tied to the pay period. Additionally, employers may set a cap on the amount of vacation leave an employee can accrue, preventing accumulation beyond a certain number of hours. For new hires, a waiting period during which no vacation time is accrued is also permissible.

Roll Over

Iowa leave laws does not prohibit the use of a “Use It or Lose It” policy. Employers in Iowa are not required to allow employees to carry over unused vacation time into the next year. Under a Use It or Lose It policy, employers are not obligated to pay employees for any unused vacation days at the end of the year, meaning employees may forfeit their remaining vacation time without compensation. However, employers must ensure that employees have had a reasonable opportunity to take their vacation and must clearly communicate the policy to them.

Statutory Provisions Addressing Vacation Pay

If an employer chooses to provide paid vacation benefits, it must follow the terms of its policy or employment contract. In Iowa, paid vacation benefits are considered part of an employee’s wages.

Payment of Accrued, Unused Vacation on Termination

The issue of whether employees receive payment for accrued, unused vacation upon termination is governed by the employer’s policy or employment contract. Employers in Iowa may establish policies or contracts that prevent employees from receiving payment for accrued vacation leave upon termination. Employers may also include conditions, such as providing two weeks’ notice, that must be met for the employee to receive payment for unused leave. If the policy or contract does not address this issue, the employer is not required to pay out accrued vacation leave when employment ends.

Sick Leave in Iowa

Federal Law – Leave Quota

The federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job protected leave for personal or family medical reasons. This includes caring for a seriously ill family member, dealing with one’s own medical condition, or maternity and paternity leave.
To qualify for FMLA benefits, an employee must have been employed by the company for at least 12 months, working a minimum of 1,250 hours during that period, and must work at a location where the employer has at least 50 employees within a 75-mile radius. Employers may also offer additional sick leave benefits beyond the federal requirement.

Iowa State Laws

Iowa does not have additional state specific sick leave laws. Employers in Iowa are required to comply with FMLA, but beyond that, they are not required to provide either paid or unpaid sick leave. However, if an employer decides to implement a sick leave policy, they must adhere to the terms outlined in their employee handbook.

Maternity, Paternity, FMLA in Iowa

Federal Law

Under the FMLA, eligible employees in the U.S. are entitled to 12 weeks of unpaid leave for the birth or adoption of a child. Unless the employer specifies otherwise, this leave must be taken consecutively.
The Pregnancy Discrimination Act (PDA) is another federal law that protects pregnant employees, prohibiting discrimination in all aspects of employment, including hiring, pay, job assignments, and benefits. This law applies to employers with 15 or more employees.

Additional State Laws in Iowa

In addition to federal protections, the Iowa Civil Rights Act requires employers with at least four employees to provide up to eight weeks of unpaid leave for temporary disabilities related to pregnancy and childbirth. This law ensures that pregnancy related disabilities are treated the same as other temporary disabilities.
If an employee has a pregnancy related disability and no other leave options are available, or if those options have been exhausted, the employee is entitled to leave. Employees must give the same notice for this leave as they would for any other disability leave.

Bereavement Leave in Iowa (Funeral Leave)

Iowa does not require employers to provide bereavement leave, whether paid or unpaid, for the death of a close relative. Employers may choose to offer this type of leave at their discretion, and if they do, they are expected to follow any policies they have established.

Jury Duty Leave in Iowa

Iowa law mandates that employers provide employees with unpaid time off for jury duty. Employees are entitled to job protected leave when serving on a jury, responding to a subpoena, or participating in a legal proceeding as a witness or party. Employees must provide notice of their jury summons to their employer to qualify for this leave. Employers are prohibited from penalizing employees for fulfilling their jury duty obligations.

Military Leave in Iowa

Employers in Iowa are required to grant unpaid leave to eligible employees called to active duty. This protection extends to members of the National Guard, organized reserves of the armed forces, and the Civil Air Patrol. Upon returning from duty, employees are entitled to be reinstated to their previous position or a comparable one, provided they present evidence of satisfactory service completion and remain qualified to perform their job duties. Temporary employees, however, are not entitled to reinstatement. Military leave does not affect an employee’s rights to vacation, sick leave, or other benefits.

Voting Leave in Iowa

Iowa law requires employers to provide up to three consecutive hours of paid leave to employees for voting if they do not have three consecutive non working hours while the polls are open. Employees must request this leave in writing before the election. Employers can designate the specific hours during which the employee can be absent from work to vote.

Iowa State Holidays in 2026

Iowa law does not require private employers to provide paid or unpaid holiday leave. Although private employers are not obligated to offer holiday leave or premium pay for working on holidays, many do provide at least seven paid holidays. Iowa officially observes nine state holidays, but private employers have discretion over holiday policies for their employees.
FAQ

Does Iowa law require employers to provide paid vacation or sick leave?
No, Iowa state law does not require employers to provide paid vacation or sick leave. However, if an employer offers such benefits, they must follow their established written policy regarding accrual and payout.
Are employers in Iowa required to pay out unused vacation days when an employee leaves?
Yes, if the employer’s policy or contract states that unused vacation will be paid out upon termination, the company must honor that agreement. If there is no such policy, payout is not required.
Does Iowa have a paid family or medical leave law?
Iowa does not currently have a state mandated paid family or medical leave program. However, employees may be eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA).
What public holidays are recognized in Iowa?
Iowa observes several state and federal holidays, including:
New Year’s Day
Martin Luther King Jr. Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Are private employers required to give time off for holidays?
No, private employers in Iowa are not legally required to provide paid or unpaid holiday leave. However, many companies choose to observe major holidays as part of their benefits policy.
Does Iowa law require employers to provide bereavement leave?
No, bereavement leave is not required by Iowa law. Employers may choose to offer it as part of their internal policy.
Are employees entitled to jury duty leave in Iowa?
Yes, employees are entitled to unpaid leave for jury duty. Employers cannot terminate or penalize employees for fulfilling jury service obligations.
Are employees in Iowa entitled to voting leave?
Yes. Employees who do not have three consecutive non working hours while polls are open are entitled to up to three hours of paid time off to vote, provided they request it in advance.
Can employers require employees to use PTO for holidays or closures?
Yes, employers can require employees to use accrued PTO during holidays or business closures, as long as it complies with the company’s written policy.
How can the Day Off app help Iowa businesses manage leave and holidays?
The Day Off app helps Iowa businesses track PTO, sick days, and holidays automatically. It simplifies leave approvals, ensures compliance with company policies, and integrates with tools like Google Calendar for seamless scheduling.
August 1, 2024
Indiana Leave Laws And Holidays
Indiana’s leave laws offer broad flexibility, placing many of the choices in employers’ hands. From Paid Time Off (PTO) and vacation days to maternity/paternity, sick leave, and leaves like jury duty or military service, this guide walks through the main topics so both employers and employees understand how things work in Indiana.

Paid Time Off (PTO)

In Indiana, there are no state laws that require employers to offer PTO or vacation time as a benefit. The key point is: if an employer chooses to offer PTO or vacation time, then the rules around accrual, payout, termination, and forfeiture must follow whatever the employer’s written policy or contract states.

Leave quota & accrual: Since the state doesn’t mandate vacation days, employers decide if and how employees earn them. Employers often choose accrual methods (monthly, semimonthly, etc) and may set caps on how much leave can accumulate over time.

Use-it-or-lose-it rules & rollover: Indiana allows “use-it-or-lose-it” provisions, meaning employers can include terms in their policy that unused vacation or PTO may be forfeited if not used. But these policies must be clearly written and employees must have a reasonable opportunity to use their time.

Upon termination / payout: If an employee leaves and unused PTO or vacation is owed, the handling depends on the employer’s policy or contract. Without a policy stating otherwise, Indiana courts have held that accrued, unused vacation must be paid. Employers should ensure their policies clearly spell out what happens at separation.

Sick Leave

Indiana does not require private-sector employers to provide paid sick leave by state statute. If an employer does provide sick leave (paid or unpaid), then the employer’s policy governs how it accrues, how it may be used, and whether it is paid out. Federal law such as the Family and Medical Leave Act (FMLA) may provide job-protected unpaid leave, but state law does not mandate separate paid sick leave for all employees.

Maternity, Paternity & Family Leave

Under federal law (FMLA), eligible employees may take up to 12 weeks of unpaid, job-protected leave for qualifying family or medical reasons (such as birth/adoption of a child, or serious health condition). In Indiana, there is no separate state-mandated paid family leave or paid maternity/paternity leave for private employers beyond this.

Indiana does have laws addressing pregnancy accommodations (for employers with 15+ employees) and protections under the Indiana Civil Rights Act against discrimination on the basis of pregnancy or sex. Employers should respond to accommodation requests in a reasonable timeframe.
Payout for maternity, paternity, or adoption leave is not required by Indiana law if the leave is unpaid.

Bereavement Leave (Funeral Leave)

There is no state statute in Indiana that requires employers to offer paid or unpaid bereavement or funeral leave. If an employer chooses to offer it, the policy or practice determines the rules. Otherwise, no payout obligation is imposed by state law.

Jury Duty Leave

Indiana law requires employers to provide unpaid time off for employees summoned for jury duty, this leave is job-protected, meaning the employer cannot penalize an employee for attending jury service. However, employers are not required to pay wages during the jury duty period under state law unless their policy provides for it.

Military Leave

Federal law via the Uniformed Services Employment and Reemployment Rights Act (USERRA) protects employees who serve in the uniformed services, ensuring reinstatement rights and anti-discrimination. Indiana law supplements this: private-sector employers must allow up to 15 days of military leave for training or active duty, but only state or local government employees are guaranteed paid leave. In the private sector, the leave is unpaid unless employer policy says otherwise. Employers must reinstate employees to their former or similar position upon return.

Voting Leave

Indiana does not require employers to provide paid or unpaid leave specifically for voting. Employers have discretion to offer voting time off, but it is not mandated by the state.

State Holidays

Indiana law does not require private employers to provide paid or unpaid time off for state holidays. The state government lists certain official holidays, but private employers may require employees to work on those days unless a policy states otherwise.

Key Takeaways for Employers & Employees

Employers in Indiana have significant flexibility to design leave and PTO programs, but once a leave policy or contract is in place, the employer must comply with its terms.

For employees, understanding your employer’s policy is critical: since state law doesn’t guarantee many types of leave or payout, your rights often depend on what your company says.

For PTO and vacation: if your employer offers it, find out how accrual works, whether there’s a cap or forfeiture (“use-it-or-lose-it”), and what happens when you leave.

For termination or separation: if you have accrued PTO or vacation and there is a policy or contract promise to pay it out, make sure the policy is followed; otherwise you may have recourse.

While state law doesn’t mandate many paid leaves in Indiana, federal protections still apply (e.g., FMLA, USERRA). Employers should ensure their policies are consistent with federal law and clearly communicated.

Good communication is essential. Clear, written policies that employees can easily find, regular reviews, and transparent practices help avoid misunderstandings and legal risk.
Frequently Asked Questions (FAQ) Indiana Leave Laws

Does Indiana require employers to provide Paid Time Off (PTO)?
No. Indiana does not have any state law that requires private employers to offer PTO or vacation time. It’s completely up to each employer to decide whether to provide it. However, if an employer chooses to offer PTO, they must follow their own written policy or employment agreement regarding accrual, use, and payout.
What happens to unused PTO when I leave my job?
That depends on your company’s policy. If your employer’s policy or contract promises payment for unused vacation or PTO when you leave, they must pay it. If the policy clearly states that unused time will not be paid, the employer can legally withhold it. In the absence of any written policy, Indiana courts generally consider earned PTO payable upon separation.
Are “use-it-or-lose-it” PTO policies legal in Indiana?
Yes. Indiana allows “use-it-or-lose-it” policies, which means employers can require employees to use their accrued vacation or PTO by a certain date or lose it. The key requirement is that the policy must be clearly communicated in writing and employees must have a reasonable opportunity to use their time before it expires.
Does Indiana require employers to provide paid sick leave?
No. Indiana does not have a law requiring private employers to provide paid or unpaid sick leave. However, employers that choose to offer it must follow their own policy. Some employees may still be covered by federal laws such as the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of unpaid, job-protected leave for certain medical and family reasons.
What kind of family or parental leave can employees take in Indiana?
Indiana does not have its own state family or parental leave law. Eligible employees can take up to 12 weeks of unpaid leave under the federal FMLA for the birth or adoption of a child, serious health conditions, or to care for a family member. Indiana also provides limited pregnancy-related protections, such as requiring employers with 15 or more employees to consider reasonable pregnancy accommodations.
Are employees in Indiana entitled to paid maternity or paternity leave?
No, state law does not require paid maternity or paternity leave. However, employees covered by FMLA can take up to 12 weeks of unpaid, job-protected leave. Some employers voluntarily offer paid parental leave, so employees should check their company’s benefits policies.
Does Indiana law require employers to provide bereavement or funeral leave?
No. Indiana does not mandate bereavement or funeral leave. If an employer offers it, the policy’s details, such as how many days are allowed and whether it’s paid, are determined by the company. Once offered, employers must follow their stated policy.
Are employees paid while serving on jury duty?
Not necessarily. Indiana requires employers to give employees unpaid time off for jury duty, but it does not require them to pay for that time. Employers cannot penalize or fire employees for performing jury service, and employees may need to show their jury summons as proof of obligation.
What are my rights if I’m called to military duty in Indiana?
Employees called to active duty are protected under both federal and state laws. The federal USERRA law guarantees job protection and reinstatement after military service. Indiana law allows employees up to 15 days of military leave for training or active duty each year. For state and local government workers, this leave is paid; for private employees, it is typically unpaid unless company policy says otherwise.
Do Indiana employees get time off to vote?
No. Indiana law does not require employers to provide time off, paid or unpaid, for voting. However, many employers voluntarily offer flexibility or schedule adjustments to allow employees to vote during polling hours.
Are employers required to provide paid holidays?
No. Private employers in Indiana are not required to offer paid or unpaid holidays. Many choose to do so as part of competitive benefits packages, but it’s not a legal requirement. State and federal government employees, however, typically receive paid holidays based on official calendars.
How does the Family and Medical Leave Act (FMLA) apply in Indiana?
The FMLA applies to most employers with 50 or more employees within a 75-mile radius. Eligible employees, those who have worked for their employer for at least 12 months and 1,250 hours in the previous year, can take up to 12 weeks of unpaid, job-protected leave for qualifying medical or family reasons. Employers must maintain group health insurance during FMLA leave just as if the employee were actively working.
What should employers do to stay compliant with Indiana leave laws?
Employers should maintain clear, written policies for all types of leave, including PTO, vacation, sick, family, and unpaid leave. Policies should be distributed to all employees and consistently enforced. Employers should also make sure their policies align with federal laws like FMLA and USERRA. Regular legal reviews can help ensure continued compliance as laws evolve.
What should employees do if they believe their leave rights have been violated?
Employees who think their employer has violated leave or wage laws should first review the company’s policies and then discuss the issue with HR. If the issue isn’t resolved, employees may contact the Indiana Department of Labor or the U.S. Department of Labor’s Wage and Hour Division to file a complaint or seek guidance.
Why is it important to understand leave policies in Indiana?
Because Indiana gives employers so much control over their own leave policies, both employers and employees must know what’s in their policy documents. For employers, clear policies prevent misunderstandings and potential legal issues. For employees, understanding your rights and benefits ensures you can plan time off responsibly, maintain good communication, and protect your job while taking necessary leave.

Conclusion

In Indiana, many decisions around leave, whether it’s Paid Time Off, vacation, sick leave, maternity/paternity, or other types of time off, are shaped more by employer policy than by state law. While this means employers have freedom, it also means they carry the responsibility of setting fair, clear rules and following them consistently. For employees, success lies in being aware of what your employer’s policy says and what your federal rights provide. When policies are well-written, accessible, and applied fairly, both employers and employees benefit: companies maintain clarity and compliance, and employees know what they can expect and how to plan their time off. In 2026, investing time in reviewing and understanding your leave strategies can help create a healthier, more productive workplace.

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July 31, 2024
Illinois Leave Laws And Holidays
Illinois has joined Maine and Nevada as one of the few states in the U.S. to require paid leave for any reason. This major shift means workers across the state now have more flexibility to take time off, whether for vacation, illness, personal needs, or emergencies, without having to explain why.

In this guide, we’ll break down how paid time off (PTO) is earned and used in Illinois, and also explain other types of leave, including sick leave, maternity and paternity leave, bereavement, jury duty, military service, and voting leave. Whether you’re an employer updating your policies or an employee learning about your rights, this article will help you understand how these laws affect you in 2026.

Paid Time Off (PTO) in Illinois

Illinois Implements ‘Any Reason’ Paid Leave

Illinois’ Paid Leave for All Workers Act officially took effect on January 1, 2024, making it one of the most employee-friendly leave laws in the nation. Under this law, most workers in Illinois can now take paid time off for any reason, no questions asked.

That means you can use your time for:

Vacation or travel

Personal errands or family time

Mental health days

School events or caregiving

Or simply taking a break when you need it

You don’t have to provide a reason or documentation to your employer; it’s truly “paid leave for any reason.”

Accrual and Coverage

How It Works:

Employees earn one hour of paid leave for every 40 hours worked, up to 40 hours (or five days) per 12-month period.

Both full-time and part-time employees are eligible.

Accrual begins on your first day of employment or January 1, 2024, whichever is later.

You can start using your accrued time after 90 days of employment.

Covered Employers:

This law applies to:

All private employers, regardless of size

State and local government agencies

Exceptions:
Certain school districts, park districts, and unionized workers in construction or transportation covered by a valid collective bargaining agreement (CBA) are not required to follow this law.

Front-Loading or Accrual System

Employers can choose between two methods:

Accrual System:
Employees earn leave gradually, one hour for every 40 hours worked, and unused hours can carry over to the next year (up to 40 hours).

Front-Loading System:
Employers can choose to give all 40 hours at the beginning of the year, so employees have access to their full leave balance upfront.

Tip for Employees:
If your employer uses front-loading, unused hours at the end of the year might not carry over, so make sure to check your company’s policy.

Usage Rules

Employees can use their paid leave for any purpose, and employers cannot require documentation or ask for a reason.

Employers may:

Require up to seven days’ notice for foreseeable leave (like planned vacations).

Ask for notice as soon as possible in emergencies or unexpected situations.

Set a minimum usage increment (for example, requiring at least two hours off at a time).

Employers cannot:

Deny leave for arbitrary reasons.

Retaliate against employees for using their earned paid time off.

Compensation and Payout

Paid leave must be compensated at the employee’s regular hourly rate.

Unused paid leave does not have to be paid out when you leave your job, unless it’s part of a broader PTO or vacation policy that combines all paid leave together.

Employers are required to keep accurate records of leave accrued, used, and remaining.

Chicago and Cook County Exceptions

If you work in Chicago or Cook County, local ordinances already provide paid leave and may even exceed the state’s minimum standards. Employers in these areas must follow whichever rule provides greater benefits to employees.

Sick Leave in Illinois

Federal Sick Leave (FMLA)

Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period.

This covers:

Your own serious health condition

Caring for a seriously ill family member

Pregnancy, childbirth, or adoption

Eligibility Requirements:

You’ve worked for your employer for at least 12 months

You’ve worked 1,250 hours in the past year

Your employer has 50 or more employees within 75 miles

Although FMLA leave is unpaid, it protects your job and health benefits during your absence.

Illinois Employee Sick Leave Act

Illinois law requires employers who offer sick leave benefits to allow employees to use that time to care for family members, not just themselves. Family members include:

Children and stepchildren

Spouses and domestic partners

Parents, stepparents, and grandparents

Employers are not required to provide sick leave, but if they do, it must comply with this law.

Chicago and Cook County Sick Leave Ordinances

Workers in Chicago and Cook County have additional protections.
Under local law, employees accrue one hour of paid sick leave for every 40 hours worked, up to 40 hours per year.

You can carry over up to 20 hours of unused sick leave each year.

If you also qualify for FMLA, you may carry over an additional 40 hours.

Unused sick leave generally is not paid out when you leave your job.

Maternity, Paternity, and Family Leave

Federal Protections

Under FMLA, new parents can take up to 12 weeks of unpaid, job-protected leave for:

Pregnancy or childbirth

Adoption or foster placement

Caring for a newborn or new family member

Your job (or an equivalent one) must be available when you return.

Illinois State Laws

The Illinois Human Rights Act prohibits discrimination based on pregnancy, childbirth, or related conditions. Employers must treat pregnant employees the same as others with temporary disabilities, for example, providing reasonable accommodations or light-duty options.

Currently, Illinois does not require paid maternity or paternity leave at the state level, but many employers offer paid parental leave voluntarily.

Bereavement Leave

Illinois’ Family Bereavement Leave Act provides up to 10 working days of unpaid leave following the death of:

A child, stepchild, or foster child

A spouse or domestic partner

A parent, sibling, grandparent, or grandchild

Large employers (with 50+ employees) are required to provide this leave.
Employees may also use it following a miscarriage, stillbirth, or failed adoption or fertility procedure.

Bereavement leave is unpaid, but employers can allow workers to use their paid leave balance during this period.

Jury Duty Leave

Employees in Illinois are entitled to unpaid leave when serving on a jury.

Requirements:

Notify your employer within 10 days of receiving a jury summons.

Employers cannot penalize or fire you for fulfilling your civic duty.

Employers are not required to pay for jury duty leave, but many choose to as a courtesy.

Military Leave

Federal Protections (USERRA)

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the job rights of employees who serve in the U.S. military. It ensures they can return to work after completing their service, with no loss of seniority or benefits.

Illinois State Protections

Illinois also has its own Service Member Employment and Reemployment Rights Act (ISERRA), which offers additional safeguards for members of the National Guard and Reserve.

Family Military Leave

Family members of active-duty service members can take up to 30 days of unpaid leave under the Illinois Family Military Leave Act when their loved one is called to duty.

Military-related leaves are typically unpaid, but employers may allow the use of accrued paid time off.

Voting Leave

Illinois encourages civic participation by allowing employees up to two hours of paid leave to vote if their work schedule doesn’t already provide a two-hour window while polls are open.

Employees must:

Request time off at least one day before Election Day.

Be paid their regular wages for time taken to vote.

Illinois State Holidays (2026)

Illinois officially recognizes 13 public holidays.
Public sector employees typically receive paid holidays, while private-sector employers are not required to provide paid time off for these days unless their company policy or contract states otherwise.
Frequently Asked Questions (FAQ)

Who qualifies for paid leave in Illinois?
Most employees in Illinois qualify, both full-time and part-time. The law covers almost every private and public employer, with a few exceptions for certain school and park districts and some unionized workers in construction and transportation.
If you receive regular wages and are not part of an excluded union group, you’re very likely eligible for paid leave under this law.
How much paid leave can I earn each year?
Employees earn one hour of paid leave for every 40 hours worked, up to 40 hours (five days) in a 12-month period. You start earning leave on your first day of work and can begin using it after 90 days.
Part-time employees earn time off at the same rate, just based on their actual hours worked.
Can my employer ask why I’m taking leave?
No, your employer cannot ask for a reason or demand proof. The law allows employees to use leave for any reason, whether for rest, family needs, appointments, or personal time.
Employers can only ask for advance notice if your leave is planned, typically seven days ahead.
When can I start using my paid leave?
You begin accruing leave on your first day of employment, but you must wait 90 days before using it. After that, you can take your paid time off whenever you need to, as long as you follow your employer’s notice rules.
Can I carry over unused hours?
Yes, if your employer uses an accrual system, unused hours can roll over to the next year, but the total available time is capped at 40 hours per year.
If your employer front-loads all 40 hours at the start of the year, carryover isn’t required.
Will I be paid for unused leave if I leave my job?
Usually not. Employers don’t have to pay out unused leave unless it’s part of a combined PTO or vacation bank that already requires payout under company policy.
Check your employer’s policy, some businesses choose to pay unused leave even though it’s not required.
How does this law work with local rules in Chicago or Cook County?
Chicago and Cook County have their own paid leave ordinances, which may offer more benefits than the state law. Employers in these areas must follow whichever rule provides the greater benefit to employees.
That means local laws take priority if they’re more generous.
Do these laws affect union employees?
Certain union employees in construction and transportation are exempt if their collective bargaining agreement already includes leave provisions. Other union workers are generally covered unless their contracts say otherwise.
Can I be punished for using my paid leave?
No. Employers cannot retaliate, discipline, or fire you for taking your earned paid leave. If that happens, you can file a complaint with the Illinois Department of Labor, which enforces this law.
What should employers do to stay compliant?
Employers should update their handbooks, track leave accurately, post required notices, and train managers on the new law. Keeping clear records and encouraging open communication helps ensure compliance and builds employee trust.

Conclusion

The Illinois Paid Leave for All Workers Act marks a major step forward for worker rights and flexibility. By giving employees the freedom to take paid time off for any reason, Illinois has joined a small but growing group of states that recognize the importance of rest, family time, and personal well-being.

For employees, this law means more control over your schedule and peace of mind knowing you can take time off without fear of losing pay or facing workplace penalties. For employers, it’s a chance to build a healthier, more productive workplace where people feel respected and supported.

As 2026 approaches, both employers and workers should make sure they understand how the law applies to them. Keeping clear records, updating policies, and communicating expectations will help everyone stay compliant, and help Illinois continue leading the way in creating fair, flexible workplaces.

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July 24, 2024
Idaho Leave Laws And Holidays
Managing employees’ time off and leave rules in Idaho can be tricky. The state places few direct legal requirements on leave policies, meaning much is left to each employer’s policies and federal law. This guide explains how PTO and different kinds of leave, vacation, sick leave, maternity/paternity, bereavement, jury duty, military, voting leave, work in Idaho. Whether you’re an employer building fair policies or an employee wanting to understand your benefits, this will help you make informed decisions.
Paid Time Off (PTO) in Idaho
In Idaho, there is no state law that requires employers to provide PTO, vacation leave, or any specific amount of paid time off.
If an employer chooses to offer PTO (or vacation), the terms must be spelled out in policy or contract and followed accordingly.
Leave Quota
Idaho employers are not obligated to provide any specific number of vacation or PTO days. If they do offer vacation, paid or unpaid, they must adhere to their own policy or employment contract.

Employers who do offer leave should clearly document how it works and provide written notice of the terms.
Accrual
There’s no statutory requirement in Idaho that PTO must accrue in a particular way. Employers may choose any method, lump sum allocation, accrual per pay period, unlimited PTO, so long as the policy is clear.

Employers may also set caps on how much leave accrues to prevent unlimited build-up.
Rollover and “Use-It-Or-Lose-It”
Idaho allows “use-it-or-lose-it” policies for vacation or PTO: an employer may choose to not let unused leave carry over to the next year, so long as the policy states it and complies with employment agreement.

Because Idaho law doesn’t mandate payout of unused leave unless the policy or contract says so, employers have flexibility.
Payment of Accrued, Unused Vacation on Termination
Idaho does not automatically require employers to pay out accrued, unused PTO or vacation upon an employee’s termination. Whether payout is owed depends entirely on the employer’s policy or employment contract.

If the policy promises a payout, that promise must generally be honored; if the policy or contract is silent, Idaho courts suggest the employer may not owe payment.
Sick Leave in Idaho
Federal Law
Under the federal Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave for serious health conditions, caring for family, or childbirth/adoption. Employment must meet criteria (12 months, 1,250 hours, employer has 50+ employees within 75 miles).
State Law
Idaho state law does not require private employers to offer sick leave (paid or unpaid) to employees.

If a company offers sick leave as part of its benefits, it must follow its own policy or contract.
Maternity, Paternity & Family Leave
Federal Rules
Eligible employees under FMLA may take up to 12 weeks of unpaid leave for birth, adoption, or foster care placement of a child. The Pregnancy Discrimination Act (PDA) prevents discrimination based on pregnancy or childbirth.
Idaho State Provisions
Idaho does not have a separate statutory mandate for paid maternity or paternity leave for private-sector employers.
The Idaho Human Rights Act prohibits discrimination based on sex (including pregnancy) by employers with five or more employees. Pregnancy-related conditions must be treated like any other temporary disability.

For public employees (state agencies) there may be specific leave accrual or policies, but these do not apply broadly to all private employers.
Bereavement Leave
Idaho does not require employers to offer bereavement leave, paid or unpaid. Employers may choose to do so as a benefit; if they do, their policy governs.
Jury Duty Leave
Employers in Idaho must allow employees to serve on jury duty without penalizing them (they cannot fire or threaten an employee for serving). However, private employers are not required to pay employees for time spent on jury service.
Military Leave
Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who serve in the military are protected; they must be allowed unpaid leave and reinstated upon their return. Idaho law also gives protections for National Guard/reserve service (for example, reasonable leave for training). Employers cannot treat military service unfavorably.
Voting Leave
Idaho law does not require private employers to provide time off (paid or unpaid) for voting. Some employers may offer time off voluntarily.
Idaho State Holidays in 2026
Private employers in Idaho are not required by law to provide paid or unpaid leave for state holidays, nor to pay premium rates for working on holidays. Employers may establish their own holiday policies as they see fit.
The state of Idaho officially recognizes 11 state holidays.
How the Day Off App Can Help
The Day Off app is a useful tool for both employers and employees to manage and track leave effectively:
Employees can view their available PTO, make leave requests, see upcoming holidays, and track leave accruals.
Employers can define PTO policies, set accrual rules or caps, set “use-it-or-lose-it” deadlines, approve or deny requests, and maintain clear records of leave usage.
The app supports compliance: by clearly documenting leave balances, accrual rules, policy rollout, and notifications, it helps reduce misunderstandings and demonstrates that a company is following its own policy.
Since Idaho law gives employers wide discretion (but also holds them to whatever policy they set), using a digital platform like Day Off helps ensure the policy is transparent, consistently applied, and easy to access by both employer and employee.
Frequently Asked Questions (FAQ)
Do employers in Idaho have to give paid vacation?
No. Idaho law does not require private employers to provide paid or unpaid vacation leave. However, if an employer offers vacation as part of its benefits package, the company must follow the terms in its policy or contract. Once written, those rules are legally binding.
Can unused vacation days expire?
Yes. Employers can choose to have a “use-it-or-lose-it” policy, which means unused days don’t carry over into the next year. As long as employees are clearly informed of this rule, it is completely legal in Idaho.
Are employees entitled to paid sick leave?
Not under Idaho state law. Private employers are not required to offer paid sick leave, though many do so voluntarily. Public employees usually have paid sick leave benefits under state regulations.
Do employees get paid for unused PTO when they leave?
Not automatically. Idaho doesn’t require employers to pay for unused PTO or vacation upon termination. However, if a company policy promises payout of unused time, the employer must follow through.
Is maternity or paternity leave paid in Idaho?
Not for most employees. Under federal law (FMLA), maternity and paternity leave are generally unpaid. Public employees in Idaho, however, may receive up to eight weeks of paid leave for childbirth or adoption under the Family First Act.
Can an employee be fired for serving on a jury?
No. Employers are prohibited from firing, threatening, or punishing employees for fulfilling jury duty. While employers don’t have to pay for that time, employees’ jobs are protected.
Do military members get paid while on leave?
Private-sector military leave in Idaho is unpaid. Public employees, however, may receive up to 15 days of paid leave for military training each year and continue to accrue benefits during their service.
Do employers have to provide time off for voting?
No. Idaho law does not require employers to give paid or unpaid time off for voting. Many employers, though, offer flexible scheduling so employees can vote before or after work.
Can an employer change or cancel a PTO policy?
Yes, but only prospectively and with clear notice. Employers can update or replace PTO policies going forward, but they cannot retroactively take away earned vacation or leave that employees have already accrued under a previous policy.
Are part-time employees eligible for PTO or FMLA leave?
It depends on the employer’s policy. Most part-time employees don’t qualify for FMLA because they don’t meet the 1,250-hour work requirement. PTO eligibility is determined by the company’s own rules.
What if my employer doesn’t follow its leave policy?
If an employer fails to honor its own written leave policy, employees may have a valid claim for unpaid wages or breach of contract. It’s best to document everything and reach out to the Idaho Department of Labor or an employment attorney for advice.
Can employers require workers to use PTO for sick days?
Yes, if that’s part of the company’s policy. In Idaho, employers can group vacation and sick leave into a single PTO bank and require employees to use it for illness, personal time, or vacation.
How can employees and employers best manage leave policies?
Both sides benefit from clear communication and consistent tracking. Employees should keep copies of their company’s leave policies and record their time-off balances. Employers should use a reliable system like the Day Off app to track accruals, requests, and usage accurately.
Final Thoughts
In Idaho, leave law is defined more by what the employer chooses to offer than by what the state mandates. That means clarity and consistency matter. Employers should write clear leave policies, communicate them effectively, apply them fairly, and use tools like the Day Off app to track and manage leave. Employees should review their company’s handbook or contract, ask questions if anything is unclear, and understand that while state law may not guarantee benefits, their employer’s policy does.
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July 23, 2024
Arkansas Leave Laws And Holidays

Navigating time off and leave laws in Arkansas can be confusing because the state has very few specific rules. Most decisions are left up to individual employers. This guide from Day Off explains how Paid Time Off (PTO) and different types of leave, including vacation, sick leave, maternity and paternity leave, bereavement, jury duty, military, and voting leave — work in Arkansas. By knowing both state and federal guidelines, employers and employees can stay compliant and maintain fair workplace practices.
Paid Time Off (PTO) in Arkansas
Arkansas does not have a state law that requires employers to provide PTO. Whether it’s vacation days, personal time, or general paid leave, offering PTO is up to each employer. However, once an employer creates a PTO policy or includes it in an employment contract, that policy becomes binding.
Leave Quota
Employers are not required to offer a specific number of vacation days. Many companies choose to offer paid leave as part of their benefits package, but it’s completely voluntary. If an employer offers PTO, the terms, including how it’s earned and used, must follow the company’s own written policy or the employee’s contract.
Accrual of Leave
There is no state rule on how vacation days must accrue. Employers can decide how employees earn their time off, whether through monthly accrual or as a lump sum each year. They can also place limits on how much PTO employees can save. Arkansas law does not require employers to pay out unused vacation or sick time when an employee leaves, unless company policy or the employment agreement promises it.
Rollover or “Use It or Lose It”
Employers in Arkansas are not obligated to let employees carry over unused leave to the next year. Companies can choose to implement a “use-it-or-lose-it” policy, where unused time off expires at year’s end. As long as the rule is clearly stated and applied fairly, it is allowed.
Payment for Unused PTO at Termination
State law does not force employers to pay out unused PTO when an employee resigns or is terminated. The payout depends entirely on the employer’s own policy. Arkansas courts have ruled, however, that if a company promises vacation accrual or payout in its plan or handbook, it must honor that promise (as seen in Oil Fields Corp. v. Hess and Waymack v. KCLA).
Sick Leave in Arkansas
Federal Law
Under the federal Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave each year for their own serious health condition or to care for an immediate family member. To qualify, an employee must have worked at least 12 months, logged 1,250 hours during the past year, and work at a location with 50 or more employees within 75 miles.
State Law
Arkansas does not have its own sick leave law for private-sector employees. This means private employers are not required to provide paid or unpaid sick leave. However, if a company chooses to offer sick leave, it must follow the terms laid out in its own policies or contracts.
Public employees, such as those working for state agencies, do receive paid sick leave under the Arkansas Uniform Attendance and Leave Policy Act, which covers personal illness, family care, and medical appointments.
Maternity, Paternity, and Family Leave
Federal Rules
The FMLA also covers family-related leave, allowing eligible employees up to 12 weeks of unpaid time off for the birth, adoption, or foster placement of a child. The Pregnancy Discrimination Act (PDA) further protects employees by requiring that pregnancy and related medical conditions be treated like any other temporary disability.
State Provisions
Arkansas does not have a separate law requiring private employers to offer paid or unpaid maternity or paternity leave. However, the Arkansas Civil Rights Act protects against discrimination based on pregnancy or gender.
In addition, under the state’s Adoptive Parent Leave law, if an employer provides parental leave to biological parents, it must offer the same benefit to adoptive parents. Public employees may also use their accrued leave for maternity purposes if requested.
Bereavement Leave
There are no Arkansas laws that require employers to provide bereavement leave, whether paid or unpaid. Any leave for a death in the family depends on the company’s internal policy. Some employers choose to offer a few days of paid time off for close family members, but it is not mandated by law.
Jury Duty Leave
Arkansas law requires employers to allow employees time off for jury duty. While private employers do not have to pay employees for this time, they cannot punish or fire anyone for serving. They also cannot force employees to use vacation or sick days for jury service. Public employees, on the other hand, receive paid leave while on jury duty.
Military Leave
Both federal and state laws protect employees who serve in the military. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) and Arkansas state law, employees must be granted unpaid leave for military duties and are entitled to reinstatement once they return. Public employees receive paid military leave for a limited period and continue to accrue certain benefits during their service.
Voting Leave
Arkansas law requires employers to give employees enough time to vote, but this time off does not have to be paid. Employees are not required to give advance notice, and employers who prevent workers from voting can face fines.
Arkansas State Holidays in 2026
Private employers in Arkansas are not required to provide paid holidays or extra pay for working on a holiday. Public employees, however, are entitled to paid time off on state holidays or premium pay if they must work. In 2026, Arkansas observes ten official state holidays, including New Year’s Day, Independence Day, Thanksgiving, and Christmas.
Frequently Asked Questions (FAQ)
Do employers have to give paid vacation in Arkansas?
No, they don’t. Arkansas law doesn’t require private employers to offer paid vacation or PTO. It’s completely optional. However, if an employer chooses to provide vacation or PTO benefits, they must follow their written policy or employment agreement exactly as stated.
Can unused vacation days expire?
Yes. Employers in Arkansas can set “use-it-or-lose-it” rules, meaning unused vacation days expire at the end of the year or at another set date. As long as this policy is clear and applied fairly, it’s perfectly legal. It’s always smart for employees to use their earned time before it expires.
Are employees entitled to paid sick days?
No state law requires paid sick leave for private-sector workers. Some companies include sick time as part of their PTO policy, while others don’t. Public employees do have access to paid sick leave through state policy, but private employers can decide whether to offer it.
Do I get paid for unused vacation when I leave my job?
Not automatically. Arkansas doesn’t require employers to pay out unused vacation or PTO at the end of employment. However, if a company’s handbook or contract promises that employees will be paid for unused time, the employer must honor that agreement.
Is there paid maternity or paternity leave in Arkansas?
No. Arkansas doesn’t have a state program for paid parental leave. Eligible employees can take unpaid leave under the FMLA for childbirth, adoption, or foster placement. Employers can choose to offer paid family leave voluntarily, but they aren’t legally required to.
Can an employer fire someone for serving on a jury or in the military?
No. It’s illegal for an employer to punish or fire someone for serving on a jury or performing military duties. These activities are protected under both federal and state law. Employees returning from military service also have the right to be reinstated to their former position under USERRA.
Are part-time employees covered by these leave laws?
Part-time employees are covered by some protections but not all. For example, most part-time workers don’t qualify for FMLA because they haven’t worked enough hours. Whether they receive PTO or other types of leave depends on the employer’s policy, not state law.
Do employers have to provide paid holidays?
No. Private employers are not required to offer paid holidays or extra pay for working on a holiday. Some companies choose to offer holiday pay as a benefit to attract and retain employees, but it’s not required by law. State and local government employees, however, do receive paid holidays.
Can an employer force employees to use vacation time for jury duty?
No. Arkansas law does not allow employers to make employees use their vacation or sick leave for jury service. Employees must be allowed unpaid time off for jury duty without losing other leave benefits.
How does voting leave work in Arkansas?
Employers must give employees enough time off to vote if their work schedule would otherwise prevent them from doing so. The time off doesn’t have to be paid, but employers cannot stop employees from voting or punish them for it.
What if an employer breaks its own leave policy?
If a company fails to follow its own written leave policy, it could face a breach of contract claim or other legal consequences. Employees should document any violations and may contact the Arkansas Department of Labor or an employment attorney for guidance.
Do remote employees working in Arkansas have the same rights?
Yes. Remote employees based in Arkansas are covered by the same state and federal leave laws as on-site employees. However, if a company is located in another state, that state’s leave laws may also apply depending on where the employee officially works.
What’s the best way for employees to protect their leave rights?
Always keep a copy of your company’s handbook or written leave policy. If something seems unclear, ask HR for clarification in writing. Knowing your employer’s policies, and how they align with state and federal laws, is the best way to make sure you’re treated fairly.
Final Thoughts
Arkansas gives employers a great deal of flexibility when it comes to managing leave, but that also means employees must pay close attention to company policies. For employers, having a clear, written policy ensures fairness and compliance. For employees, understanding those policies and how they interact with federal laws helps protect your rights and ensures you get the time off you’re entitled to.

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July 22, 2024
Arizona Leave Laws And Holidays
Understanding the rules around Paid Time Off (PTO) and leave laws in Arizona is essential for both employers and employees. While Arizona law does not require employers to offer vacation leave, it does impose clear requirements for paid sick time and other leave types. This guide covers important aspects like PTO policies, paid sick leave accrual, federal leave laws, and other types of leave (bereavement, military, jury duty, voting). Whether you’re designing a leave policy or checking your own rights, this overview will help ensure you’re aligned with Arizona regulations.
Paid Time Off (PTO) in Arizona
Leave Quota for Vacation
Arizona state law does not require employers to provide paid or unpaid vacation leave. Employers who choose to offer vacation or PTO must describe those benefits clearly in their policies or employment contracts.
Accrual and Limits
When vacation or general PTO is provided, employers in Arizona have flexibility. They may set accrual rates, caps, and rollover rules, so long as those are communicated.
“Use-It-or-Lose-It” and Rollover
Arizona allows employers to adopt “use-it-or-lose-it” policies for vacation/PTO, meaning unused leave can be forfeited if the policy provides for that, provided employees have had a reasonable opportunity to use the leave.
Payout of Unused Vacation on Separation
No Arizona law automatically requires payout of unused vacation or PTO upon employment termination. If a policy or contract states that payout will happen, it must be honored; otherwise, the employer may not be obligated.
Paid Sick Leave in Arizona
Legal Requirement and Accrual
Arizona’s Earned Paid Sick Time law (under the Fair Wages and Healthy Families Act) requires most employers to provide paid sick leave. Employees accrue at a rate of 1 hour of paid sick time for every 30 hours worked.
Caps Based on Employer Size
For employers with 15 or more employees, employees may earn up to 40 hours of paid sick leave per year.
For employers with fewer than 15 employees, the cap is up to 24 hours per year, unless the employer chooses a higher limit.
Carryover of Unused Sick Time
Unused paid sick time must generally carry over into the next year, up to the employer’s cap, unless the employer front-loads the full amount and policy states otherwise.
Use of Paid Sick Leave
Employees may use paid sick leave for their own illness, a family member’s illness, preventive care, or in certain cases of domestic violence or stalking. Employers must not retaliate against employees using paid sick time.
Payout of Unused Sick Leave on Separation
Arizona law does not require payout of unused paid sick leave when employment ends unless the employer’s policy requires it.
Federal Leave & Additional Leave Types
Family & Medical Leave (FMLA)
Under the federal Family and Medical Leave Act (FMLA), eligible employees in Arizona may take up to 12 weeks of unpaid, job-protected leave for qualifying family or medical reasons (such as childbirth or caring for a sick family member).
Maternity, Paternity & Discrimination Protections
Arizona does not have separate state-mandated maternity or paternity leave beyond FMLA, but protections exist under federal law, such as the Pregnancy Discrimination Act and the state’s civil rights law prohibiting discrimination based on pregnancy or gender.
Bereavement Leave
Arizona law does not require employers to provide paid or unpaid bereavement leave. It is optional and depends on employer policy.
Jury Duty Leave
Employees must be granted unpaid leave to serve jury duty; employers cannot force employees to use sick or vacation leave for jury service. Upon return, employees must be reinstated.
Military Leave
Under federal law (Uniformed Services Employment and Reemployment Rights Act, USERRA) and Arizona state law, employees serving in the U.S. military or National Guard are entitled to unpaid leave and job protection.
Voting Leave
Arizona law requires employers to provide up to three hours of paid leave for employees to vote in any election, if their work schedule does not allow sufficient time otherwise. The employee must give notice at least one day before.
State Holidays
Private employers in Arizona are not legally required to provide paid holiday leave. If holiday leave is offered, it must follow the employer’s policy or contract.
How Employers and Employees Can Use the Day Off App
With multiple types of leave and state law requirements in Arizona, using a leave-management platform like the Day Off app can help:
Automatically track accruals of paid sick leave and PTO.
Apply caps, carryover rules, or “use-it-or-lose-it” settings as per policy.
Give employees clear visibility into their leave balances, usage, and rights.
Simplify policy compliance and reduce administrative burdens.
Frequently Asked Questions
What difference does a paid sick leave law make compared to vacation leave?
Paid sick leave is a legal requirement in Arizona for most employers and is meant for health-related absences. Vacation or general PTO is optional and at the employer’s discretion. If an employer offers PTO, they can set its rules, but it does not replace the required paid sick leave.
Can an employer take away my unused sick time at year-end?
No. Unused sick time must carry over from year to year up to the maximum annual amount allowed (24 or 40 hours, depending on employer size) unless a “front-load” approach is used, where the full annual amount is given atthe start of the year and carry-over is not required.
Am I guaranteed paid vacation leave in Arizona?
No. Vacation leave is not mandated by Arizona law. Whether you receive paid vacation depends entirely on your employer’s policy or employment contract.
If I quit or am terminated, will my unused PTO or sick time be paid out?
For PTO or vacation leave, payment depends on your employer’s policy, Arizona law does not require payout unless the policy provides for it. For paid sick leave, Arizona law does not require payout of unused sick time upon separation.
What if my employer has a “use-it-or-lose-it” policy for vacation or PTO?
Such policies are generally allowed under Arizona law, provided the policy is clearly communicated, gives employees a reasonable opportunity to use the time, and is consistent with employment agreements.
How much paid sick leave do I earn if I work in Arizona?
You accrue 1 hour of paid sick leave for every 30 hours worked. For employers with 15 or more employees, the maximum use per year is 40 hours; for fewer than 15 employees, it’s 24 hours.
Can I request leave for non-medical reasons using paid sick leave?
No. Paid sick leave must be used for the purposes defined by law, your own or a family member’s illness, medical care, or certain safety situations (e.g., domestic violence). For other reasons, you would use vacation, PTO, or unpaid leave if available.
What should I check in my employer’s leave policy?
Look for clarity on how much PTO or vacation is offered, whether it accrues, if there is a carry-over or forfeit policy, what rights you have to paid sick time, and any caps or payout rules. Know your rights under the state’s paid sick leave law.
How does the Day Off app help me as an employee?
The Day Off app gives you a real-time view of your accruals, balances, and usage. It helps you plan your time off, request leave efficiently, and ensures you’re getting your rightful sick leave and PTO benefits as per company policy and law.
Conclusion
In 2026, Arizona’s leave laws present a mix of mandatory and optional benefits. While vacation or general PTO remains up to the employer, paid sick leave is a mandated right for most workers, and federal leave protections cover time off for family or medical reasons. Employers should clearly document their policies, communicate them to employees, and use robust tools like the Day Off app to manage leave effectively. Employees should review and understand their company’s policy, know their legal rights, and plan their leave accordingly. With proper awareness and organization, both sides can handle leave in a fair, lawful, and balanced way.
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July 21, 2024
Alaska Leave Laws And Holidays
Navigating Paid Time Off (PTO) and Alaska Leave Laws is essential for both employers and employees. While Alaska has historically allowed significant flexibility in time-off policies, new updates, including the Paid Sick Leave Law effective July 1, 2025, mean businesses must ensure compliance by 2026.
This guide explains Alaska’s PTO and leave rules, including vacation, sick, and family leave, along with specific protections for military, jury, and voting leave. With a clear understanding of these policies and tools like the Day Off app, organizations can remain compliant, and employees can fully understand their rights and benefits.
Paid Time Off (PTO) in Alaska
Leave Quota
In Alaska, vacation leave is not required by law. Employers may choose whether to offer vacation or PTO and under what conditions. If they do, those terms must be clearly defined in company policies, employment contracts, or collective bargaining agreements.
Accrual
Employers are not legally required to pay out accrued vacation or PTO when an employee leaves. However, if the company policy or employment contract guarantees payment, that agreement must be honored.
Rollover (“Use-It-or-Lose-It”)
Alaska law permits “use-it-or-lose-it” policies, allowing employers to require employees to use their PTO by a specific deadline or forfeit it. Employers must communicate this policy clearly and in writing.
Payout on Termination
Alaska has no statute mandating payout for unused vacation or PTO upon termination. The decision depends entirely on company policy or contractual agreement.
Sick Leave in Alaska
New Paid Sick Leave Law (Effective July 1, 2025)
Beginning July 1, 2025, Alaska employees will start earning paid sick leave, making 2026 the first full year of statewide compliance.
Key details include:
Employees earn 1 hour of paid sick leave for every 30 hours worked.
Employers with 15+ employees may cap accrual at 56 hours per year.
Employers with fewer than 15 employees may cap accrual at 40 hours per year.
Unused sick leave carries over to the next year, up to the applicable cap.
Leave can be used for personal illness, family medical care, or domestic-violence-related absences.
Employers are encouraged to update their leave-tracking systems before 2026 to ensure full compliance.
Family, Maternity, and Paternity Leave
Federal Law (FMLA)
Eligible employees can take up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons, such as childbirth, adoption, or serious illness.
To qualify, an employee must:
Have worked at least 12 months,
Have logged 1,250 hours in the past year, and
Work for an employer with 50+ employees within 75 miles.
Alaska Family Leave Act (AFLA) Public Sector
The AFLA grants up to 18 weeks of job-protected leave to eligible public employees within a 12- or 24-month period. Covered reasons include pregnancy, childbirth, adoption, or caring for a family member with a serious health condition.
Anti-Discrimination Protections
The Alaska Human Rights Law prohibits discrimination based on pregnancy, childbirth, or related conditions. This applies to both private and public employers of all sizes.
Bereavement Leave
There is no state or federal requirement for bereavement leave in Alaska. Employers may choose to offer paid or unpaid time off for bereavement, but they must apply policies fairly and consistently across all employees.
Jury Duty Leave
Employers must provide employees with unpaid time off to serve on a jury. It is illegal to terminate, penalize, or retaliate against employees for fulfilling jury obligations. Public employers, however, must provide paid jury leave to full-time employees.
Military Leave
Under both Alaska law and the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are entitled to unlimited unpaid leave for military service, along with reinstatement rights.
Public employees called to duty by the governor receive five days of paid leave per year.
Voting Leave
If an employee’s work schedule does not allow sufficient time outside of working hours to vote, the employer must provide paid time off to vote. While the law does not specify how much time, it must be reasonable to ensure employees can cast their ballots.
Alaska State Holidays in 2026
Private employers are not legally required to offer paid or unpaid leave on state holidays. However, many choose to include holiday pay or additional PTO as part of their benefits package.
Official state holidays in 2026 include:
New Year’s Day, January 1
Martin Luther King Jr. Day, January 19
Presidents’ Day, February 16
Seward’s Day, March 30
Memorial Day May 25
Independence Day, July 4
Labor Day, September 7
Alaska Day, October 18
Veterans Day, November 11
Thanksgiving Day, November 26
Christmas Day, December 25
Using the Day Off App to Manage Leave
As Alaska employers prepare for the new paid sick leave law, managing multiple leave types can be challenging. The Day Off app offers an intuitive solution by:
Automating PTO and sick-leave accruals,
Allowing flexible settings for rollover and usage caps,
Giving employees full visibility into their balances, and
Simplifying HR compliance and record-keeping.
For employees, the app makes requesting, tracking, and planning time off simple and transparent, improving satisfaction and workplace communication.
Frequently Asked Questions
Is paid vacation mandatory in Alaska?
No. Paid vacation is not a legal requirement in Alaska. Employers can decide whether to offer it and under what terms, but if they do, those terms must be clearly outlined in writing and applied consistently.
What’s the difference between PTO and vacation leave?
PTO (Paid Time Off) is a flexible policy that combines various leave types, such as vacation, sick days, and personal time, into one pool. Vacation leave typically refers only to time off for rest or travel.
Will the new paid sick-leave law apply to all employers?
Yes. Beginning in mid-2025, all Alaska employers must provide paid sick leave, though smaller employers can use lower accrual caps. This ensures both large and small businesses maintain fair, proportional policies.
Can unused sick leave roll over into the next year?
Yes. Unused sick leave will carry over into the next calendar year, though employers may cap the total number of hours an employee can accumulate.
Are employers required to pay out unused PTO or vacation when someone leaves?
Not by law. However, if a company’s written policy or employment contract states that unused PTO or vacation will be paid out at termination, the employer must honor that agreement.
Can companies enforce “use-it-or-lose-it” rules?
Yes, as long as the policy is clearly communicated in advance and aligns with any contractual terms. Employers should provide employees with enough notice and flexibility to use their time before it expires.
How much maternity or paternity leave can employees take?
Under federal law, eligible employees can take up to 12 weeks of unpaid, job-protected leave for childbirth, adoption, or bonding with a new child. Public-sector employees may qualify for up to 18 weeks under the Alaska Family Leave Act.
Do employees receive pay while on jury duty?
Private-sector employers are not required to pay for jury duty, but employees must be given time off without penalty. Public employees, however, are entitled to paid leave during jury service.
Are employees guaranteed time off to vote?
Yes. Employers must provide paid time off if an employee’s schedule doesn’t allow enough time outside of work to vote. The amount of leave should be sufficient for the employee to cast a ballot.
How can the Day Off app help businesses stay compliant?
The Day Off app automates leave accrual, tracking, and reporting, ensuring employers meet all new legal requirements while keeping policies transparent and easy to manage. It also reduces errors and paperwork, improving efficiency across the organization.
Conclusion
As Alaska moves into 2026, employers must adapt to both traditional PTO flexibility and the new mandatory paid sick-leave requirements. Transparency, fair application, and proper documentation are essential to compliance.
Employers should review and update policies now to stay compliant, while employees should familiarize themselves with their rights under both state and federal law. With tools like the Day Off app, managing PTO, sick leave, and other absences becomes seamless, fostering a workplace culture built on trust, balance, and accountability.
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July 18, 2024
Alabama Leave Laws And Holidays
Leave policies play a vital role in the modern workplace, both for employers who want to attract and retain talent, and for employees who need to keep work and personal life balanced. In Alabama, leave laws, especially those governing Paid Time Off (PTO), vacation, and sick leave, are influenced heavily by federal law and state precedent. While Alabama does not require private employers to provide many types of leave, there are still important details, protections, and conditions that you should understand.
Whether you are an employer drafting a leave policy, or an employee wanting to know your rights, this article will walk you through what matters in Alabama: vacation leave, sick leave, maternity and paternity leave, bereavement, jury duty, military leave, voting leave, and state holidays.
Paid Time Off (PTO) and Vacation Leave in Alabama
No State Mandate for Vacation Leave
Unlike some states, Alabama does not require private employers to provide paid or unpaid vacation leave. Whether an employee gets vacation time depends entirely on what the employer offers by policy, contract, or collective bargaining.

That means if you receive vacation leave, it’s a benefit your company gives, not something guaranteed by state law.
Accrual, Use, and Payout Rules
Because there is no requirement to offer vacation leave:
An employer can decide when vacation can be used, how much can be accrued, or even if unused vacation is forfeited. Use-it-or-lose-it policies may be permitted if the employer’s policy clearly states so.
When employment ends, there is no automatic state rule saying the employer must pay out unused vacation—unless the company’s own policy or employment contract says so. Courts in Alabama have ruled that employer policies that disqualify payout are valid.
If you are covered by a policy that promises payout, the employer must honor it as part of the contract.
How to Approach PTO Policies as an Employer
If you’re an employer in Alabama:
Clearly define your vacation/PTO policy in writing: how much is granted, when and how it can be used, whether it carries over, and under what conditions payout occurs on separation.
Communicate the policy to employees so they understand whether remaining vacation is guaranteed or forfeited at year-end.
Consider industry norms: though not legally required, many employers use vacation leave as part of competitive benefits.
Sick Leave in Alabama
Private Sector
In Alabama’s private sector, the state does not require employers to provide paid or unpaid sick leave for non-government employees.

If an employer does offer sick leave, it must follow its own policy or contract regarding accrual, use, and payout.
Federal Protections (FMLA)
While Alabama may not require sick leave, federal law does offer protection: The federal Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for serious health conditions, childbirth/adoption, or caring for certain family members.

Eligibility requires working 12 months for the employer, having worked 1,250 hours in the prior year, and employment at a location with at least 50 employees within 75 miles.
What This Means for Employees
As an employee:
If offered, review your employer’s sick-leave policy carefully (how many days, how they accrue, whether they carry over).
Even if sick leave is not offered, you may still qualify for FMLA leave depending on your employer and your role.
Understand that, unlike some other states, unused sick leave is not automatically considered wages in Alabama unless your policy treats it as such.
Maternity, Paternity, and Family Leave
Federal Coverage
For private-sector employees in Alabama, leave related to childbirth, adoption, or serious illness of a family member is primarily governed by the FMLA, which grants up to 12 weeks of unpaid, job-protected leave.

There is no separate statute in Alabama that mandates paid parental leave for private‐sector workers.
State Employees / Public Sector
It’s important to note: for public employees, state or local laws may provide additional benefits (for example, leave accrual for state service). But for most private employers, the federal rules are the baseline.
As an Employee
If you’re expecting a child or adopting:
Check if your employer offers paid parental leave or enhanced benefits beyond FMLA.
Understand you may still have job protection under the FMLA if eligible, but it is unpaid.
Ensure you follow notice and eligibility rules for FMLA to preserve your rights.
Additional Leave Types
Bereavement Leave
Alabama law does not require private employers to provide bereavement leave (paid or unpaid). It is at the discretion of the employer or specified in company policy.
Jury Duty Leave
For full-time employees, Alabama law mandates paid leave for jury duty. Employers cannot force employees to use vacation, sick, or unpaid leave for jury service.
Military Leave
Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and supplemental state laws, employees called for military service are protected from job discrimination and are entitled to leave for service. State law provides unpaid leave for state military duty and training.
Voting Leave
Employees in Alabama are entitled to up to one hour of unpaid leave to vote, provided reasonable notice is given and the employee’s work schedule doesn’t already allow time to vote outside working hours.
State Holidays
Private employers in Alabama are not required by law to provide paid or unpaid leave for state holidays. Holiday leave is a benefit companies may choose to offer.
Practical Tips for Employers & Employees
For Employers:
Draft clear written leave policies, vacation, sick, parental, and other types, so employees know what is available and on what terms.
If you offer vacation or PTO, decide your payout, carry-over, accrual, and use-it-or-lose-it conditions clearly.
Comply with federal laws (FMLA, USERRA) even if state law does not.
Ensure that jury duty and other protected leaves are handled according to law (e.g., cannot force using vacation for jury duty).
For Employees:
Read your employer’s written leave policy carefully so you understand what you’re being offered.
Ask whether unused vacation is paid out at termination, and whether your sick or vacation leave accrues or is “use-it-or-lose-it”.
Know your rights under federal law, FMLA for family/medical leave, USERRA for military service.
For jury duty or voting, you have state protections even if your employer doesn’t provide extra leave benefits.
FAQ Section
What is the minimum PTO required by Alabama law for private sector employees?
Alabama state law does not require private employers to provide any paid time off (vacation or personal). Whether you receive PTO depends on your employer’s policy or contract.
Is an employer required to pay out unused vacation when I leave the job?
No, there is no general state law in Alabama requiring payout of unused vacation time. If your employer’s policy or contract says payout will happen, then it must be honored. If not, the employer may legally withhold the payout.
Does Alabama law require sick leave for private employees?
Not in the private sector. Employers are not required to provide paid or unpaid sick leave, though many choose to offer it as a benefit. Private sector employees may still be eligible for unpaid job-protected leave under the federal FMLA.
Can an employer require I use vacation or PTO for jury duty?
No. Alabama law requires employers to provide paid leave for full-time employees serving on jury duty, and they cannot force the use of vacation, sick, or unpaid leave for this purpose.
If I work part-time, am I eligible for leave benefits under Alabama law?
Since Alabama does not mandate many leave benefits for private employers, eligibility largely depends on your employer’s policy. For federally protected leave (e.g., FMLA), part-time status may affect eligibility. Always check your company’s policy.
What rights do I have if I am called up for military service?
Under federal law (USERRA) and Alabama state law, employees performing military duty are protected from job discrimination and have leave rights. The leave itself may not be paid, but you cannot be punished or fired for the service.
How much time off do I get if my employer allows vacation leave?
It depends. Because there is no legal minimum in Alabama for vacation leave, the amount is whatever your employer offers in policy or contract. On average, many employers provide similar benefits to stay competitive, even though not required.
Does Alabama require leave or payout if I fall ill and cannot work?
No specific state law mandates paid sick leave for private employees. If you want job-protected leave for your own serious health condition or to care for a family member, you may be covered by the federal FMLA (if eligible).
Are there any laws about holidays in Alabama?
For private employers: no, you are not required by state law to provide paid holiday leave, and you can require employees to work on holidays if you wish. If you do offer holiday leave, you must follow your agreed-upon policy.
What should I look for in my employer’s leave policy?
Pay attention to:
How much leave is granted and under what conditions?
Whether unused leave rolls over or is forfeited.
Whether unused leave is paid out when you leave.
How leave accrues (if at all).
Whether special leave (jury duty, military, voting) is treated separately and protected.
Conclusion
While Alabama may have fewer mandated leave benefits compared to some states, it still matters greatly how leave policies are handled in practice. Employers who create clear, fair, competitive leave policies can boost morale, reduce turnover, and support a positive workplace culture. Employees who understand their rights and what their employer’s policy offers can better plan their time off, protect their job-security rights, and make the most of what’s available.
In 2026, whether you are designing a PTO policy as an employer or checking your benefits as an employee, focus on transparency, clarity, and alignment with federal protections. Although your state may not require certain leave types, federal laws like FMLA and USERRA still apply. When you understand the rules and how they apply to your workplace, you can make smarter decisions about work, time off, and balance.
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July 17, 2024