Author: Nehal Nabil

California Leave Laws And Holidays 2025
In 2025, California continues to lead the nation in providing comprehensive California Leave Laws and public holidays that prioritize the well-being of its workforce. With a wide array of mandated leave options, including Paid Time Off (PTO), sick leave, and family leave, California employees are well-supported in balancing their work and personal lives. Understanding these California Leave Laws is crucial for both employers and employees to ensure compliance and to take full advantage of the benefits available. The Day Off app can be a valuable tool in managing and tracking these leave entitlements. Additionally, California’s public holidays offer opportunities for rest and reflection, further enhancing the state’s commitment to a healthy work-life balance. This article will delve into the specifics of California Leave Laws and holidays for 2025, providing essential insights for navigating the year’s requirements and benefits.

Paid Time Off (PTO) in California

Leave Quota

California leave laws does not mandate a specific amount of PTO that employers must provide. However, employers that offer PTO must adhere to state regulations, ensuring that the policy is fair and transparent. Employers may choose to offer PTO in a lump sum at the start of the year (front-loading) or allow employees to accrue PTO over time, often tied to the number of hours worked.

Accrual

When it comes to accruing PTO, California law allows employers flexibility in setting accrual rates, but they must ensure that the accrual method is reasonable. Typically, employers tie accrual to the number of hours worked, such as one hour of PTO earned for every 40 hours worked. Accrual can be capped, but the cap must allow employees to earn and use a reasonable amount of PTO. For instance, a common cap is 1.5 to 2 times the annual accrual rate.

Rollover

California leave laws does not require employers to provide a rollover of unused PTO from one year to the next. However, if an employer has a “use-it-or-lose-it” policy, they must still comply with state regulations that prohibit the forfeiture of earned vacation time. As a result, many employers implement a rollover policy or pay out unused PTO at the end of the year. Alternatively, employers may cap accruals to prevent excessive rollover while still complying with the law.

Payment of Accrued, Unused Vacation on Termination

One of the key aspects of California’s PTO regulations is the requirement that employers pay out any accrued, unused vacation time upon an employee’s termination. This applies regardless of whether the termination was voluntary or involuntary. The payout must be at the employee’s final rate of pay and included in the final paycheck. This ensures that employees receive the full value of their earned PTO, even if they leave the company.

Sick Leave in California

Federal Laws – Leave Quota

At the federal level, the primary law governing sick leave is the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid leave per year for serious health conditions, including their own or that of a close family member. FMLA does not mandate paid sick leave, but it does protect employees’ jobs and ensures that they can maintain health benefits during their leave. Employers are required to restore the employee to their original or an equivalent position upon their return.
However, FMLA does not provide specific leave quotas for short-term or routine sick leave, leaving it up to employers or state laws to determine such entitlements.

State Laws – Leave Quota

California leave laws are more robust compared to federal regulations, offering mandatory paid sick leave to employees across the state. Under the California Healthy Workplaces, Healthy Families Act of 2014, employers must provide at least 24 hours (or three days) of paid sick leave per year to eligible employees. Employees begin accruing sick leave on their first day of employment, at a rate of one hour of sick leave for every 30 hours worked. Employers can choose to provide the leave upfront or allow it to accrue over time.
The state law also includes provisions that allow employees to carry over unused sick leave to the following year, although the amount can be capped at 48 hours (or six days). This ensures that employees have access to paid sick leave when they need it most, without fear of losing their jobs or income.
Paid Sick Leave Usage
In California leave laws, paid sick leave can be used for a variety of health-related needs. Employees can take time off for their own illness or injury, as well as to care for a sick family member. California’s definition of a family member is broad, including children, parents, spouses, registered domestic partners, grandparents, grandchildren, and siblings. Additionally, employees can use paid sick leave for medical appointments or for purposes related to domestic violence, sexual assault, or stalking, such as seeking medical attention, psychological counseling, or legal services.
Accrual Cap
While California law mandates that employers allow employees to accrue paid sick leave at a rate of at least one hour for every 30 hours worked, employers can impose an accrual cap. In 2025, this cap is generally set at 48 hours or six days of paid sick leave. Once the cap is reached, employers can temporarily stop the accrual of additional sick leave until some of the accrued time is used. This cap helps employers manage the amount of leave they are required to offer while ensuring employees still have access to a reasonable amount of sick leave.
Carryover Rules
California leave laws also includes provisions for the carryover of unused sick leave. Employees are allowed to carry over their unused sick leave into the next year, with a cap of 48 hours or six days. This carryover ensures that employees have access to sick leave even if they don’t use all of their allotted days in a single year. However, employers may implement a policy to limit the amount of sick leave that can be carried over, as long as it complies with the state’s minimum requirements.
Using Sick Days as PTO
While paid sick leave is specifically designated for health-related purposes, some employers may allow or require employees to use their sick days as general Paid Time Off (PTO). However, this practice must align with California’s regulations, which require that employees have sufficient leave available for illness or health needs. Employers considering this approach must ensure that they do not violate state laws that mandate a minimum amount of paid sick leave for health-related uses.
Sick Leave Information and Documentation
Employers in California are required to provide employees with information about their sick leave rights, including how much sick leave they have accrued and how it can be used. This information is often provided on pay stubs or through a written notice. Additionally, while employers can require employees to provide reasonable documentation for sick leave usage (such as a doctor’s note), they cannot require it for leaves of three days or less. The requirement for documentation must also not be so onerous as to prevent employees from using their sick leave.

Some Cities in California Offer More Paid Sick Leave

Certain California cities have paid sick leave requirements that provide additional employee benefits. These cities are Berkeley, Emeryville, Los Angeles, Oakland, San Diego, San Francisco, Santa Monica, and Sonoma County. Employers must follow the rule that is more generous to employees; they offer paid sick leave in accordance with the local ordinance when its provisions are more higher than those of California law.

State Disability Insurance (SDI) in California

California’s State Disability Insurance (SDI) program remains a crucial safety net for workers in 2025, providing partial wage replacement to employees who are unable to work due to a non-work-related illness, injury, or pregnancy. Administered by the California Employment Development Department (EDD), SDI ensures that employees have financial support during periods of temporary disability.
Eligibility for SDI
To qualify for SDI benefits in 2025, employees must meet certain eligibility criteria:
Contributions: Employees must have contributed to the SDI program through payroll deductions, which are automatically taken from their wages. These contributions are reflected on pay stubs as “CASDI.”
Disability Definition: The employee must be unable to perform their regular or customary work for at least eight consecutive days due to a non-work-related illness, injury, or pregnancy. The disability must be certified by a healthcare provider.
Wage Requirements: Employees must have earned a minimum amount in wages during a specific base period, which is typically defined as the 12-month period before the disability claim is filed.
Filing a Claim: Employees must file a disability claim with the EDD within 49 days of becoming disabled, although late filing may be allowed under certain circumstances.
Benefits and Duration
SDI provides eligible employees with a weekly benefit amount that is approximately 60-70% of their regular wages, depending on their income level. The benefit amount is calculated based on the highest-earning quarter of the base period. In 2025, the maximum weekly benefit amount has increased to accommodate the rising cost of living in California.
The duration of SDI benefits can extend up to 52 weeks, depending on the severity and duration of the disability. However, the actual length of benefits depends on the healthcare provider’s certification and the nature of the disability.
Interaction with Other Benefits
Employees receiving SDI may also be eligible for other benefits, such as Paid Family Leave (PFL), which provides additional wage replacement for employees who need time off to care for a seriously ill family member or to bond with a new child. It’s important to note that while SDI covers an employee’s own disability, PFL is specifically for family-related caregiving or bonding.
Additionally, SDI benefits do not affect an employee’s right to job-protected leave under federal or state laws, such as the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA). Employees can take these leaves concurrently with SDI to ensure both income replacement and job protection.
Changes and Updates for 2025
In 2025, California leave laws has made several updates to the SDI program to enhance its accessibility and effectiveness. These include:
Improved Online Services: The EDD has enhanced its online platform, making it easier for employees to file claims, check the status of their benefits, and access important information.
Awareness Campaigns: The state has launched awareness campaigns to educate employees about their rights under the SDI program, particularly targeting underserved communities that may be less familiar with the benefits available to them.
Adjustments to Contribution Rates: The contribution rates for SDI may have been adjusted to ensure the program’s long-term sustainability, reflecting the economic conditions and needs of the workforce.

Maternity, Paternity, and FMLA in California

Federal Law

the Family and Medical Leave Act (FMLA) plays a crucial role in providing job-protected leave for eligible employees in California. FMLA allows eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for specific family and medical reasons, including the birth of a child, the adoption or foster care placement of a child, or to care for a newborn child within one year of birth. Both mothers and fathers are eligible for FMLA leave, which ensures that they can take time off from work to care for and bond with their new child without fear of losing their jobs.
To be eligible for FMLA leave, an employee must have worked for their employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and work at a location where the employer has 50 or more employees within 75 miles. During FMLA leave, employers are required to maintain the employee’s group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

Additional State Laws

California leave laws offers additional protections and benefits to employees through state-specific laws. California’s Paid Family Leave (PFL) program provides eligible employees with partial wage replacement benefits for up to eight weeks when taking time off to bond with a new child, whether by birth, adoption, or foster care. Unlike FMLA, which is unpaid, PFL ensures that employees receive a portion of their wages while on leave.
The California Family Rights Act (CFRA) expands upon FMLA by allowing eligible employees to take up to 12 weeks of job-protected leave for similar family and medical reasons. The CFRA covers a broader range of family members than FMLA and applies to employers with five or more employees, making it accessible to more workers. Additionally, under CFRA, employees can take leave to bond with a new child within one year of birth, adoption, or foster care placement, just like FMLA, but with a broader scope and applicability.

Unpaid Maternity Leave in California

Pregnancy Disability Leave

California’s Pregnancy Disability Leave (PDL) offers significant protection for employees who are unable to work due to pregnancy, childbirth, or a related medical condition. In 2025, this state law allows eligible employees to take up to four months (17.3 weeks) of job-protected leave. PDL can be taken intermittently or on a reduced work schedule, depending on the employee’s medical needs, as determined by their healthcare provider.
PDL covers a wide range of conditions associated with pregnancy, including severe morning sickness, prenatal care, postnatal recovery, and other pregnancy-related disabilities. Importantly, PDL is available to employees regardless of how long they have been employed or the number of hours worked. This means that any employee who works for an employer with five or more employees is eligible for PDL.
During PDL, the employer is required to maintain the employee’s health insurance benefits under the same conditions as if they were still working. While PDL is unpaid, employees may use accrued paid time off, such as sick leave or vacation, to receive income during their leave. Additionally, some employees may be eligible for wage replacement benefits through California’s State Disability Insurance (SDI) program.

Family and Bonding Time Leave

Following the period of Pregnancy Disability Leave, employees in California are entitled to additional job-protected leave to bond with their new child under the California Family Rights Act (CFRA). CFRA allows eligible employees to take up to 12 weeks of unpaid leave for family bonding within the first year of a child’s birth, adoption, or foster care placement. This leave is available to both mothers and fathers, ensuring that both parents have the opportunity to bond with their child.
CFRA applies to employers with five or more employees, and to be eligible, employees must have worked for their employer for at least 12 months and have logged at least 1,250 hours in the preceding year. During CFRA leave, employers are required to maintain the employee’s group health insurance coverage on the same terms as if the employee were actively working.
It is important to note that CFRA leave is separate from PDL. Therefore, an employee could take up to four months of PDL followed by up to 12 weeks of CFRA leave, allowing for an extended period of time off to both recover from childbirth and bond with their newborn.

Paid Maternity Leave in California

paid maternity leave in 2025 is primarily facilitated through a combination of state programs that provide wage replacement benefits to eligible employees during their time off for pregnancy, childbirth, and bonding with a new child. Unlike unpaid leave, which provides job protection without compensation, paid maternity leave ensures that employees receive a portion of their income while they are on leave.
California State Disability Insurance (SDI)
During pregnancy and childbirth, many employees in California can receive paid maternity leave benefits through the State Disability Insurance (SDI) program. SDI provides partial wage replacement to eligible workers who are unable to perform their regular work due to pregnancy-related disability. This includes the time before childbirth, as well as recovery time after delivery.
Typically, employees can receive SDI benefits for up to four weeks before their due date and six to eight weeks after childbirth, depending on whether the delivery was vaginal or by cesarean section. The exact duration of benefits depends on the individual’s medical condition and their healthcare provider’s certification.
SDI benefits are calculated as a percentage of the employee’s earnings during a base period, with eligible employees receiving approximately 60% to 70% of their regular wages, up to a weekly maximum amount set by the state. The exact benefit amount depends on the employee’s income and the SDI contribution history.
Paid Family Leave (PFL)
Following the period covered by SDI, new parents in California can access additional paid maternity leave benefits through the Paid Family Leave (PFL) program. PFL provides up to eight weeks of partial wage replacement for eligible employees who need time off to bond with a new child within the first year of birth, adoption, or foster care placement.
Like SDI, PFL benefits are calculated based on a percentage of the employee’s earnings, and they offer the same rate of 60% to 70% of wages, up to the state’s maximum weekly benefit amount. PFL benefits are available to both mothers and fathers, making it a key component of California’s support for working families.
Coordination of SDI and PFL
In California leave laws, paid maternity leave is typically a combination of SDI and PFL benefits. An employee may begin receiving SDI benefits before and after childbirth, and then transition to PFL for additional bonding time with their newborn. This coordinated approach allows for a more extended period of paid leave, supporting both the physical recovery of the mother and the critical bonding time with the child.
For example, an eligible employee might receive SDI benefits for up to four weeks before the due date and six to eight weeks after childbirth, followed by up to eight weeks of PFL benefits for bonding. This can provide a total of up to 16 to 20 weeks of partial wage replacement during maternity leave.
Employer-Provided Paid Maternity Leave
In addition to state-provided benefits, some employers in California offer their own paid maternity leave policies, which may provide full or partial pay for a certain period of time. These employer-provided benefits can be used in conjunction with or in addition to SDI and PFL, depending on the employer’s policy. Employees should check with their employer’s HR department to understand what specific maternity leave benefits are available.

Bereavement Leave in California

California leave laws continues to recognize the importance of supporting employees during times of personal loss by offering Bereavement Leave. Under state law, eligible employees are entitled to take up to five days of unpaid leave following the death of a close family member, such as a spouse, child, parent, sibling, grandparent, or domestic partner. This leave allows employees to attend funeral services, handle related legal matters, and grieve without the added stress of work obligations. While Bereavement Leave in California is unpaid, some employers may offer paid leave as part of their company policy, or employees may use accrued paid time off, such as vacation or sick leave, to cover the period. The law ensures that employees can take this necessary time without fear of losing their jobs, reflecting California’s commitment to supporting workers during challenging times.

Jury Duty Leave in California

Jury Duty Leave is a protected right for employees, ensuring that they can fulfill their civic responsibilities without jeopardizing their employment. Under California law, all employers are required to provide unpaid leave to employees who are summoned for jury duty. While the law mandates that this leave be unpaid, many employers choose to offer paid leave for the duration of jury service as part of their benefits package. Additionally, employees cannot be fired, disciplined, or otherwise penalized for taking time off to serve on a jury. Employees are generally required to provide their employers with reasonable notice upon receiving a jury summons. This legal protection reinforces the importance of civic duty in California, allowing employees to participate in the judicial process with peace of mind, knowing that their jobs are secure during their time of service.

Military Leave in California

Federal Law

Under federal law, military leave for employees in California is primarily governed by the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA provides protections for employees who serve in the uniformed services, ensuring they can take time off from their civilian jobs to perform military duties without fear of losing their employment. This law applies to all employers, regardless of size, and covers various types of military service, including active duty, reserve duty, and National Guard service. Under USERRA, employees are entitled to be reinstated to their previous position or a comparable one upon their return, with the same seniority, status, and pay, as if they had never left for military service. Additionally, USERRA prohibits discrimination based on military service and ensures that employees on military leave continue to receive certain benefits, such as health insurance coverage, for up to 24 months.

State Law

California law provides additional rights and benefits to employees who take military leave. The California Military and Veterans Code grants employees of the state or any public entity up to 30 days of paid military leave per year for active military duty, including training. This paid leave is available to public employees who have been employed for at least one year, ensuring that they receive their full salary during their initial period of military service. For private-sector employees, while military leave is generally unpaid, California law ensures that they receive the same job protections as under USERRA. Moreover, California’s Fair Employment and Housing Act (FEHA) extends anti-discrimination protections to service members, prohibiting employers from discriminating against employees based on their military status or obligations. The state also offers additional protections for National Guard members called to active state duty, ensuring that they are entitled to similar job protections and benefits as those serving under federal orders.

Voting Leave in California

Voting Leave is a legally protected right that ensures employees can participate in elections without facing penalties at work. California law mandates that employers must provide up to two hours of paid time off for voting if an employee does not have sufficient time to vote outside of working hours. This leave is intended to allow employees to vote at the beginning or end of their shift, depending on what works best for both the employee and employer. Employees are required to give notice to their employer at least two working days in advance if they need to take time off to vote. By guaranteeing Voting Leave, California emphasizes the importance of civic participation, ensuring that all eligible voters have the opportunity to cast their ballots without workplace conflicts.

California State Holidays in 2025

California observes a range of state holidays that give residents time off to celebrate important events and traditions.

Holiday

New Year’s Day
Martin Luther King Jr. Day
Lincoln’s Birthday
Presidents’ Day
César Chávez Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day

Date

January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 12, 2025 (Wednesday)
February 17, 2025 (Monday)
March 31, 2025 (Monday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
October 13, 2025 (Monday)
November 11, 2025 (Tuesday)
November 28, 2025 (Thursday)
November 29, 2025 (Friday)
December 25, 2025 (Thursday)
September 1, 2024
Arkansas Leave Laws And Holidays 2025
As we step into 2025, it’s crucial for both employers and employees in Arkansas to stay informed about Arkansas leave laws and official holidays. Understanding these regulations not only ensures compliance but also fosters a workplace culture that values work-life balance and employee well-being. With tools like Day Off simplifying leave management, keeping track of Paid Time Off (PTO) policies, sick leave, jury duty, and military leave has never been easier. This article will guide you through the latest updates and legal requirements for the coming year, and with the help of Day Off, planning and managing your time effectively becomes a breeze. Additionally, we’ll highlight the official state holidays for 2025, helping you make the most of your time off. Whether you’re an HR professional, a business owner, or an employee, staying up-to-date with Arkansas’s leave laws is essential for navigating the workforce landscape in the year ahead.

Paid Time Off (PTO) in Arkansas

Leave Quota

In Arkansas leave laws, there is no state-mandated requirement for employers to provide paid time off (PTO). However, many employers offer PTO as a benefit to attract and retain employees. The leave quota typically varies depending on the company’s policies, industry standards, and the employee’s length of service. Companies might offer a set number of days per year that employees can use for vacation, personal days, or sick leave, which is often outlined in the employee handbook or contract.

Accrual

PTO in Arkansas is generally accrued over time, allowing employees to earn leave days based on the number of hours worked or the length of service. For example, an employee might accrue a certain number of hours per pay period, resulting in a steady accumulation of leave throughout the year. Employers often have policies detailing how and when this accrual occurs, and whether the rate of accrual increases with tenure.

Rollover

Arkansas leave laws does not have a state law requiring employers to allow employees to rollover unused PTO from one year to the next. However, many employers choose to implement rollover policies to provide employees with flexibility in managing their time off. Rollover policies vary; some employers allow full rollover of unused days, while others may cap the amount of leave that can be carried over. In some cases, employers may implement a “use-it-or-lose-it” policy, which requires employees to use their accrued PTO by a certain date, or it will be forfeited.

Payment of Accrued, Unused Vacation on Termination

Arkansas leave laws does not require employers to pay out accrued, unused vacation time upon an employee’s termination unless there is a specific agreement or company policy in place that mandates such a payout. If an employer’s policy states that accrued PTO will be paid out upon termination, they are legally obligated to follow that policy. In the absence of such a policy, whether the unused vacation is paid out is at the discretion of the employer. It is important for both employers and employees to clearly understand the terms of PTO payouts as outlined in the employment agreement or handbook.

Sick Leave in Arkansas

Federal Laws – Leave Quota

Under federal law, there is no specific requirement for employers to provide paid sick leave to employees. However, the Family and Medical Leave Act (FMLA) does provide eligible employees with up to 12 weeks of unpaid leave per year for certain medical and family-related reasons, including personal or family illness. FMLA applies to employers with 50 or more employees and covers those who have worked for the employer for at least 12 months and have completed 1,250 hours of service in that period.
While FMLA does not mandate paid sick leave, it does ensure that employees can take time off for serious health conditions without fear of losing their job. Employers are required to maintain the employee’s group health insurance during FMLA leave under the same terms and conditions as if the employee had not taken leave. Upon return, the employee is entitled to be reinstated to their original job or an equivalent position.

State Laws – Leave Quota

As of 2025, Arkansas leave laws does not have a state law that mandates employers to provide paid sick leave to their employees. The provision of sick leave, including the quota and accrual, is typically left to the discretion of the employer. Employers who choose to offer sick leave can set their own policies regarding the amount of leave provided, how it accrues, and how it can be used. These policies are usually detailed in the employee handbook or employment contract.
Although there is no statewide mandate, some localities or industries within Arkansas may have their own regulations or agreements that govern sick leave. It’s important for both employers and employees to understand the specific policies that apply to their workplace. Employers who offer sick leave should clearly communicate the leave quota, accrual methods, and any restrictions on the use of sick leave to their employees.

Combined Considerations

While Arkansas does not impose state-mandated sick leave quotas, employers who are subject to federal FMLA regulations must ensure that their sick leave policies align with FMLA requirements. This includes providing unpaid leave for serious health conditions as specified under FMLA and ensuring job protection during such leave. Employers may also choose to implement more generous sick leave policies as part of their benefits package, providing additional paid sick leave that complements the unpaid leave provided by FMLA.
For employees, understanding the distinction between federal protections under FMLA and employer-provided sick leave is crucial. While FMLA provides unpaid leave for specific conditions, employer policies may offer paid sick leave for less severe illnesses or injuries. Knowing your rights and the specific leave entitlements under both federal and state laws, as well as employer policies, helps ensure that you can manage your health needs effectively without jeopardizing your employment.
Payout
Sick leave is unpaid.

Maternity, Paternity, FMLA in Arkansas

Federal Laws

The primary federal law governing maternity and paternity leave in the United States is the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to take up to 12 weeks of unpaid leave within a 12-month period for the birth of a child, the placement of a child for adoption or foster care, or to care for a newborn or newly placed child. This leave can be taken by both mothers and fathers, making it applicable for both maternity and paternity leave.
To qualify for FMLA leave, employees must meet the following criteria:
Work for a covered employer, typically one with 50 or more employees within a 75-mile radius.
Have been employed by the employer for at least 12 months.
Have worked at least 1,250 hours during the 12 months preceding the start of the leave.
During FMLA leave, employers must maintain the employee’s group health insurance coverage under the same terms as if the employee had continued to work. Upon returning from FMLA leave, the employee is entitled to be restored to their original job or an equivalent position with the same pay, benefits, and other terms and conditions of employment.
While FMLA provides important protections, it does not require that the leave be paid. However, some employers may offer paid maternity or paternity leave as part of their benefits package, either supplementing FMLA leave or providing additional leave.

Additional State Laws

As of 2025, Arkansas does not have additional state laws that require employers to provide paid or unpaid maternity or paternity leave beyond what is mandated by FMLA. This means that the FMLA’s provisions serve as the primary legal framework for maternity and paternity leave in the state.
While Arkansas does not impose additional leave requirements, some employers may choose to offer more generous leave policies. These policies can include paid maternity or paternity leave, extended unpaid leave, or other benefits that support new parents. Employers in Arkansas have the flexibility to design their leave policies to attract and retain talent, often tailoring benefits to meet the needs of their workforce.
It is also important to note that some industries or workplaces in Arkansas may be subject to collective bargaining agreements or other contracts that provide for maternity and paternity leave beyond the minimums required by law. Employees should review their specific employment agreements and handbooks to understand their leave rights fully.
Payout
Maternity and paternity leaves are unpaid in the private sector.

Bereavement Leave in Arkansas

As of 2025, Arkansas does not have a state law mandating employers to provide bereavement leave to employees. Bereavement leave, which allows employees to take time off following the death of a close family member, is typically governed by the policies set by individual employers. Many companies in Arkansas choose to offer bereavement leave as part of their benefits package, recognizing the importance of allowing employees time to grieve and handle personal matters during such a difficult period. The specifics of bereavement leave, including the number of days allowed and eligibility criteria, vary widely depending on the employer’s policy. Employees should consult their employee handbook or speak with their HR department to understand the bereavement leave options available to them. While there is no state-mandated requirement, the inclusion of bereavement leave in company policies is becoming increasingly common, as employers seek to support the well-being of their workforce.

Jury Duty Leave in Arkansas

In 2025, Arkansas law requires employers to provide leave for employees summoned for jury duty. Employers in Arkansas are prohibited from terminating, disciplining, or otherwise penalizing employees for fulfilling their civic duty of serving on a jury. While the law mandates that employers must allow time off for jury service, it does not require them to pay employees during this period. However, some employers may choose to provide paid leave for the duration of jury duty as part of their benefits package. Employees called for jury duty should inform their employers as soon as possible and provide a copy of the summons. Upon completing their service, employees typically have the right to return to their original job or an equivalent position. Understanding your rights and employer policies regarding jury duty leave is essential for ensuring compliance and maintaining job security while serving on a jury.
Payout
Court pay:
Employees who serve as jurors in Arkansas are paid $50.00 a with no mileage reimbursement for travel.
Employer pay:
Jury duty is unpaid in Arkansas.

Military Leave in Arkansas

In 2025, employees in Arkansas who are called to serve in the military are protected by both federal and state laws. The Uniformed Services Employment and Reemployment Rights Act (USERRA) ensures that employees can take leave for military service and return to their jobs with the same position, pay, and benefits they would have had if they hadn’t been away. Arkansas law also supports these rights, especially for public employees. While military leave is generally unpaid, some employers may choose to offer additional pay or benefits during this time. Employers are required to allow leave for military service and cannot discriminate against employees because of their military duties. It’s important for employees to inform their employers about their service and understand their rights to return to work afterward.
Payout
Military leave is unpaid.

Voting Leave in Arkansas

In 2025, Arkansas leave laws requires employers to provide employees with time off to vote if their work schedule would otherwise prevent them from voting while the polls are open. Employees are entitled to a reasonable amount of time off to vote, typically up to an hour, without facing any penalties or loss of pay. It is important for employees to notify their employers in advance if they need time off to vote. While the law ensures that employees can participate in elections, employers can specify when during the workday the time off can be taken, as long as it allows sufficient time for voting. This ensures that all eligible voters in Arkansas can fulfill their civic duty without worrying about job security or pay deductions.
Payout
Voting leave is unpaid.

Arkansas State Holidays in 2025

In 2025, Arkansas observes several state holidays, during which most government offices and many businesses close to allow employees to take time off and celebrate or reflect.

Holiday

New Year’s Day
Martin Luther King Jr. & Robert E. Lee’s Birthday
George Washington’s Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day

Date

Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Thursday, December 25, 2025
August 29, 2024
Arizona Leave Laws And Holidays 2025
Arizona’s leave laws and holiday regulations is crucial for both employers and employees to ensure compliance and fair workplace practices. Arizona leave laws encompass a range of protections and benefits, including paid time off (PTO), sick leave, and holiday entitlements. With tools like the “Day Off” app, managing and tracking these leave benefits has never been easier, helping both employers and employees stay organized. These laws are designed to support workers’ rights while providing businesses with guidelines for managing employee absences effectively. Whether you are navigating PTO accruals, sick leave entitlements, or observing state-recognized holidays, this comprehensive guide to Arizona’s leave laws and holidays in 2025 will help you stay informed and compliant with the latest regulations.

Paid Time Off (PTO) in Arizona

Leave Quota

In Arizona leave laws, employers have the discretion to establish their own Paid Time Off (PTO) policies, including the amount of leave employees are entitled to annually. While there is no state-mandated minimum for PTO, many employers offer between 10 to 20 days per year, depending on factors like tenure, job role, and company policy.

Accrual

PTO in Arizona is typically accrued based on the number of hours worked. Employers may set up accrual rates such as a certain number of hours per pay period. For instance, an employee might accrue 1 hour of PTO for every 40 hours worked. Accrual rates can vary widely depending on the employer’s policy, and some employers may offer front-loaded PTO, where the entire leave quota is provided at the start of the year.

Rollover

Arizona leave laws allows employers to determine whether or not PTO can be rolled over from one year to the next. Some companies implement a “use-it-or-lose-it” policy, requiring employees to use their PTO within the calendar year or lose it. However, other employers may permit unused PTO to roll over, often with a cap on the maximum amount that can be carried over. For example, an employer might allow a rollover of up to 40 hours of unused PTO, with any additional unused time being forfeited.

Payment of Accrued Unused Vacation on Termination

Arizona leave laws does not require employers to pay out unused PTO or vacation time upon termination unless there is a policy or contractual agreement stating otherwise. If an employer’s policy or contract specifies that accrued vacation will be paid out, the employer must honor this agreement. It is essential for employees to be aware of their company’s specific policies regarding PTO payout at termination, as practices can vary.

Paid Sick Leave in Arizona

Federal Laws – Leave Quota

At the federal level, the United States does not mandate a specific leave quota for Paid Time Off (PTO) or vacation time. Instead, leave policies, including the amount of PTO and how it accrues, are generally left to the discretion of employers. The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave, or federal holidays, and there is no federal requirement for PTO. This means that in Arizona, as in other states, the specifics of PTO leave quotas are determined by individual employers.
However, certain federal laws do impact leave policies, particularly in situations involving family and medical needs. The Family and Medical Leave Act (FMLA) is the primary federal law affecting leave quotas, allowing eligible employees to take up to 12 weeks of unpaid leave per year for specific family and medical reasons, with the guarantee of job protection. This leave can be used for situations such as the birth of a child, adoption, personal or family illness, or to care for an immediate family member with a serious health condition. FMLA leave is unpaid but provides critical job security for those who need it.

Paid Sick Leave in Arizona

While there is no federal law requiring paid sick leave, Arizona has its own state laws to address this need. The Arizona Fair Wages and Healthy Families Act mandates that employers provide paid sick leave to employees. The amount of paid sick leave an employee can accrue depends on the size of the employer:
For employers with 15 or more employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year.
For employers with fewer than 15 employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 24 hours per year.
Employees can use accrued paid sick leave for various purposes, including:
Personal or family illness.
Medical appointments.
Domestic violence-related needs, including seeking legal services or relocation.
Unused paid sick leave can be carried over to the following year, but employers may limit the amount of carryover to 40 hours (for larger employers) or 24 hours (for smaller employers). Alternatively, employers can choose to pay out unused sick leave at the end of the year and provide a fresh allotment at the beginning of the next year.

Maternity, Paternity, and FMLA in Arizona

Maternity Leave
In Arizona leave laws, maternity leave is primarily governed by federal law under the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave for the birth and care of a newborn child. During this leave, an employee’s job is protected, and they are entitled to continue their group health insurance coverage under the same terms as if they had not taken leave.
Eligibility requirements for FMLA include:
Working for a covered employer (generally, employers with 50 or more employees).
Having worked for the employer for at least 12 months.
Having completed at least 1,250 hours of work in the 12 months preceding the leave.
Working at a location where the employer has 50 or more employees within a 75-mile radius.
In addition to FMLA, some employers may offer paid maternity leave as part of their benefits package, although this is not mandated by law. Employees should check with their employers to understand the specific maternity leave benefits available to them.
Paternity Leave
Paternity leave in Arizona is also covered under the FMLA, which allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for the birth and care of their newborn child, or for the adoption or foster care placement of a child. Like maternity leave, paternity leave under the FMLA is unpaid, but the employee’s job is protected during the leave period.
Some employers may offer paid paternity leave as a benefit, although it is not required by law. The availability and length of paid paternity leave can vary widely between employers, so employees should inquire about their specific entitlements.
Family and Medical Leave Act (FMLA)
The FMLA serves as the primary federal law providing job-protected leave for family and medical reasons, including both maternity and paternity leave. The 12 weeks of leave under the FMLA can be used for various purposes, such as:
The birth and care of a newborn child.
The placement of a child for adoption or foster care.
To care for a spouse, child, or parent with a serious health condition.
The employee’s own serious health condition that makes them unable to perform their job.
Arizona does not currently have additional state-level family and medical leave laws that expand upon the FMLA. However, the state’s Fair Wages and Healthy Families Act provides paid sick leave, which can be used in certain situations that overlap with FMLA leave, such as caring for a family member with a serious health condition.
While the FMLA provides important protections, it does not mandate paid leave. Employees who require income during their leave may need to explore other options, such as short-term disability insurance, employer-provided paid leave, or the use of accrued paid time off (PTO).

Bereavement Leave in Arizona

bereavement leave is not mandated by state law, meaning employers are not legally required to provide time off for employees to grieve the loss of a loved one. However, many employers choose to offer bereavement leave as part of their benefits package, typically allowing employees to take between 3 to 5 days off with pay. This leave is intended to give employees time to manage funeral arrangements, attend services, and cope with their loss. The specifics of bereavement leave, such as the amount of time off and whether it is paid or unpaid, are determined by the employer’s internal policies. Employees should consult their employer’s handbook or HR department to understand the bereavement leave options available to them in 2025.

Jury Duty Leave in Arizona

employees are entitled to take leave for jury duty without fear of losing their jobs. State law mandates that employers must allow employees to take time off to serve on a jury. This protection ensures that employees can fulfill their civic duty without the risk of termination or any other form of retaliation. Employers are not required to pay employees for time spent on jury duty, although some may choose to do so as part of their benefits package.
Payout for Jury Duty Leave
While Arizona law does not require employers to pay employees during their jury duty leave, employees typically receive a small stipend from the court for each day they serve on a jury. This amount, however, is usually nominal and is intended to cover basic expenses like transportation and meals rather than replace lost wages. Employees who are concerned about income during jury duty should review their employer’s policies or consider using accrued paid time off (PTO) to supplement their earnings during this period. Employers are encouraged to clearly communicate their policies regarding jury duty leave and any associated payouts to ensure employees are fully informed of their rights and options in 2025.

Military Leave in Arizona

Federal Law

Military leave in Arizona is primarily governed by federal law under the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA protects the job rights of individuals who voluntarily or involuntarily leave their civilian employment to undertake military service or certain types of service in the National Disaster Medical System. Under USERRA, employees are entitled to take leave for military service and are guaranteed reemployment in their civilian jobs with the same seniority, status, and pay they would have attained had they not taken leave. USERRA applies to all employers in Arizona, regardless of size, and covers all types of military duty, including active duty, reserve duty, and training.
Key protections under USERRA include:
Reemployment rights: Eligible employees have the right to return to their job after military service, provided they meet certain requirements regarding the duration and nature of the service.
Protection from discrimination: Employers cannot discriminate against employees or prospective employees based on their military service.
Continuation of benefits: Employees on military leave are entitled to continue their health insurance coverage for up to 24 months and may elect to continue other benefits.

State Law

Arizona state law complements federal protections by offering additional benefits to public sector employees. Arizona law provides public employees, including state, county, and municipal employees, with paid military leave for up to 30 days per year for military training, drills, or call-ups. This leave is separate from other forms of leave, such as vacation or sick leave, and ensures that public employees do not suffer financial loss when fulfilling their military obligations.
For private-sector employees, Arizona follows federal law under USERRA, which means there are no additional state-mandated protections or benefits beyond those provided by the federal government. However, private employers in Arizona may choose to offer additional benefits, such as paid military leave or the continuation of benefits beyond the requirements of USERRA.

Voting Leave in Arizona

employees are entitled to time off to vote in statewide elections if they do not have sufficient time outside of their working hours to do so. Employers are required to provide up to three hours of paid leave for voting. However, this leave is only necessary if the employee’s work schedule does not provide at least three consecutive hours of non-working time during the polls’ open hours. Employees must request this leave prior to Election Day, and employers may specify the hours during which the employee can be absent. This ensures that all eligible voters have the opportunity to participate in the democratic process without facing penalties or loss of wages.

Arizona State Holidays for 2025

In 2025, no federal or state law in Arizona mandates that employers provide either paid or unpaid holiday leave to employees. This means that private employers have the discretion to require their employees to work on holidays, including Thanksgiving, Christmas, New Year’s Day, or any other holiday. Employers are not legally obligated to pay employees extra, such as 150% of the regular pay rate, for working on these holidays. Instead, they can compensate employees at their standard rate, just as they would for any regular workday. However, some employers may choose to treat holidays as overtime and offer premium pay for holiday work. If an employer decides to implement paid or unpaid holiday leave, they must adhere to any established company policies or employment contracts that are in place.

Holiday

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
César Chávez Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, March 31
Monday, May 26
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Thursday, December 25
August 28, 2024
Alaska Leave Laws And Holidays 2025
As we move into 2025, understanding the intricacies of Alaska Leave Laws and holiday policies is crucial for both employers and employees. Alaska leave laws unique blend of state and federal regulations shapes the landscape for various types of leave, including Paid Time Off (PTO), sick leave, maternity and paternity leave, and military leave. Additionally, the state observes a series of holidays that may impact work schedules and employee benefits. Whether you’re navigating the complexities of leave entitlements or planning around state-recognized holidays, using tools like the Day Off app can help you stay organized. This comprehensive guide will ensure you’re informed and compliant with Alaska Leave Laws and regulations in 2025.

Paid Time Off (PTO) in Alaska

Leave Quota

Paid Time Off (PTO) policies are generally determined by employers rather than state law. This means that the leave quota—how much PTO an employee is entitled to—can vary significantly between companies. Employers may choose to offer a set number of PTO days based on factors such as length of service, employee rank, or industry standards. It’s common for companies to offer between 10 to 20 days of PTO per year.

Accrual

Accrual refers to the process by which employees earn PTO over time. In Alaska, as in many other states, employers may use an accrual system where PTO is accumulated incrementally. For example, an employee might earn PTO at a rate of 1.5 days per month, resulting in 18 days of PTO by the end of the year. Employers may also opt for a lump sum allocation at the beginning of the year or when the employee is hired.

Roll Over

The rollover policy dictates whether unused PTO can be carried over into the next year. In Alaska, the decision to allow rollover is typically left to the employer. Some companies may implement a “use-it-or-lose-it” policy, where any unused PTO is forfeited at the end of the year, while others may allow partial or full rollover of unused days. Some employers cap the number of days that can be rolled over, ensuring that employees use their PTO regularly.

Payout and Payment of Accrued, Unused Vacation on Termination

Alaska does not have a specific state law requiring employers to pay out unused PTO upon termination of employment. However, if an employer has a written policy or practice of paying out accrued, unused vacation, they are typically required to honor it. This means that if an employee has accumulated PTO and the company’s policy states that it will be paid out upon termination, the employer must comply.

Sick Leave in Alaska

State Laws – Leave Quota

Alaska does not have a statewide mandate requiring private employers to provide paid sick leave to their employees. This means that there is no state law specifying a required leave quota for sick leave. The decision to offer paid or unpaid sick leave is typically left to the discretion of the employer. However, public sector employees and workers in certain cities or industries might have specific sick leave provisions.
Employers in Alaska who choose to provide sick leave should clearly define the leave quota in their company policies. This quota may vary depending on factors such as the employee’s length of service, job classification, and the company’s overall leave policy.

Federal Laws – Leave Quota

At the federal level, the Family and Medical Leave Act (FMLA) is the primary legislation that impacts sick leave policies in Alaska. FMLA entitles eligible employees to take up to 12 weeks of unpaid leave per year for specific medical and family reasons, including serious health conditions. However, FMLA does not mandate paid sick leave, nor does it specify a leave quota for sick days.
Federal contractors and employees of companies with federal contracts may be subject to Executive Order 13706, which requires that employees working on or in connection with covered federal contracts be provided with up to seven days (56 hours) of paid sick leave annually.

Payout in Sick Leave

as with many other states, there is no requirement for employers to pay out unused sick leave upon an employee’s termination. Sick leave is typically viewed as a benefit to be used when needed rather than as earned compensation, so unused sick leave is generally forfeited when employment ends. However, if an employer’s policy or an employment contract explicitly states that unused sick leave will be paid out, the employer is obligated to follow through with this provision.
Employers are encouraged to clarify their payout policies for sick leave in their employee handbooks to avoid any potential disputes.

Maternity, Paternity, FMLA in Alaska

Private Sector Employees

as of 2025, there is no state-mandated requirement for private sector employers to provide paid maternity or paternity leave. The provision of such leave is generally at the discretion of the employer. Many private employers may choose to offer some form of maternity or paternity leave, either paid or unpaid, as part of their benefits package.
Private sector employees in Alaska are often reliant on federal regulations like the Family and Medical Leave Act (FMLA) to secure unpaid time off for maternity and paternity leave. Employers that provide paid leave do so based on their internal policies, and the terms of such leave, including duration and pay, can vary significantly between companies.

Additional State Laws

Alaska does not have additional state laws that specifically mandate maternity or paternity leave beyond what is required by federal law. However, employers in Alaska may offer various forms of leave, such as parental leave, through their own policies. These can include paid time off (PTO), short-term disability insurance, or unpaid leave beyond what is covered under FMLA.
While there are no specific state laws, employees should be aware that some municipalities or larger companies in Alaska may have their own regulations or agreements that provide for maternity and paternity leave. It’s advisable for employees to review their employment contracts or company policies to understand their rights and benefits fully.

Public Sector Employees

Public sector employees in Alaska, including state and local government workers, may have different entitlements compared to those in the private sector. While Alaska does not have a universal paid maternity or paternity leave law, public sector employees may have access to more generous leave options. These can include extended unpaid leave, paid leave through accrued sick or annual leave, and additional benefits provided through collective bargaining agreements.
Some public sector employees may also benefit from state-specific policies or programs that offer partial wage replacement during maternity or paternity leave. This varies by department and job classification, so public sector employees should consult with their HR departments for specific details.

Family and Medical Leave Act (FMLA)

The FMLA is a federal law that applies to both private and public sector employees in Alaska. Under FMLA, eligible employees are entitled to take up to 12 weeks of unpaid leave per year for qualifying family and medical reasons, including the birth or adoption of a child. FMLA leave is job-protected, meaning that employees are entitled to return to the same or an equivalent position at the end of their leave.
To be eligible for FMLA in Alaska, employees must work for a covered employer (typically one with 50 or more employees) and meet specific requirements, such as having worked for the employer for at least 12 months and having logged at least 1,250 hours of service during the previous 12 months.

Bereavement Leave in Alaska

Bereavement Leave in Alaska is typically governed by employer policies rather than state-mandated laws. There is no statewide requirement for employers to provide paid or unpaid bereavement leave, leaving the decision to the discretion of each company. Employers who offer bereavement leave generally allow employees to take a few days off following the death of a close family member, with some companies offering additional paid leave. Public sector employees may have more defined policies regarding bereavement leave, depending on their specific department or collective bargaining agreements. Employees are encouraged to review their company’s leave policies to understand their entitlements in the event of a loss.

Jury Duty in Alaska

In Alaska leave laws in 2025, employees are entitled to take time off for jury duty without fear of losing their job. Under Alaska law, employers are required to provide unpaid leave for the duration of an employee’s jury service. While employers are not obligated to pay employees during their jury duty, they are prohibited from taking any adverse actions against them, such as firing or demoting them for fulfilling their civic duty. Employees should notify their employers as soon as they receive a jury summons, and upon return, they are generally entitled to resume their job with the same pay and benefits as before. Some employers may choose to offer paid jury duty leave as part of their company policies, but this is not mandated by state law.

Payout

Court pay: Employees who serve as jurors in Alaska are paid $25.00 – $50.00 a day and a mileage reimbursement of 0.54 per mile.
Employer pay: Alaska law doesn’t require private employers to pay employees for jury duty.
Best practices. An employer doesn’t have to pay the regular wages if an employee is serving on a jury, but many choose to do so. Most employers have policies that specify whether they are willing or not to pay employees who are serving on jury duty. Although, an employer may require an employee to sign over their jury duty paycheck.

Military Leave in Alaska

In 2025, employees in Alaska who are called to military service are entitled to unlimited unpaid leave under Alaska Stat. § 26.05.075. This applies to members of the organized state militia, which includes the Alaska National Guard, Alaska Naval Militia, and Alaska State Defense Force.
The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) continues to provide comprehensive protection to all employees in the United States, including those in Alaska. USERRA safeguards the employment rights of Army and Air National Guard members called to federal service, ensuring they can return to their civilian jobs with the same pay, seniority, and benefits as if they had not been absent.
In addition to USERRA, Alaska state law provides further employment protections for members of the organized state militia. Specifically, these employees are entitled to:
Unlimited Unpaid Leave of Absence: When called to active state service, members can take an unlimited unpaid leave of absence.
Reinstatement Rights: Upon the conclusion of their active service, employees are entitled to be reinstated to their previous position or a similar one that offers equivalent pay, seniority, and benefits.
Protection for Disabled Service Members: If an employee sustains a disability during active service and can no longer perform their previous job, they are entitled to a comparable position. To secure reemployment, the employee must request it within 30 days of being cleared for full-time work by a physician (AK Stat. Sec. 26.05.075).
Anti-Discrimination Protections: Employers are prohibited from discriminating against members of the state National Guard or naval militia due to their service (AK Stat. Sec. 26.05.340).
For public employees, additional protections apply. If an employee is summoned to active duty by the governor, they are entitled to five days of leave without loss of pay, time, or efficiency rating. However, this paid leave is capped at 16.5 working days within a 12-month period (Alaska Statutes, section 39.20.340).
Payout
Military leave in Alaska remains unpaid, except for the specific provisions allowing public employees limited paid leave when summoned to active duty by the governor.

Voting Leave in Alaska

In Alaska, employees are entitled to take time off to vote in statewide elections. Under Alaska state law, if an employee does not have sufficient time to vote outside of working hours, they are entitled to up to two hours of paid leave to cast their ballot. This time off is typically granted at the beginning or end of the workday, whichever allows the most convenient scheduling without disrupting the employee’s work obligations.
Employers in Alaska are required to accommodate this voting leave, ensuring that employees have the opportunity to participate in elections. However, if an employee has at least two consecutive hours outside of their work schedule when the polls are open, the employer is not obligated to grant additional time off.
It’s important for both employers and employees to understand their rights and responsibilities regarding voting leave to ensure compliance with state law and to support civic participation. In 2025, Alaska continues to uphold these provisions, recognizing the importance of allowing employees the time they need to vote in elections.

Alaska State Holidays in 2025

In 2025, Alaska law continues to not require private employers to provide employees with paid or unpaid holiday leave. Private employers in Alaska have the discretion to determine whether to offer holiday leave and under what conditions. This means that employers can require employees to work on holidays if needed.
Employers are not obligated to pay a premium, such as 1½ times the regular rate, for holiday work unless the employee qualifies for overtime under applicable overtime laws. If a private employer chooses to offer paid or unpaid holiday leave, they must adhere to their established company policies or the terms of the employment contract.
Alaska officially observes 11 state holidays, and these remain the recognized holidays for the state in 2025.

A list of holidays celebrated in Alaska in 2025:

Holiday

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Seward’s Day
Good Friday
Memorial Day
Independence Day
Labor Day
Alaska Day
Veterans Day
Thanksgiving Day
Christmas Day

Date

Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, March 31, 2025
Friday, April 18, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Saturday, October 18, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Thursday, December 25, 2025
August 27, 2024
Alabama Leave Laws And Holidays 2025
employers and employees in Alabama need to stay informed about Alabama Leave Laws and recognized holidays to ensure compliance and maintain a well-balanced work environment. Utilizing tools like Day Off can help businesses and employees manage time off effectively. While Alabama relies heavily on federal laws like the Family and Medical Leave Act (FMLA) to regulate employee leave, the state also observes unique holidays that reflect its cultural heritage. This article provides a detailed overview of Alabama’s leave laws, including vacation, sick leave, and military leave, as well as a comprehensive list of holidays recognized in Alabama for 2025. Understanding these aspects is crucial for businesses to manage their workforce effectively and for employees to exercise their rights regarding time off.

Paid Time Off (PTO) in Alabama

Leave Quota

In Alabama Leave Laws, Paid Time Off (PTO) policies, including leave quotas, are typically determined by individual employers rather than mandated by state law. Alabama does not have a specific state requirement for the amount of PTO that must be offered to employees. Employers have the discretion to set leave quotas based on their internal policies and agreements with employees. The typical leave quota may vary significantly depending on the industry, the size of the business, and the specific terms outlined in employment contracts.

Accrual

The accrual of PTO in Alabama Leave Laws is also left to the discretion of the employer. Common accrual methods include:
Lump-Sum Accrual: Employees receive a set amount of PTO at the beginning of the year or their employment anniversary.
Pro-Rated Accrual: PTO is accrued incrementally, often on a per-pay-period basis, allowing employees to earn PTO gradually over time.
Employers may set specific accrual rates, such as a certain number of hours per month or per year, and they may have caps on how much PTO can be accrued at any given time.

Rollover

Rollover policies, which determine whether unused PTO can be carried over from one year to the next, are determined by the employer. In Alabama:
Limited Rollover: Some employers may allow a certain amount of unused PTO to roll over to the next year, often with a cap on the maximum amount that can be carried over.
No Rollover: Other employers might have a “use-it-or-lose-it” policy, where any unused PTO is forfeited at the end of the year.
Unlimited Rollover: A few employers may allow all unused PTO to roll over indefinitely, though this is less common.

Payment of Accrued, Unused Vacation on Termination

Alabama Leave Laws does not have a state law that mandates the payment of accrued, unused vacation upon termination. This means that whether or not employees are entitled to receive payment for unused PTO when they leave the company depends on the employer’s policies and the terms outlined in the employment agreement.
Payout Required by Policy: If an employer’s policy or the employment contract stipulates that unused PTO will be paid out upon termination, the employer is legally obligated to follow through with this payment.
No Payout Policy: If there is no policy or the policy specifically states that unused PTO will not be paid upon termination, the employer is not required to provide payment.
Employers should clearly communicate their policies regarding the payout of unused PTO to avoid disputes.

Sick Leave in Alabama

State Laws – Leave Quota

As of 2025, Alabama Leave Laws does not have a state-mandated sick leave law requiring private employers to provide paid or unpaid sick leave to employees. However, local governments or certain municipalities within the state might have their own requirements. It is important for employers to stay updated on any local regulations that might impact their sick leave policies.
Key Points:
No state-mandated requirement for paid sick leave in Alabama.
Employers are not required by state law to offer paid or unpaid sick leave, but they may choose to do so voluntarily.
Employers should review local ordinances and agreements that might impose different requirements.

Federal Laws – Leave Quota

Under federal law, sick leave policies are largely governed by the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons. This includes the employee’s own serious health condition or the need to care for an immediate family member with a serious health condition.
Eligibility:
Employees must have worked for the employer for at least 12 months.
They must have worked at least 1,250 hours over the past 12 months.
The employer must have at least 50 employees within a 75-mile radius.
Key Points:
FMLA provides unpaid, job-protected leave, but it does not require paid sick leave.
Employers may offer paid sick leave in conjunction with or beyond FMLA requirements.

Accruals

In Alabama Leave Laws, since there is no state-mandated sick leave, the accrual of sick leave is typically at the discretion of the employer. Employers who choose to offer sick leave may establish their own accrual policies, which might vary based on the company size, industry, or specific employee agreements.
Common Accrual Practices:
Hourly Accrual: Employees earn sick leave based on the number of hours worked, such as 1 hour of sick leave for every 30 hours worked.
Annual Accrual: Employees are granted a specific number of sick leave days or hours at the beginning of each year.
Capped Accrual: Some employers set a maximum limit on the amount of sick leave an employee can accrue.

Payout

Alabama does not require employers to pay out unused sick leave upon an employee’s termination, resignation, or retirement. However, if an employer has a policy or agreement in place that promises such a payout, they are generally required to honor that agreement.
Key Considerations:
Policy-Driven: Payout policies are determined by the employer’s internal policies or employment agreements.
No Legal Obligation: There is no state requirement for sick leave payout unless it’s stipulated in an employment contract or company policy.

Maternity, Paternity, FMLA in Alabama

Maternity Leave

As of 2025, Alabama does not have a state-specific law that mandates paid maternity leave for employees. However, eligible employees in Alabama are protected under the federal Family and Medical Leave Act (FMLA), which allows for unpaid, job-protected leave for maternity-related reasons.
Key Points:
No State Mandate: Alabama does not require employers to provide paid maternity leave.
Federal FMLA Coverage: Eligible employees can take up to 12 weeks of unpaid leave for the birth of a child and to care for the newborn.
FMLA and Maternity Leave in Alabama
Eligibility: Employees must have worked for their employer for at least 12 months and logged at least 1,250 hours during the 12 months preceding the leave.
Duration: Up to 12 weeks of unpaid, job-protected leave.
Job Protection: The employee is entitled to return to the same or an equivalent position after the leave.
Health Insurance: During FMLA leave, the employer must maintain the employee’s health insurance coverage under the same terms as if the employee were working.

Paternity Leave

Similar to maternity leave, Alabama does not have a state law mandating paternity leave. However, under the FMLA, eligible employees (including fathers) are entitled to take unpaid, job-protected leave for the birth of their child or to care for their newborn.
Key Points:
No State Mandate: There is no state-mandated paternity leave in Alabama.
FMLA Coverage: Fathers can use FMLA leave for paternity purposes.
FMLA and Paternity Leave in Alabama
Eligibility: The same eligibility requirements apply for paternity leave under the FMLA as for maternity leave.
Duration: Up to 12 weeks of unpaid leave.
Job Protection: Employees are entitled to return to their job or an equivalent position after their leave ends.
Flexibility: FMLA leave can be taken intermittently or on a reduced schedule with employer approval.

Family and Medical Leave

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees in Alabama with the right to take unpaid, job-protected leave for specific family and medical reasons, including maternity and paternity leave.
Key Features of FMLA:
Eligibility Criteria: Employees must have worked for their employer for at least 12 months and logged at least 1,250 hours in the past 12 months. The employer must have at least 50 employees within a 75-mile radius.
Leave Duration: Up to 12 weeks of unpaid leave in a 12-month period.
Covered Reasons:
The birth and care of a newborn child.
The placement of a child for adoption or foster care.
To care for an immediate family member (spouse, child, or parent) with a serious health condition.
For the employee’s own serious health condition that makes them unable to perform the essential functions of their job.
Job Protection: Employees are entitled to return to the same or an equivalent position after their leave ends.
Health Insurance Continuation: Employers must maintain group health insurance coverage under the same terms as if the employee continued working.

Bereavement Leave in Alabama

As of 2025, Alabama does not have a state law that mandates bereavement leave for employees. Bereavement leave refers to the time off that an employee may take following the death of a close family member. Since there is no state requirement, whether or not an employer provides bereavement leave, paid or unpaid, is typically determined by the employer’s policies or individual employment contracts.
Key Points:
No State Mandate: Alabama does not require employers to provide bereavement leave, either paid or unpaid.
Employer Discretion: Employers in Alabama have the flexibility to create their own policies regarding bereavement leave. These policies may vary widely between different employers and industries.
Common Practices:
Some employers offer a set number of days (typically 3 to 5) of paid bereavement leave for the death of an immediate family member, such as a spouse, child, parent, or sibling.
Other employers may provide unpaid leave or allow employees to use accrued paid time off (PTO) or vacation days for bereavement purposes.
Policies might also differ depending on the relationship to the deceased, with different amounts of leave granted for immediate family members versus extended family or close friends.

Jury Duty Leave in Alabama

Jury Duty Leave in 2025 is an important provision that ensures employees can fulfill their civic duties without fear of losing their jobs. Under Alabama law, employers are required to grant leave to employees who are summoned for jury duty, allowing them to participate in the legal process. This leave is generally unpaid, but employees are protected from being terminated or facing any form of retaliation due to their absence for jury service. Employers may not require employees to use their vacation or other paid leave for this purpose. By mandating Jury Duty Leave, Alabama upholds the principle that serving on a jury is a critical civic responsibility that should be accessible to all eligible citizens without jeopardizing their employment.

Military Leave in Alabama

Federal Law

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), federal law ensures that employees who are members of the military reserves, National Guard, or other uniformed services are entitled to take leave for military duties. USERRA mandates that employers must provide job protection, maintain benefits, and reinstate employees to their previous positions or equivalent roles upon their return from service. Additionally, USERRA prohibits discrimination against employees based on their military service.

state law

Alabama state law complements federal protections by ensuring that members of the Alabama National Guard and other state military forces are granted leave from their civilian employment to perform military duties. State law typically aligns with USERRA but may provide additional protections or extend coverage to certain state-specific military duties. Alabama law also mandates that state employees receive up to 168 hours (21 days) of paid military leave per calendar year when engaged in military training or duty.

Federal vs. State Law

While both federal and state laws provide robust protections for military service members, they differ in certain aspects. USERRA applies broadly to all employers, both public and private, and covers all types of military service. On the other hand, Alabama’s state law specifically benefits public employees, offering them paid leave for military duties, which is not mandated by federal law. In cases where both federal and state laws apply, the law that provides the greater benefit to the employee takes precedence. For instance, a public employee in Alabama might be entitled to paid leave under state law, whereas a private sector employee would rely primarily on the unpaid leave protections offered by USERRA.

Payout

under Alabama state law, public employees who are on military leave for training or active duty are entitled to their regular pay for up to 168 hours annually. This paid leave ensures that employees do not suffer financially while fulfilling their military obligations. In contrast, federal law under USERRA does not require employers to pay employees during their military leave, but it does ensure that employees can return to their jobs with their seniority, status, and pay intact. Thus, in Alabama, public employees benefit from paid military leave, while private employees are more likely to have unpaid leave, with their job security protected under federal law.

Voting Leave In Alabama

Voting Leave in 2025 is designed to ensure that employees have the opportunity to participate in the democratic process without sacrificing their employment. Alabama law provides that employees who do not have three consecutive hours of non-working time while the polls are open may be entitled to up to one hour of paid leave to vote. This time off must be requested in advance, and the employer has the discretion to specify the time during which the employee may leave to vote. This provision is crucial in promoting voter participation and ensuring that all eligible citizens can exercise their right to vote, regardless of their work schedule. However, this leave is typically not granted if the employee has sufficient time outside of working hours to vote.
Payout
Voting leave is unpaid in Alabama.

Alabama State Holidays in 2025

Alabama will observe a variety of state holidays, providing residents with opportunities to celebrate significant historical events, cultural traditions, and national observances.
Holiday

New Year’s Day
Robert E. Lee/Martin Luther King Jr. Birthday
George Washington/Thomas Jefferson Birthday
Confederate Memorial Day
Memorial Day
Jefferson Davis’ Birthday
Independence Day
Labor Day
Columbus /Fraternal /American Indian Heritage Day
Veterans Day
Thanksgiving Day
Christmas Day

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, April 28
Monday, May 26
Monday, June 2
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Thursday, December 25
August 26, 2024
North Dakota Leave Laws And Holidays

Understanding Paid Time Off (PTO) and leave policies can be confusing, especially since rules vary by state. In North Dakota leave laws, there aren’t strict state requirements for vacation, sick leave, or other time off, but there are important guidelines and federal laws to consider. This article breaks down the key points of North Dakota Leave Laws, including PTO, vacation accruals, sick leave, maternity and paternity leave, bereavement leave, and jury duty leave. Whether you’re an employer setting up policies or an employee wanting to know your rights, this guide, along with tools like Day Off, will help you understand the basics of time off in North Dakota.

Paid Time Off (PTO) in North Dakota

Vacation Leave Quota

North Dakota does not have a legal requirement for vacation leave.
In North Dakota, there is no mandate for private employers to offer paid or unpaid vacation leave. However, should an employer choose to provide vacation time, they must adhere to applicable state laws, company policies, and employment contracts.

Accruals

Vacation accrual is not mandatory in North Dakota, though it is a common practice.
Employers in North Dakota have the flexibility to establish their own vacation accrual systems, which can be based on various increments such as daily, weekly, bi-weekly, semi-monthly, or monthly, often aligned with pay periods. Monthly pay periods are the most common in the state.
Employers also have the option to cap the amount of vacation time an employee can accumulate.

Roll Over (Carry Over, Brought Forward)

Use-It-or-Lose-It policies are permitted.
Employers in North Dakota are allowed to implement a “use-it-or-lose-it” policy, where employees must use their vacation time by a certain date—often the end of the year—or forfeit it. While this policy is legal, employers must ensure that employees are well-informed and given sufficient opportunity to take their vacation.

Statutory Provisions Addressing Vacation Pay

PTO is treated as wages in North Dakota.
When an employer offers PTO, it is considered part of the employee’s wages. This includes various types of leave such as annual leave, personal days, and earned time off, among other benefits that compensate employees for their vacation time.

Payment of Accrued, Unused Vacation on Termination

Accrued PTO must be paid out upon termination, with some exceptions.
Employers are generally required to pay out any accrued PTO at the regular rate of pay when an employee leaves. However, exceptions exist if an employer clearly communicated at the start of employment that accrued PTO may not be paid under certain conditions, such as if the employee resigns without giving at least five days’ notice, or if the employee has worked for less than one year.

Sick Leave in North Dakota

Federal Laws – Leave Quota

Federal law provides 12 weeks of unpaid sick leave.
Under the Family and Medical Leave Act (FMLA), eligible employees in North Dakota, like those in other states, are entitled to 12 weeks of unpaid, job-protected leave for certain medical and family reasons. Eligibility requires that the employee has worked for the employer for at least 12 months, putting in at least 25 hours per week, or 1,250 hours over the past year, at a location with 50 or more employees within a 75-mile radius.
The FMLA allows leave for personal medical issues, caring for a seriously ill family member, or for the birth or adoption of a child.
Employers may offer additional sick leave benefits beyond what is federally required.

North Dakota State Laws

No state-mandated sick leave.
North Dakota does not have additional state laws requiring employers to provide sick leave, whether paid or unpaid. If an employer does offer sick leave, they must follow their own established policies or employment agreements.
Payout
Sick leave in North Dakota is typically unpaid.

Maternity, Paternity, and FMLA in North Dakota

Federal Law

The FMLA provides 12 weeks of unpaid maternity or paternity leave.
Under the FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for family or medical reasons, including maternity and paternity leave. This leave must typically be taken continuously unless the employer allows otherwise. The Pregnancy Discrimination Act (PDA) is another federal law that protects pregnant employees from discrimination in all employment aspects, including hiring, firing, pay, job assignments, and leave.

Additional State Laws in North Dakota

North Dakota does not have additional laws governing maternity or paternity leave.
The North Dakota Human Rights Act prohibits employment discrimination based on various factors, including pregnancy. It requires that pregnancy be treated similarly to other temporary disabilities concerning leave and job reinstatement.
Payout
Maternity and paternity leave in North Dakota are unpaid.

Bereavement Leave in North Dakota (Funeral Leave)

Employers are not obligated to provide bereavement leave.
There is no legal requirement in North Dakota for employers to offer paid or unpaid bereavement leave. However, many employers do provide at least two days of bereavement leave. If an employer offers bereavement leave, they must adhere to their established policies or practices.
Payout
Bereavement leave in North Dakota is generally unpaid.

Jury Duty Leave in North Dakota

Employers must allow unpaid time off for jury duty or witness service.
Employers are required to provide unpaid, job-protected leave to employees for jury duty or witness service. Employees may need to present their jury summons to their employer within a reasonable timeframe to be granted the necessary leave. Employers cannot penalize employees for serving on a jury.
Payout
Employers in North Dakota are not required to pay employees for jury duty leave, though employees who serve as jurors receive $25.00 per day from the court.

Military Leave in North Dakota

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) applies to all employers in the U.S., including those in North Dakota.
USERRA protects employees called to active duty in the U.S. military, including reinstatement rights, protection from discrimination, continuation of health care benefits for up to 24 months, and up to 5 years of unpaid leave for military service.

North Dakota State Law

North Dakota does not have additional military leave protections beyond USERRA. Only members of the National Guard or Civil Air Patrol are guaranteed job security under state law.
Payout
Military leave in North Dakota is unpaid.

Voting Leave in North Dakota

Employers are encouraged, but not required, to allow time off for voting.
North Dakota law encourages employers to create programs allowing employees time off to vote if their work schedule conflicts with polling hours. However, this is not mandatory, and employees do not have a guaranteed right to time off for voting.
Payout
Voting leave in North Dakota is unpaid.

North Dakota State Holidays in 2024

Private employers are not required to provide holiday leave.
North Dakota law does not require private employers to provide paid or unpaid leave for state holidays. Employers can require employees to work on holidays. However, many employers in North Dakota do offer paid holidays. The state officially observes 11 holidays.

August 25, 2024
North Carolina Leave Laws And Holidays

Understanding your rights under North Carolina Leave Laws is important for both employees and employers. Whether it’s about vacation time, sick leave, or other absences, knowing the rules can help you avoid confusion and make better decisions. This guide explains the basics of PTO in North Carolina leave laws, how vacation time is earned, the rules around sick leave, and what to expect for jury duty, military service, and more. We’ll also highlight how tools like the Day Off app can help you manage and track your time off more effectively. By the end, you’ll have a clear picture of how PTO works in North Carolina and what you need to know under state and federal laws.

Paid Time Off (PTO) in North Carolina

Vacation Leave Quota

In North Carolina, there is no legal requirement for employers to provide vacation days, whether paid or unpaid. However, it is common practice in the private sector for employees to receive about 10 days of paid vacation after completing one year of service. The specifics of paid time off (PTO) can vary based on factors like industry, location, and the employee’s tenure with the company.
If employers choose to offer vacation leave, they must ensure it aligns with state law, company policy, and any employment contracts.

Accrual

While North Carolina does not mandate an accrual system for vacation days, many companies opt to implement one. Employers can design their own systems for accruing vacation time, whether it be daily, weekly, semi-monthly, or monthly increments, typically based on the pay period. Although North Carolina does not have a mandatory payday requirement, pay periods can range from daily to monthly. Employers may also set a cap on the amount of vacation time employees can accumulate, but employees must be informed of such policies in writing.

Roll Over (Carry Over, Brought Forward)

North Carolina allows “use-it-or-lose-it” vacation policies. These policies require employees to forfeit unused vacation time after a specified period, such as the end of the year. For such policies to be valid, employees must be informed in writing. If they are not notified, they cannot lose accrued vacation time.

Statutory Provisions Addressing Vacation Pay

While employers are not required to offer vacation pay, those who do must adhere to the terms outlined in their vacation policy. This policy should cover how vacation is earned or accrued, the possibility of rolling over unused vacation time, the conditions under which vacation leave must be taken, and the circumstances under which employees might lose their vacation pay upon termination. It should also specify whether vacation pay can be substituted for time off.

Payment of Accrued, Unused Vacation on Termination

Whether an employee is entitled to payment for accrued, unused vacation upon termination depends on the employer’s policy or employment contract. Employers can establish policies that deny payment of accumulated vacation time under certain conditions, such as failing to provide a two-week notice or not being employed on a specific date. However, these conditions must be clearly communicated to employees in advance. If the company policy or contract specifies that vacation pay will be paid upon termination, the employer is obligated to do so. If no such policy exists, the employer must still pay out any accrued vacation time to the departing employee.

Sick Leave in North Carolina

Federal Law – Leave Quota

Federal law mandates 12 weeks of unpaid, job-protected sick leave under the Family and Medical Leave Act (FMLA), which applies to North Carolina as it does in other states. To qualify for FMLA benefits, employees must have been employed for at least 12 months and have worked at least 1,250 hours in the previous year. They must also work at a location where the company employs at least 50 people within a 75-mile radius. The FMLA allows eligible employees to take up to 12 weeks off for personal medical reasons, to care for a close family member with a serious illness, or for maternity or paternity leave. Employers may offer additional sick leave benefits beyond the federal requirements.

North Carolina State Laws

There are no additional state laws in North Carolina that require employers to provide paid or unpaid sick leave beyond the federal FMLA requirements. However, if an employer decides to offer sick leave benefits, they must adhere to the terms outlined in the employment contract or employee handbook, which could create a legal obligation to provide such benefits.
Payout
Sick leave in North Carolina is unpaid.

Maternity, Paternity, FMLA in North Carolina

Federal Law

Under the FMLA, eligible employees are entitled to 12 weeks of unpaid, job-protected leave for maternity or paternity reasons. The Pregnancy Discrimination Act (PDA) further protects pregnant employees from discrimination in all areas of employment, including hiring, firing, pay, job assignments, promotions, and leave.

Additional State Laws in North Carolina

North Carolina does not have additional laws regarding maternity or paternity leave beyond what is provided by the FMLA and PDA. The state does, however, allow parents or guardians up to four hours of unpaid leave under the Small Necessities Law (also known as Parental Involvement Leave) to attend their child’s school-related activities.
Payout
Maternity and paternity leave in North Carolina are unpaid.

Bereavement Leave in North Carolina (Funeral Leave)

North Carolina does not require employers to provide bereavement leave, whether paid or unpaid. However, many employers offer at least two days of leave for this purpose. If an employer provides bereavement leave, they must follow their established bereavement policy.
Payout
Bereavement leave in North Carolina is typically unpaid.

Jury Duty Leave in North Carolina

Employers in North Carolina must provide unpaid time off for employees who are summoned for jury duty. Employees must inform their employers within a reasonable period of time after receiving a jury summons to be granted leave. Employers are prohibited from firing, threatening, penalizing, or punishing employees for fulfilling their jury duty obligations.
Payout
Employers are not required to pay employees for time spent on jury duty. However, some employers choose to compensate their employees for this civic duty. Jurors in North Carolina receive $12.00 per day from the court, although this amount is considered minimal.

Military Leave in North Carolina

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that applies to all U.S. employers. It protects employees who are called to active duty, including those in the U.S. Armed Forces, Reserves, and National Guard. USERRA provides reinstatement rights, protection from discrimination, and up to five years of unpaid leave for military service. It also ensures that employees can continue their group health care benefits for up to 24 months during their leave.

North Carolina State Law

In addition to USERRA, North Carolina provides unpaid leave to members of the National Guard activated by the state governor. Employers must reinstate employees returning from active duty to their former job or a similar one with equivalent seniority, status, and salary. For active duty lasting less than 30 days, employees must apply to return to work within five days. For longer service, they must apply within 14 days.
Payout
Military leave in North Carolina is generally unpaid. Employers are not required to provide paid leave for military service, but USERRA requires that military leave be treated comparably to other types of leave.

Voting Leave in North Carolina

North Carolina does not have a law requiring employers to provide time off for voting. If an employer chooses to allow employees time to vote, they may decide whether or not to compensate them for it.
Payout
Voting leave is unpaid in North Carolina.

North Carolina State Holidays for 2024

North Carolina law does not require private employers to provide paid or unpaid leave for holidays. However, most employers offer at least seven paid holidays. There is no legal obligation for employers to offer holiday pay, and employees are not entitled to premium pay for working on holidays unless eligible for overtime pay.
North Carolina officially observes 12 state holidays.

August 22, 2024
New York Leave Laws And Holidays
Understanding Paid Time Off (PTO) and New York leave laws is important for both employers and employees. Whether you’re planning your time off or managing a team, knowing your rights and responsibilities can make a big difference. This guide, brought to you by Day Off, breaks down New York Leave Laws, covering key areas like vacation leave, sick leave, and maternity or paternity leave. It also explains how accrual systems work and what protections are in place under federal and state laws. Whether you’re looking to create fair policies or just want to know what you’re entitled to, this guide gives you the essential information you need about PTO and leave in New York.

Paid Time Off (PTO) in New York

Vacation Leave Quota

In New York leave laws, state law does not obligate employers to offer vacation leave, whether paid or unpaid. Private employers have the discretion to establish their own policies regarding vacation leave. While there is no legal requirement, it is common practice for many employers to provide vacation time as part of their benefits package. Typically, employees in the U.S. receive around 10 paid days off annually after completing a year of service, though this amount can vary based on the industry, location, and employee tenure.
If an employer does decide to offer vacation leave, it must align with state regulations, the company’s established policies, and any employment contracts in place.

Accrual

There is no legal mandate in New York requiring employers to use an accrual system for vacation time. However, many companies choose to implement such a system, often tied to the pay period. Employers can design their vacation accrual policies, which may include weekly, biweekly, semimonthly, or monthly increments.
In New York leave laws, the official payroll frequencies are weekly and semimonthly, meaning employers must pay most hourly employees on these schedules. Employers are allowed to set limits on the amount of vacation time an employee can accrue, provided they inform the employees of this policy in advance.

Roll Over (Carry Over, Brought Forward)

Employers in New York are permitted to implement a “Use-It-or-Lose-It” policy, which prevents employees from carrying over unused vacation time from one year to the next. This policy is legal as long as employees are informed of it beforehand, leading to the loss of untaken vacation time.

Statutory Provisions Addressing Vacation Pay

When offering paid vacation, employers must adhere to their own policies or the terms outlined in the employment contract.

Payment of Accrued, Unused Vacation on Termination

The rules surrounding the payment of accrued, unused vacation upon termination of employment are governed by the employer’s policy or the employment contract. New York law has not definitively stated whether employers can enforce a policy that causes employees to forfeit accrued vacation time upon termination. Therefore:
Employers must pay out any accrued vacation if their policy or contract requires it.
If the policy or contract is silent on this issue, employers are still generally expected to pay out unused vacation time.
Employers can create policies that deny payment for unused vacation upon termination, but these policies must be clearly communicated to employees in advance.

Sick Leave in New York

Federal Laws – Leave Quota

Under the federal Family and Medical Leave Act (FMLA), employees in New York are entitled to 12 weeks of unpaid, job-protected sick leave. To qualify for FMLA benefits, employees must have worked for their employer for at least 12 months (or 1,250 hours over the past year) and be employed at a location with at least 50 employees within a 75-mile radius.
The FMLA covers various situations, including:
Personal illness or injury.
Caring for a close family member with a serious health condition.
Maternity or paternity leave.
Employers may offer more generous sick leave benefits beyond the federal requirements.

New York State Laws

All private employers in New York must provide sick leave, but whether this leave is paid or unpaid depends on the size of the employer and their net income. The specifics are as follows:
Employers with 0-4 employees and an annual net income of $1 million or less: Up to 40 hours of unpaid sick leave.
Employers with 0-4 employees and an annual net income over $1 million: Up to 40 hours of paid sick leave.
Employers with 5-99 employees: Up to 40 hours of paid sick leave.
Employers with 100+ employees: Up to 56 hours of paid sick leave per calendar year.
Employees accrue sick leave at a rate of 1 hour per 30 hours worked, with accrual beginning immediately upon hire. Employees can roll over unused sick leave from one year to the next.
Sick leave can be used for various reasons, including:
The employee’s own physical or mental illness, injury, or health issue.
Care for a sick family member.
Issues related to domestic violence, family offenses, sexual offenses, stalking, or human trafficking.
Employees must be paid their regular rate for any paid sick leave taken, but employers are not required to pay out unused sick leave upon termination.

Paid Sick Leave in Westchester County

In Westchester County, employers with five or more employees must provide paid sick leave (unpaid if fewer than five employees). All employees working over 80 hours annually in the county are entitled to sick leave. Employees accrue 1 hour for every 30 hours worked, with a maximum accrual and usage of 40 hours per year. Sick leave can be used for the employee’s or a family member’s illness, preventive care, or exposure to communicable diseases.

Maternity, Paternity, FMLA in New York

Federal Law

Under the FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for family or medical reasons, including maternity or paternity leave. This leave is typically taken continuously unless otherwise agreed upon with the employer.
The Pregnancy Discrimination Act (PDA) also protects pregnant employees from discrimination in all aspects of employment.

Additional State Laws in New York

New York’s Paid Family Leave (PFL) law provides partial income replacement and job protection for employees taking leave for certain family or medical reasons. Employees are entitled to 12 weeks of paid leave, receiving 67% of their average weekly wage, up to a cap of 67% of the Statewide Average Weekly Wage. The current maximum weekly benefit is $1,068.36.
PFL benefits are funded through employee salary deductions, with employers having the option to cover these costs voluntarily. Employees are eligible for PFL after 26 weeks of full-time employment or 175 days of part-time employment. PFL provides job reinstatement and continued health insurance during the leave.
New York also has a Temporary Disability Benefits Law, requiring employers to provide short-term disability coverage for employees temporarily unable to work due to pregnancy or childbirth.

Adoptive Parents Leave

Employers who provide parental leave must offer the same leave to adoptive parents, applicable to children under five years old or under 18 if the child has special needs.

Bereavement Leave in New York (Funeral Leave)

New York leave laws does not legally require employers to provide bereavement leave. However, many employers do offer this benefit, typically granting up to three days off for the death of a close family member.

Jury Duty Leave in New York

Employers in New York are required to provide leave for employees serving on jury duty. Employees must present their jury summons to receive the necessary leave. Employers cannot penalize employees for fulfilling their civic duty, but they are not required to pay for this leave unless the employer has 10 or more employees, in which case they must pay at least $40 per day for the first three days of jury service.

Witness Leave and Crime Victim Leave in New York

Employees who are crime victims or witnesses in criminal trials are entitled to unpaid leave to attend court proceedings. Employees must provide notice and certification to their employer to qualify for this leave.

Military Leave in New York

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects employees called to active duty in the U.S. military, ensuring they can return to their jobs after completing their service. USERRA provides up to five years of unpaid leave, reinstatement rights, protection from discrimination, and the continuation of health benefits for up to 24 months.

New York State Law

New York also provides additional protections for military members, allowing for unpaid leave for service-related activities. Upon returning, employees are entitled to reinstatement to their previous job or a similar one, provided they apply within the appropriate timeframe. Employers are prohibited from terminating these employees without cause for 12 months following their return.

New York Military Family Leave (Military Spouse Leave)

This law provides up to 10 days of unpaid leave for employees who are spouses of deployed military service members. The leave can only be taken while the spouse is on leave during their deployment.

Voting Leave in New York

Employees in New York who do not have sufficient time to vote outside their work hours are entitled to up to two hours of paid leave to vote. The employer can specify when this leave is taken, typically at the beginning or end of the workday. Employees must notify their employer at least two days in advance if they intend to take time off to vote.

New York State Holidays for 2024

New York law does not require private employers to provide paid or unpaid holiday leave. Employers may require employees to work on holidays, but many offer paid holidays as part of their benefits package. Employers are not required to pay extra for holiday work unless the employee qualifies for overtime. However, if an employer offers holiday leave, it must follow the terms of its policy or employment contract.
New York officially observes 13 state holidays in 2024.
August 20, 2024
New Mexico Leave Laws And Holidays

Understanding leave policies is important for both employers and employees, especially when it comes to New Mexico Leave Laws and how they relate to Paid Time Off (PTO) and “Day Off” policies. These laws cover various types of leave, including PTO, sick leave, and maternity leave, with specific rules that can vary widely. This guide breaks down the key points of New Mexico’s leave laws, including vacation accrual, sick leave, and jury duty, making it easier for businesses to stay compliant and for employees to know their rights. Whether you’re setting up “Day Off” policies or just want to know what you’re entitled to, this guide has the essential information you need.

Paid Time Off (PTO) in New Mexico

Vacation Leave Quota

New Mexico leave laws does not mandate employers to provide vacation days. There is no legal requirement for private employers in New Mexico to offer paid or unpaid vacation leave. 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.

Accruals

Although not mandatory, the accrual system is commonly used by companies in New Mexico leave laws. Employers have the flexibility to design their own vacation accrual system, which could be structured in weekly, semi-monthly, or monthly increments, often tied to the pay period. Semi-monthly and monthly pay periods are the most prevalent in the state. Employers may also implement a cap on the amount of vacation time an employee can earn.

Roll Over (Carry Over, Brought Forward)

Employers in New Mexico are permitted to adopt a “Use-It-or-Lose-It” policy, which requires employees to forfeit any unused vacation time after a certain date, such as the end of the year. Since state statutes do not specifically address this type of policy, employers have the discretion to enforce it.

Statutory Provisions Addressing Vacation Pay

There are no specific statutory provisions in New Mexico regarding vacation pay. Accrued and unused vacation time is not considered wages under state law, and employers are not legally required to provide vacation pay.

Payment of Accrued, Unused Vacation on Termination

State law does not require employers to pay out unused vacation time upon termination of employment. However, if an employer has a PTO policy that allows for the accrual of vacation or other PTO, any unused accrued amounts are considered earned wages and must be included in the employee’s final paycheck. The rules for final pay differ for employees who are terminated versus those who resign.
Payout
Employers are obligated to pay out accrued vacation time only if their PTO policy includes a provision for it.

Sick Leave in New Mexico

Federal Laws – Leave Quota

Federal law, under the Family and Medical Leave Act (FMLA), requires employers to provide 12 weeks of unpaid, job-protected leave. This applies to New Mexico, as it does in all states. Employees are eligible for FMLA benefits if they have worked for at least 12 months, have accumulated 1,250 hours in the previous year, and work at a location with at least 50 employees within a 75-mile radius. FMLA allows eligible employees to take up to 12 weeks off for personal medical reasons, to care for a close family member with a serious illness, or for maternity or paternity leave.
Payout
FMLA leave is unpaid.

New Mexico Paid Sick Law

Effective July 1, 2022, New Mexico’s paid sick leave law requires all employers to provide their employees with 1 hour of earned paid sick leave for every 30 hours worked. This applies to all types of employees, including part-time, seasonal, and temporary workers. Employers may choose to frontload the leave on January 1 each year and may cap annual sick leave accrual at 64 hours. Accrued but unused paid sick leave can be carried over to the next year. Employees may begin accruing and using paid sick leave immediately upon hire.
Payout
Employers are not required to pay out unused sick leave when employment ends.

Bernalillo County, New Mexico

In Bernalillo County, employers with two or more employees must provide 1 hour of paid leave for every 32 hours worked, up to 56 hours within three years. This leave can be used for any purpose, making Bernalillo County one of the few places with such a law, alongside Nevada and Maine.

Maternity, Paternity, FMLA in New Mexico

Federal Law

The FMLA provides up to 12 weeks of unpaid maternity or paternity leave, with job protection. Additional protection is offered under the Pregnancy Discrimination Act (PDA), which prohibits discrimination based on pregnancy in all aspects of employment, including hiring, firing, pay, and benefits.

Additional State Laws in New Mexico

The New Mexico Human Rights Act requires employers with four or more employees to protect against discrimination related to pregnancy, childbirth, or related medical conditions. Pregnancy and childbirth must be treated as any other temporary disability for employment purposes, including the provision of fringe benefits.
Payout
Maternity leave in New Mexico is unpaid.

Bereavement Leave in New Mexico (Funeral Leave)

Employers in New Mexico are not required by law to provide paid or unpaid bereavement leave. However, many employers do offer at least two days of bereavement leave. If an employer chooses to provide bereavement leave, they must adhere to their established policy or practice.
Payout
Bereavement leave is generally unpaid.

Jury Duty Leave in New Mexico

Employers must provide employees with unpaid, job-protected leave to serve on a jury or attend jury selection. Employees may be required to provide their employer with reasonable notice of their jury summons. Employers cannot force employees to use their annual leave, vacation, or sick leave for jury duty, nor can they penalize employees for serving on a jury.
Payout
Employers are not required to pay employees for jury duty leave. Jurors in New Mexico receive $7.50 per day from the court.

Military Leave in New Mexico

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) applies to all employers in the U.S., including those in New Mexico. USERRA provides job protection and reinstatement rights to employees called to active duty, and it ensures that they can continue group health benefits for up to 24 months during their leave. Employees are entitled to up to five years of unpaid leave for military service, with certain exceptions.

New Mexico State Law

In addition to USERRA, New Mexico law requires that service members be reinstated to their former job (or an equivalent position) after military service, provided they apply for reinstatement within 90 days of discharge. They retain their seniority and benefits and cannot be terminated without cause within one year of reemployment. Employers cannot discriminate against or penalize employees for their military service.
Payout
Military leave is unpaid.

Voting Leave in New Mexico

Employers in New Mexico must provide up to two hours of paid time off for voting, but only if the employee does not have sufficient non-working hours to vote. Employers can designate the time when this leave can be taken, and employees cannot be penalized for taking time off to vote.
Payout
Voting leave is paid by the employer.

New Mexico State Holidays in 2024

New Mexico leave laws does not require private employers to provide paid or unpaid holiday leave. While private employers are not obligated to grant holiday leave, most do offer paid holidays to their employees. New Mexico officially observes 11 state holidays.

August 18, 2024
New Jersey Leave Laws And Holidays

Understanding paid time off (PTO) and leave policies can be confusing, especially with different rules at the state and federal levels. In New Jersey leave laws, it’s important to know your rights as an employee and what employers need to provide. This guide covers New Jersey Leave Laws, including PTO, vacation leave, sick leave, and more, with a special focus on using tools like the Day Off app to manage your time effectively. It explains what the law requires, what decisions employers can make, and how these policies affect your work-life balance. Whether you’re an employee or employer, this article gives you the key information you need about PTO and leave in New Jersey for 2024.

Paid Time Off (PTO) in New Jersey

Vacation Leave Quota

In New Jersey leave laws, there is no legal requirement for employers to offer paid or unpaid vacation leave to their employees. This lack of regulation allows companies to establish their own vacation policies, including paid time off (PTO) and paid holidays. While employers are free to decide whether or not to provide these benefits, they must adhere to any relevant state laws, company policies, or employment contract terms if they do choose to offer vacation leave.

Accrual

Employers in New Jersey are not obligated to use an accrual system for PTO, but it is a common practice among many companies. The accrual system typically operates based on the pay period, with semi-monthly and monthly pay periods being the most common in the state. Employers may also implement policies that cap the amount of vacation time an employee can accrue.

Roll Over (Carry Over, Brought Forward)

New Jersey leave laws permits employers to implement a “use-it-or-lose-it” policy regarding vacation time. This policy requires employees to forfeit any unused vacation time after a specified date, such as the end of the calendar year. Since this policy is not specifically addressed by state law, employers have the discretion to enforce it as they see fit.

Statutory Provisions Addressing Vacation Pay

In New Jersey leave laws, accrued but unused vacation time is not classified as wages. The state’s wage laws do not regulate the accrual or rollover of vacation time from one year to the next, leaving these decisions to the discretion of employers.

Payment of Accrued, Unused Vacation on Termination

There is no legal requirement in New Jersey for employers to pay out unused vacation time upon termination of employment. However, if an employment agreement, union contract, or company policy stipulates that unused vacation will be paid out, the employer must honor those terms. Failure to do so may give the employee grounds for a claim.
Payout
Employers are required to pay out accrued vacation time only if it is specified in an employment agreement, union contract, or company policy.

Sick Leave in New Jersey

Federal Laws – 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 leave for medical or family reasons. To qualify for FMLA benefits, employees must have worked for their employer for at least 12 months, accumulating a minimum of 1,250 hours within the previous year, and must be employed at a location with at least 50 employees within a 75-mile radius. FMLA leave can be used for personal medical issues, to care for a close family member with a serious health condition, or for maternity/paternity leave.
Payout
FMLA leave is unpaid.

New Jersey Family Leave Act (NJFLA)

In addition to FMLA, the New Jersey Family Leave Act (NJFLA) provides eligible employees with up to 12 weeks of leave within a 24-month period. NJFLA applies to employers with 30 or more employees and can be used for bonding with a new child or caring for a family member with a serious health condition. It is important to note that NJFLA does not cover leave for the employee’s own medical conditions. If both FMLA and NJFLA apply, the two leaves will run concurrently.
New Jersey employees may also be eligible for Family Leave Insurance benefits, which are funded through payroll deductions.
Payout
NJFLA leave can be unpaid, paid, or a combination of both, depending on the employer’s policies and the availability of insurance benefits.

New Jersey Paid Sick Leave

New Jersey law mandates that all employers, regardless of size, provide paid sick leave to their employees. Employees earn one hour of paid sick leave for every 30 hours worked, with a maximum yearly accumulation of 40 hours. Paid sick leave can be used for various reasons, including the employee’s own health needs, caring for a relative, public health emergencies, attending school-related events for a child, or addressing issues related to domestic violence.
Employees can start accruing paid sick leave from their first day of employment, though employers may impose a waiting period of up to 120 days before the leave can be used. Employees are allowed to carry over up to 40 hours of unused sick leave into the next year, but employers may limit the total amount of leave that can be accumulated.
Payout
Employers are not required to pay employees for unused paid sick leave when their employment ends.

Maternity, Paternity, and FMLA in New Jersey

Federal Law

The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for eligible employees, including for maternity and paternity leave. The Pregnancy Discrimination Act (PDA) further protects pregnant workers from discrimination in all aspects of employment.

Additional State Laws in New Jersey

The New Jersey Family Leave Act (NJFLA) offers up to 12 weeks of leave within a 24-month period for family-related reasons, including maternity and paternity leave. Additionally, the Temporary Disability Insurance (TDI) Program provides up to two-thirds of an employee’s wages for up to four weeks before childbirth and up to six weeks after childbirth, with potential extensions for complications.
Payout
While FMLA and NJFLA leaves are unpaid, employees may be eligible for paid benefits under the Temporary Disability Insurance Program or Family Leave Insurance.

Bereavement Leave in New Jersey (Funeral Leave)

Employers in New Jersey are not legally required to provide bereavement leave, whether paid or unpaid. However, many employers do offer at least two days of leave following the death of an immediate family member. If an employer does provide bereavement leave, they must follow their established policies or practices.
Payout
Bereavement leave is typically unpaid.

Jury Duty Leave in New Jersey

New Jersey law requires employers to grant unpaid, job-protected leave for employees serving on jury duty. Employees may be required to provide their jury summons to their employer in advance. Employers cannot force employees to use other types of leave, such as vacation time, for jury duty. Moreover, employers are prohibited from penalizing employees in any way for fulfilling their jury service obligations.
Payout
Employees serving as jurors receive $5.00 per day from the court. Private employers are not required to pay employees for time spent on jury duty.

Military Leave in New Jersey

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the employment rights of individuals called to active duty in the U.S. military, including the U.S. Armed Forces, Reserves, and National Guard. USERRA guarantees reinstatement rights, protection from discrimination, continuation of healthcare benefits for up to 24 months, and up to five years of unpaid leave for military service.

New Jersey State Law

New Jersey state law provides additional protections, requiring employers to reemploy military service members in their previous positions or in similar roles upon their return from active duty. These protections extend to participation in military training or attending service schools for up to three months within a four-year period. Employees returning from active duty cannot be fired without valid cause for one year after reemployment.
Payout
Military leave is unpaid.

Voting Leave in New Jersey

New Jersey law does not require employers to provide time off for voting. If an employer chooses to allow voting leave, they have the discretion to decide whether or not the time off is paid. Although most states mandate time off for voting, New Jersey is not among them.
Payout
Voting leave is typically unpaid.

New Jersey State Holidays for 2024

New Jersey observes 13 public holidays in 2024. However, private employers are not obligated to provide paid or unpaid leave for these holidays. Employers have the option to require employees to work on holidays, though many in New Jersey do offer paid holidays as a benefit.

August 15, 2024