Day Off

Category: Holidays

  • Connecticut Leave Laws And Holidays 2025

    Connecticut Leave Laws And Holidays 2025

    In 2025, understanding Connecticut leave laws and holiday regulations is essential for both employers and employees to ensure compliance and maintain a balanced work-life environment. Connecticut offers a variety of leave options, including paid family and medical leave, as well as provisions for sick leave and other types of time off. Utilizing tools like the “Day Off” app can help manage these leave entitlements more efficiently. This article provides a comprehensive overview of Connecticut’s leave laws and public holidays, helping you navigate the complexities of leave entitlements and ensuring you stay informed about your rights and obligations in the workplace.

    Paid Time Off (PTO) in Connecticut

    Leave Quota:

    In Connecticut leave laws, employers are not mandated by state law to provide Paid Time Off (PTO). However, many employers offer PTO as part of their benefits package. The leave quota for PTO is typically determined by the employer and outlined in the employment contract or company policy. It can vary based on factors such as employee tenure, position, and company size. Employers often provide a standard amount of PTO days annually, which could range from 10 to 20 days.

    Accrual:

    PTO in Connecticut leave laws is generally accrued over time, with employees earning a specific amount of leave per pay period. For instance, an employee might accrue one day of PTO for every month worked, or a certain number of hours per pay period. The accrual rate can be pro-rated for part-time employees based on the number of hours worked. The specifics of the accrual system, including any caps on the total amount of PTO that can be accumulated, are typically defined by the employer.

    Rollover:

    Connecticut leave laws allows employers to set policies regarding the rollover of unused PTO from one year to the next. Some employers may adopt a “use-it-or-lose-it” policy, requiring employees to use their PTO within a certain time frame or forfeit the unused days. Others may allow for a certain number of unused PTO days to roll over into the next year, either indefinitely or with a cap on the maximum amount that can be carried over. It’s important for employees to understand their company’s specific rollover policy to avoid losing earned PTO.

    Payment of Accrued, Unused Vacation on Termination:

    Connecticut leave laws does not require employers to pay out accrued, unused PTO upon termination unless there is an agreement in place, such as an employment contract or company policy that stipulates such payment. If the employer’s policy or agreement specifies that accrued, unused PTO will be paid upon termination, the employer is legally obligated to follow that policy. Employees should review their company’s PTO policy to understand their rights regarding the payout of unused leave when leaving their job.

    Sick Leave in Connecticut

    Federal Laws

    At the federal level, the Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave per year for specific medical and family reasons, including personal illness. This law applies to employers with 50 or more employees and covers employees who have worked for at least 12 months and have clocked a minimum of 1,250 hours over the past year. While FMLA does not mandate paid sick leave, it guarantees job protection and the continuation of health benefits during the leave period.

    State Laws

    Connecticut has more comprehensive sick leave provisions compared to federal requirements. Under Connecticut’s Paid Sick Leave law, certain service workers employed by businesses with 50 or more employees are entitled to paid sick leave. The law mandates that eligible employees accrue one hour of paid sick leave for every 40 hours worked, up to a maximum of 40 hours per year. This accrued sick leave can be used for various reasons, including personal illness, the illness of a family member, or to address issues related to family violence or sexual assault.

    In addition to the Paid Sick Leave law, Connecticut’s Paid Family and Medical Leave (PFML) program, effective January 1, 2022, provides eligible employees with up to 12 weeks of paid leave for medical and family reasons, including their own serious health condition. The PFML program is funded through employee payroll contributions and is administered by the Connecticut Paid Leave Authority. Employees can use this leave concurrently with FMLA, ensuring they receive income replacement while also benefiting from the job protection provided by federal law.

    Connecticut Paid Family and Medical Leave Act (PFMLA)

    The Connecticut Paid Family and Medical Leave Act (PFMLA) was enacted on January 1, 2022, following an initial period where employers began taking pay deductions from employees starting January 1, 2021.

    Connecticut employees fund the paid leave benefits through a mandatory payroll deduction, initially capped at 0.5 percent of an employee’s wages. This deduction applies to wages up to the Social Security contribution base, which was $142,800 in 2021 and is subject to annual adjustments. Employers are responsible for withholding the 0.5 percent contribution from employees’ wages and remitting these contributions to the Connecticut Paid Leave Authority on a quarterly basis.

    The PFMLA program is comprehensive, covering all Connecticut employers with at least one employee, and even allows self-employed individuals and sole proprietors to participate. To be eligible for benefits under the PFMLA, employees must have earned at least $2,325 in the highest-earning quarter of the previous four quarters (the “base period”), be currently employed, or have been employed within the last 12 weeks.

    The Connecticut Family and Medical Leave Act (CTFMLA) outlines several qualifying reasons for which employees can take paid leave, including:

    • The birth of a child or the placement of a child with the employee for adoption or foster care.
    • Caring for a family member with a serious health condition.
    • The employee’s own serious health condition.
    • Service as an organ or bone marrow donor.
    • Addressing a qualifying exigency related to a family member’s military service.
    • Reasons related to family violence.

    Eligible employees may receive up to 12 weeks of paid leave within a 12-month period. The benefits provided under the PFMLA allow employees to receive up to 95 percent of their average weekly earnings, subject to a cap of 60 times the state minimum wage.

    Payout

    The Connecticut Paid Family and Medical Leave Act is funded entirely through mandatory payroll deductions from employees’ wages. These deductions are managed by employers, who must ensure they are remitted to the Connecticut Paid Leave Authority as required.

    Maternity, Paternity, FMLA in Connecticut

    Federal Laws:

    Under the Federal Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, including the birth of a child and the care of a newborn, or the placement of a child for adoption or foster care. FMLA applies to employers with 50 or more employees, and employees must have worked for at least 12 months and accumulated a minimum of 1,250 hours over the past year to qualify for these benefits. While FMLA guarantees job protection during the leave, it does not require that the leave be paid.

    Additional State Laws:

    Connecticut leave laws has enacted additional state laws that enhance the protections offered by the FMLA, providing more comprehensive support for employees needing maternity, paternity, or family leave. The Connecticut Family and Medical Leave Act (CTFMLA) allows eligible employees to take up to 12 weeks of leave within a 12-month period, similar to the federal FMLA, but it applies to employers with as few as one employee, making it more inclusive.

    Connecticut’s Paid Family and Medical Leave (PFML) program, introduced in 2022, goes a step further by providing paid leave benefits. Under this program, eligible employees can receive up to 12 weeks of paid leave, with benefits covering up to 95 percent of their regular weekly earnings, subject to a cap. This paid leave can be used for the same reasons covered under FMLA, including maternity and paternity leave. The PFML program is funded through employee payroll deductions, ensuring that employees have financial support during their leave.

    In addition to these provisions, Connecticut law also extends the leave duration under specific circumstances. For instance, employees who experience a pregnancy-related disability can receive up to an additional four weeks of leave, ensuring a total of 16 weeks of leave within a 12-month period.

    These state laws reflect Connecticut’s commitment to supporting families and ensuring that employees have the necessary time and financial resources to care for their families during significant life events. The combination of federal and state protections ensures that employees in Connecticut have access to some of the most comprehensive family leave benefits in the country.

    Bereavement Leave in Connecticut

    In 2025, Connecticut does not have a specific state law mandating bereavement leave; however, many employers in the state voluntarily provide this benefit as part of their overall leave policies. Bereavement leave allows employees to take time off to grieve and make arrangements following the death of a close family member. The amount of leave typically offered ranges from three to five days, depending on the employer’s policy and the employee’s relationship to the deceased. While Connecticut law does not require paid bereavement leave, employers who offer this benefit may provide it as paid time off, ensuring employees have the support they need during a difficult time. Employees should consult their employer’s specific bereavement leave policy for details on the amount of leave available and whether it is paid or unpaid.

    Jury Duty Leave in Connecticut

    In Connecticut leave laws, Jury Duty Leave is a protected right for employees, ensuring that they can fulfill their civic duties without fear of losing their jobs. Under state law in 2025, employers are required to provide employees with time off to serve on a jury. For the first five days of jury service, employers must pay their employees their regular wages. After this period, employers are not obligated to continue paying wages, although employees can be compensated by the state for their service. It is illegal for employers to retaliate against employees for serving on a jury, and employees are expected to provide their employers with reasonable notice of their jury duty obligations. This provision ensures that all citizens can participate in the judicial process without financial hardship or job insecurity.

    Military Leave in Connecticut

    In 2025, Connecticut continues to provide robust protections for employees who are members of the military. Under both federal and state laws, employees who are called to active duty, whether in the National Guard, Reserves, or any branch of the armed forces, are entitled to Military Leave. Connecticut law requires that employers grant unpaid leave for the duration of the employee’s military service. Upon completion of their service, employees are entitled to reinstatement to their previous position or an equivalent one, with the same seniority, status, pay, and benefits. Additionally, under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are protected from discrimination based on their military obligations. This ensures that Connecticut residents serving in the military can fulfill their duties without sacrificing their civilian careers. Some employers may also provide paid military leave or supplement the difference between military pay and regular wages, but this is at the discretion of the employer.

    Voting Leave in Connecticut

    In 2025, Connecticut continues to support the democratic process by ensuring that employees have the opportunity to vote in elections. While Connecticut does not have a specific state law mandating paid time off for voting, employers are encouraged to provide reasonable accommodations to allow employees to exercise their right to vote. This may include adjusting work schedules or allowing employees to take time off during the workday to visit the polls. Employers are generally expected to work with their employees to ensure that they have sufficient time outside of work hours to cast their ballots, especially if their work schedule does not otherwise allow for it. This approach helps to promote civic participation while maintaining workplace productivity. Employees are advised to communicate with their employers in advance if they anticipate needing time off to vote.

    State Holidays in Connecticut 2025

    In 2025, Connecticut observes a variety of state holidays, providing residents with time off to celebrate and reflect on significant events and cultural traditions.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Good Friday

    Memorial Day

    Independence Day

    Labor Day

    Columbus Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    January 1, 2025 (Wednesday)

    January 20, 2025 (Monday)

    February 17, 2025 (Monday)

    April 18, 2025 (Friday)

    May 26, 2025 (Monday)

    July 4, 2025 (Friday)

    September 1, 2025 (Monday)

    October 13, 2025 (Monday)

    November 11, 2025 (Tuesday)

    November 27, 2025 (Thursday)

    December 25, 2025 (Thursday)

  • Colorado Leave Laws And Holidays 2025

    Colorado Leave Laws And Holidays 2025

    In 2025, Colorado continues to be a state that values the well-being and rights of its workers, offering a comprehensive array of Colorado Leave Laws and public holidays designed to support employees in balancing their professional and personal lives. Using tools like Day Off can help both employees and employers easily manage and track these benefits. Understanding Colorado’s leave laws, including Paid Time Off (PTO), sick leave, and family leave, as well as the official state holidays, is essential for ensuring compliance and maximizing the available benefits. This article delves into the key aspects of Colorado’s leave laws and holidays for 2025, providing an essential guide to navigating these important provisions.

    Paid Time Off (PTO) in Colorado

    Leave Quota

    In Colorado leave laws, employers typically define the leave quota in their PTO policies. This quota specifies the amount of paid time off employees are entitled to each year. While there is no state-mandated minimum for PTO, employers are encouraged to provide a reasonable amount of leave to foster a healthy work environment. The leave quota may vary based on the length of employment, position within the company, or specific company policies.

    Accrual

    PTO in Colorado leave laws is often accrued over time, allowing employees to earn leave based on the number of hours worked. For instance, an employee might accrue a certain number of hours of PTO for every hour worked. Accrual rates can differ among employers and may be outlined in the company’s PTO policy. Employers are required to communicate the accrual method clearly, ensuring employees understand how and when they earn their PTO.

    Rollover

    Rollover policies in Colorado pertain to whether unused PTO can be carried over from one year to the next. Employers have the discretion to establish their own rollover policies. Some may allow full rollover, while others may cap the amount of PTO that can be carried over or implement a “use-it-or-lose-it” policy, where unused PTO is forfeited at the end of the year. However, it’s important to note that Colorado law requires employers to honor any accrued PTO that is rolled over in accordance with their policies.

    Payment of Accrued, Unused Vacation on Termination

    In Colorado leave laws, accrued and unused vacation time is considered earned wages. As such, if an employee leaves the company, whether through resignation, layoff, or termination, the employer is generally required to pay out any accrued, unused vacation time. This payment must be made in the employee’s final paycheck, which should be issued within the time frame specified by Colorado law. Employers must be careful to comply with this requirement to avoid legal disputes.

    Sick Leave in Colorado

    Federal Laws

    At the federal level, sick leave policies are primarily governed by the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific medical and family reasons. This includes situations such as a serious health condition that makes the employee unable to perform their job, the birth or adoption of a child, or caring for an immediate family member with a serious health condition. While FMLA does not mandate paid sick leave, it does ensure that employees can take necessary time off without risking their job security.

    Employers covered by FMLA are required to maintain the employee’s health benefits during the leave period and must reinstate the employee to the same or an equivalent position upon their return. However, since FMLA only applies to unpaid leave, it doesn’t set a specific leave quota for paid sick time.

    State Laws

    Colorado leave laws has its own set of laws governing sick leave, which often provide greater protections than federal regulations. The key piece of legislation is the Healthy Families and Workplaces Act (HFWA), which mandates that employers provide paid sick leave to their employees.

    Under the HFWA, as of 2025, all employers in Colorado are required to provide their employees with paid sick leave. Employees accrue sick leave at a rate of one hour for every 30 hours worked, up to a minimum of 48 hours per year. This sick leave can be used for a variety of reasons, including the employee’s own health needs, caring for a family member, or dealing with the effects of domestic violence, sexual assault, or stalking.

    For larger public health emergencies, such as a pandemic, the HFWA also requires employers to provide additional paid sick leave. In such situations, employees are entitled to take up to 80 hours of sick leave for needs related to the public health emergency, including illness, quarantine, or taking care of a child whose school or place of care is closed.

    What Can Paid Sick Leave Be Used For?

    Paid sick leave is a valuable benefit that can be used for various purposes, ensuring that employees can take necessary time off without financial hardship. In Colorado, under the Healthy Families and Workplaces Act (HFWA), paid sick leave can be used for the following:

    1. Personal Health Needs
    • Employees can use paid sick leave to address their own health needs, including:
      • Illnesses such as colds, flu, or other conditions that prevent them from working.
      • Injuries or medical conditions that require time off for recovery or treatment.
      • Preventive care, such as regular check-ups, vaccinations, or routine medical appointments.
      • Mental health care, including time off for therapy or counseling sessions.
    2. Caring for a Family Member
    • Employees can use paid sick leave to care for a family member who is ill or injured. This includes:
      • A child, spouse, domestic partner, parent, grandparent, grandchild, or sibling who requires care due to illness, injury, or medical appointments.
      • Accompanying a family member to medical appointments, including those for preventive care.
    3. Public Health Emergencies
    • Paid sick leave can be used during public health emergencies, such as:
      • Self-isolation or quarantine due to exposure to a contagious disease.
      • Compliance with a public health order issued by a government or public health authority.
      • Caring for a child whose school or place of care is closed due to a public health emergency.
      • Time off for vaccination or recovering from side effects after receiving a vaccine during a public health emergency.

    Maternity, Paternity, FMLA in Colorado

    Federal Laws

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

    • Maternity Leave: New mothers can take leave for the birth of a child, recovery from childbirth, and bonding with the newborn.
    • Paternity Leave: Fathers are also eligible to take leave for bonding with a newborn or to support the mother after childbirth.
    • Adoption or Foster Care: FMLA covers leave for the placement of a child for adoption or foster care and bonding with the child after placement.

    FMLA applies to all public agencies, public and private elementary and secondary schools, and companies with 50 or more employees. However, FMLA only guarantees unpaid leave, although it ensures that the employee’s job or an equivalent position is available upon their return. Additionally, during FMLA leave, the employer must maintain the employee’s health insurance coverage under the same terms as if they had continued working.

    Additional State Laws

    Colorado offers additional protections and benefits beyond those provided by federal law, enhancing the support for new parents and families.

    1. Colorado Family and Medical Leave Insurance (FAMLI) Program
    • Starting in 2024, Colorado’s Family and Medical Leave Insurance (FAMLI) program allows employees to take paid leave for family and medical reasons, including maternity and paternity leave.
    • Paid Leave: Under FAMLI, eligible employees can receive partial wage replacement for up to 12 weeks, with an additional 4 weeks available for complications related to pregnancy or childbirth.
    • Eligibility: The program applies to most employees in Colorado, including part-time workers, and covers a range of family and medical reasons, similar to those under FMLA.
    • Job Protection: Employees who have worked for their employer for at least 180 days are entitled to job protection, meaning they must be reinstated to their position or an equivalent one after their leave ends.
    2. Pregnancy Accommodation Law
    • Colorado’s Pregnancy Accommodation Law requires employers to provide reasonable accommodations to employees affected by pregnancy, childbirth, or related medical conditions.
    • Accommodations: This might include more frequent or longer breaks, modified work schedules, temporary transfer to a less strenuous position, or leave to recover from childbirth.
    • Non-Discrimination: Employers cannot discriminate against employees for requesting or using pregnancy-related accommodations.

    Family and Medical Leave Act (FMLA) in Colorado

    While FMLA provides the foundational framework for family and medical leave, Colorado’s additional laws, such as the FAMLI program and Pregnancy Accommodation Law, offer expanded protections and benefits for employees. These state laws complement FMLA by ensuring that employees not only have access to job-protected leave but also receive financial support during their time away from work.

    Bereavement Leave in Colorado

    Colorado leave laws continues to recognize the importance of providing employees with time to grieve and attend to personal matters following the loss of a loved one through bereavement leave. While there is no specific state law mandating paid bereavement leave, many employers in Colorado choose to offer this benefit as part of their overall leave policies. Typically, bereavement leave allows employees to take a few days off to attend funerals, make arrangements, and spend time with family. The duration and terms of bereavement leave are generally outlined in an employer’s internal policies, and employees should consult their employee handbook or HR department for specific details. Providing compassionate leave options like bereavement leave reflects a company’s commitment to supporting its employees during difficult times.

    Jury Duty Leave in Colorado

    Colorado leave laws continues to protect employees who are summoned for jury duty by ensuring they can fulfill their civic responsibilities without fear of losing their job. Under Colorado law, employers are required to grant employees time off to serve on a jury without any repercussions. While Colorado does not mandate that employers pay their employees during jury duty leave, employees must be allowed to return to their position after completing their service. Employers are prohibited from taking any adverse actions, such as firing or disciplining an employee, for attending jury duty. The first three days of jury duty are compensated by the state, and some employers may voluntarily choose to provide additional paid leave beyond this period. Employees are encouraged to inform their employers as soon as they receive a jury summons to ensure a smooth process. This law ensures that citizens can participate in the justice system while maintaining their employment security.

    Military Leave in Colorado

    military leave in Colorado is governed by both federal and state laws, ensuring that employees who serve in the military are adequately protected and supported. Under federal law, specifically the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are entitled to take leave from their civilian jobs to perform military service, whether for training, active duty, or other military obligations. USERRA guarantees that upon completion of their service, employees must be reinstated to their previous position or a comparable one, with the same seniority, status, and pay, as if they had never left. Additionally, Colorado state law complements USERRA by providing further protections. For instance, state law mandates that public employees in Colorado receive up to 15 days of paid military leave per year for training or service, ensuring they are not financially disadvantaged while fulfilling their military duties. This combination of federal and state laws in Colorado reflects a strong commitment to supporting service members, ensuring that their employment and financial stability are preserved during and after their military service.

    Voting Leave in Colorado

     Colorado continues to support its citizens’ right to vote by ensuring that employees have the time they need to participate in elections through voting leave. Colorado law mandates that employers must provide up to two hours of paid leave for employees to vote if they do not have sufficient time to do so outside of working hours. This law applies to any general election, primary election, or special election where the employee is eligible to vote. Employees are required to give prior notice to their employer if they need to take time off for voting, and the employer can specify the hours during which the leave may be taken, provided that it falls within the period when polls are open. This law underscores Colorado’s commitment to ensuring that every eligible voter has the opportunity to exercise their democratic rights without facing work-related obstacles.

    Colorado State Holidays in 2025

    In 2025, Colorado observes a variety of state holidays that provide employees with the opportunity to rest, celebrate, and reflect on important cultural and historical events.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    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

  • California Leave Laws And Holidays 2025

    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:

    1. 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.”

    2. 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.

    3. 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.

    4. 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)

  • Arkansas Leave Laws And Holidays 2025

    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

  • Arizona Leave Laws And Holidays 2025

    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:

    1. Working for a covered employer (generally, employers with 50 or more employees).
    2. Having worked for the employer for at least 12 months.
    3. Having completed at least 1,250 hours of work in the 12 months preceding the leave.
    4. 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

  • Alaska Leave Laws And Holidays 2025

    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

  • Alabama Leave Laws And Holidays 2025

    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:

    1. Lump-Sum Accrual: Employees receive a set amount of PTO at the beginning of the year or their employment anniversary.
    2. 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

  • North Dakota Leave Laws And Holidays

    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.

  • North Carolina Leave Laws And Holidays

    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.

  • Federal Holidays 2025: United States Calendar

    Federal Holidays 2025: United States Calendar

    Federal holidays 2025 in the United States are specific days designated by the government where federal employees receive a day off, and many private-sector employees are also granted time off or receive holiday pay. These holidays alongside effective leave management, reflect the nation’s history, culture, and values, offering a time for citizens to pause and celebrate or reflect on significant events and people. In 2025, there are eleven federal holidays, each with its own importance.

    List of Federal Holidays 2025

    1. New Year’s Day – Wednesday, January 1, 2025

    New Year’s Day marks the first day of the year according to the Gregorian calendar. It is a time for new beginnings, resolutions, and reflecting on the past year. Many people celebrate with fireworks, parties, and by watching the traditional ball drop in Times Square, New York.

    2. Martin Luther King Jr. Day – Monday, January 20, 2025

    Celebrated on the third Monday of January, this holiday honors Dr. Martin Luther King Jr., a leader of the Civil Rights Movement who advocated for nonviolent activism against racial discrimination. The day is dedicated to remembering his contributions and promoting civil rights and equality.

    3. Presidents’ Day – Monday, February 17, 2025

    Presidents’ Day, originally established to honor George Washington’s birthday, is now recognized as a day to celebrate all U.S. presidents, particularly Washington and Abraham Lincoln. It is observed on the third Monday in February and is often associated with sales and events reflecting American patriotism.

    4. Memorial Day – Monday, May 26, 2025

    Memorial Day is observed on the last Monday of May to honor the men and women who have died in military service to the United States. It is a day of remembrance, often marked by parades, ceremonies, and visits to cemeteries and memorials.

    5. Juneteenth National Independence Day – Thursday, June 19, 2025

    Juneteenth commemorates the emancipation of enslaved African Americans in the United States. The holiday marks June 19, 1865, when Union soldiers brought news of freedom to enslaved people in Galveston, Texas. Juneteenth became a federal holiday in 2021 and is a day to celebrate African American culture and progress toward equality.

    6. Independence Day – Friday, July 4, 2025

    Independence Day, commonly known as the Fourth of July, celebrates the adoption of the Declaration of Independence in 1776. This day is marked by fireworks, parades, barbecues, and various public and private events celebrating American freedom and patriotism.

    7. Labor Day – Monday, September 1, 2025

    Labor Day is observed on the first Monday in September and honors the contributions of American workers. It marks the unofficial end of summer and is often celebrated with picnics, parades, and various outdoor activities.

    8. Columbus Day – Monday, October 13, 2025

    Columbus Day commemorates the arrival of Christopher Columbus in the Americas on October 12, 1492. It is a day of mixed sentiments, celebrated by some as a recognition of Italian-American heritage and Columbus’s contributions, while others observe Indigenous Peoples’ Day to honor the history and cultures of Native American peoples.

    9. Veterans Day – Tuesday, November 11, 2025

    Veterans Day honors all military veterans who have served in the United States Armed Forces. It is observed on November 11, the anniversary of the armistice that ended World War I. The day is marked by ceremonies, parades, and various events to recognize the service and sacrifices of veterans.

    10. Thanksgiving Day – Thursday, November 27, 2025

    Thanksgiving Day is celebrated on the fourth Thursday of November and is a time for Americans to gather with family and friends to give thanks for the harvest and blessings of the past year. The day is traditionally associated with feasting, including turkey, stuffing, and various side dishes, as well as parades and football games.

    11. Christmas Day – Thursday, December 25, 2025

    Christmas Day celebrates the birth of Jesus Christ and is widely observed as a cultural holiday, marked by gift-giving, festive decorations, and religious services. It is a time for family gatherings and sharing in the joy of the holiday season.

    Impact of Federal Holidays 2025 on Work

    Federal holidays in the United States play a significant role in shaping the work environment, affecting both public and private sector operations. These holidays are recognized nationwide and provide a range of implications for businesses, employees, and the overall economy.

    1. Paid Time Off and Compensation

    For federal employees, these holidays mean a guaranteed paid day off, offering a break from their regular work schedules. In the private sector, many companies also provide paid time off (PTO) on federal holidays, although this is not mandated by law. Employers may provide additional compensation, such as time-and-a-half pay, to employees who are required to work on these days, especially in industries like retail, healthcare, and emergency services.

    2. Impact on Business Operations

    On federal holidays 2025, government offices, banks, and schools typically close, which can impact business operations that rely on these services. For instance, financial transactions may be delayed due to bank closures, and companies that do business with government agencies might experience slower responses or processing times. Additionally, holidays like Labor Day and Thanksgiving often see a reduction in overall business activity as employees take time off, leading some businesses to close or operate on reduced hours.

    3. Workplace Productivity and Morale

    Federal holidays 2025 can have a positive impact on workplace morale, offering employees a much-needed break to recharge. This time off can help prevent burnout and improve productivity when employees return to work. Moreover, holidays like Independence Day and Christmas, which are widely celebrated, often foster a sense of unity and shared purpose among employees, enhancing workplace culture.

    4. Holiday Scheduling and Planning

    Businesses must plan ahead to accommodate federal holidays, particularly in terms of staffing and deadlines. Companies often need to adjust schedules to ensure essential functions are covered while still allowing employees to enjoy their time off. This planning might include arranging shifts, notifying clients of altered business hours, and managing workload to avoid any disruptions in service.

    5. Retail and Hospitality Sector

    For businesses in the retail and hospitality sectors, federal holidays can be among the busiest times of the year. Holidays such as Black Friday (following Thanksgiving) and the Christmas shopping season see a surge in consumer activity, leading businesses to hire additional staff and offer promotions to attract customers. While these sectors experience increased demand, employees may be required to work during these peak times, often receiving holiday pay as an incentive.

    6. Legal Compliance

    Employers must be aware of the legal requirements related to federal holidays, particularly in states where specific labor laws mandate holiday pay or provide guidelines on how holidays should be observed. Compliance with these laws is crucial to avoid potential disputes or penalties.

    Public and Private Sector

    Federal holidays 2025 in the United States are officially recognized days when federal employees receive paid time off. These holidays also significantly impact the private sector, but how they are observed can vary depending on the employer.

    Public Sector:

    • Time Off: In the public sector, federal employees receive a guaranteed paid day off on federal holidays. Government offices, including federal agencies, courts, and public schools, are typically closed on these days.

    Private Sector:

    • Time Off: In the private sector, there is no legal requirement for employers to give employees paid time off on federal holidays, although many do. Some companies may close entirely, while others remain open and offer additional compensation, such as time-and-a-half pay, to employees who work on these holidays.
    • Variability: The observance of federal holidays in the private sector can vary widely by industry, company policy, and state law. For example, essential services like healthcare, retail, and hospitality often remain operational, and employees might be required to work, sometimes with extra pay.

    FAQ on Federal Holidays 2025 in the United States

    1. What happens if a federal holiday falls on a weekend?

    If a federal holiday falls on a Saturday, it is usually observed on the preceding Friday. If it falls on a Sunday, it is observed on the following Monday. This allows employees to still receive a day off, even if the holiday itself is on a weekend.

    2. Are federal holidays the same across all states?

    Yes, federal holidays are recognized nationwide, meaning they are observed across all states. However, individual states may also recognize additional holidays that are specific to their region or culture, which are not considered federal holidays.

    3. Do all employees receive time off on federal holidays?

    Not all employees are guaranteed time off on federal holidays. While federal employees automatically receive paid time off, private-sector employers are not legally required to provide paid holidays. However, many private companies choose to offer paid time off or holiday pay as a benefit to their employees.

    4. How do federal holidays affect deadlines for federal services?

    Federal holidays can extend deadlines for various federal services. For instance, if a tax filing deadline falls on a federal holiday, the deadline is typically extended to the next business day. This applies to other deadlines related to federal services as well.

    5. Are federal holidays considered in calculating overtime pay?

    In general, federal holidays are not automatically counted towards overtime unless the employee works on the holiday itself. If an employee works on a federal holiday, they may be entitled to holiday pay or overtime pay, depending on their employer’s policies and state laws.

    6. Can employers require employees to work on federal holidays?

    Yes, employers in the private sector can require employees to work on federal holidays, unless there is a specific contract or agreement that states otherwise. In such cases, employees may receive additional compensation, such as time-and-a-half or double-time pay, depending on the employer’s policies.

    7. How are federal holidays different from state holidays?

    Federal holidays are recognized by the federal government and apply to federal employees and institutions across the country. State holidays, on the other hand, are specific to individual states and may not be recognized nationwide. Some state holidays might also overlap with federal holidays.

    8. What is the significance of federal holidays for businesses that operate internationally?

    For businesses that operate internationally, federal holidays in the U.S. can impact communication and operations. International partners need to be aware that U.S.-based companies may have reduced hours or be closed entirely on these days, which can affect business transactions, shipping, and customer support.

    9. How do federal holidays affect the stock market?

    The U.S. stock markets (NYSE, NASDAQ) typically close on federal holidays. In cases where a holiday falls on a weekend, the markets observe the holiday on the nearest weekday. This can affect trading schedules, with no market activity on these days, which investors and traders need to plan around.

    10. Are federal contractors entitled to paid holidays?

    Federal contractors are not automatically entitled to paid holidays unless specified in their contract. The terms of paid time off for holidays are usually negotiated in the contract between the federal agency and the contractor. It’s important for contractors to review their agreements to understand their entitlements.

    11. Do federal holidays affect Social Security and other benefit payments?

    Federal holidays can delay the processing and delivery of Social Security and other benefit payments if the scheduled payment date falls on a holiday. Typically, the payment is issued on the nearest business day before the holiday to avoid delays.

    12. How do federal holidays impact travel in the United States?

    Federal holidays often lead to increased travel as many Americans take advantage of the long weekends. This can result in higher demand for flights, hotels, and rental cars, often driving up prices. Airports and highways also tend to be busier, potentially leading to delays and longer travel times.

    13. Can an employee refuse to work on a federal holiday?

    In the private sector, whether an employee can refuse to work on a federal holiday depends on their employment contract and company policies. Some employers may have specific policies allowing employees to request these days off, but generally, if scheduled to work, the employee is expected to fulfill their duties unless they negotiate time off.

    14. Do federal holidays impact postal services?

    Yes, the United States Postal Service (USPS) does not deliver mail on federal holidays, with the exception of specific express services. Post offices are also closed on these days, which may delay mail and package deliveries.

    15. How do federal holidays influence school schedules?

    Public schools across the U.S. generally close on federal holidays, allowing students and staff to observe the day. These closures are factored into the academic calendar, and in some cases, additional breaks or events might be scheduled around these holidays.

    16. Are there any federal holidays that specifically honor Indigenous peoples?

    While Columbus Day is a federal holiday, it is increasingly recognized as Indigenous Peoples’ Day in many states and cities. This day honors the history, culture, and contributions of Native American peoples, acknowledging the impact of colonization.

    17. Do all government agencies close on federal holidays?

    Most federal government offices close on federal holidays, but essential services, such as law enforcement, fire departments, and emergency medical services, continue to operate. Additionally, some federal services, such as national parks, may remain open, albeit with reduced staffing.

    18. Are federal holidays the same every year?

    The specific dates for federal holidays vary slightly each year, especially for those observed on a specific day of the week (e.g., the third Monday in January for Martin Luther King Jr. Day). However, the set of holidays remains consistent from year to year.

    19. How do federal holidays affect jury duty?

    If you are scheduled for jury duty on a federal holiday, the court will typically reschedule your service for the next available business day. Jurors are not required to report on federal holidays.

    20. Are there any religious observances included in federal holidays?

    Christmas Day is the only federal holiday that is religious in origin, marking the celebration of the birth of Jesus Christ. However, it is widely observed as a cultural holiday as well, regardless of religious affiliation.

    Conclusion

    Federal holidays 2025 in the United States serve as important moments for reflection, celebration, and rest. They play a crucial role in shaping the work environment, offering federal employees guaranteed time off while influencing private sector practices in various ways. While public sector employees uniformly receive these days off, the private sector’s observance can vary, often influenced by industry, company policies, and state regulations.

    Understanding the implications of federal holidays from workplace productivity to legal compliance helps both employers and employees navigate these important days effectively. Whether it’s honoring historical figures like Martin Luther King Jr. or celebrating national pride on Independence Day, federal holidays remain integral to American cultural and work life.

  • Long Weekends in 2025 For USA

    Long Weekends in 2025 For USA

    Long weekends in 2025 are precious opportunities to recharge and enjoy a break from the daily grind without dipping too much into your vacation days. Leave management plays a crucial role in ensuring you can maximize these breaks. In 2025, the calendar offers numerous chances to extend your weekends, whether for a quick getaway or some much needed relaxation. However, making the most of these long weekends often requires careful planning, particularly when it comes to arranging time off from work. This guide will help you understand how to navigate time off requests and strategies to ensure you can enjoy those extra days.

    Understanding Your Company’s Leave Policy

    Before requesting time off, it’s crucial to understand your company’s leave policy. This includes:

    • Paid Time Off (PTO) Policy: Determine how much paid time off you’re entitled to and how it accrues throughout the year. Some companies have flexible PTO policies, while others might have more rigid guidelines.

    • Blackout Dates: Be aware of any blackout dates periods during which your company might restrict time off requests due to high business demand. Knowing these in advance helps avoid conflicts.

    • Approval Process: Understand the procedure for requesting time off, including who needs to approve your request and how far in advance you should submit it.

    • Carryover Rules: If your company allows unused vacation days to be carried over into the next year, consider using these to extend long weekends in 2025.

    Long Weekends in 2025: A Month by Month Breakdown

    Let’s delve into the key long weekends of 2025, providing you with ample time to plan your getaways.

    January

    New Year’s Day (Wednesday, January 1)

      • Suggested Days Off: Thursday, January 2, and Friday, January 3
      • Long Weekend: Wednesday, January 1 – Sunday, January 5
      • Plan: Start 2025 on the right foot with a five day break by taking just two additional days off. This extended weekend is perfect for recovering from New Year’s Eve festivities or setting intentions for the year ahead. Consider a winter retreat to a cozy cabin, a skiing trip, or a quiet stay at home to rest and rejuvenate.

    Martin Luther King Jr. Day (Monday, January 20)

      • Long Weekend: Saturday, January 18 – Monday, January 20
      • Plan: Honor Martin Luther King Jr.’s legacy with a long weekend dedicated to reflection, community service, or a brief winter getaway. This is a great time to volunteer or participate in events commemorating civil rights while also enjoying a few days of relaxation.

    February

    Presidents’ Day (Monday, February 17)

    • Long Weekend: Saturday, February 15 – Monday, February 17
    • Plan: Presidents’ Day weekend is a winter staple in the United States, often associated with ski trips, mountain retreats, and winter sports. If you’re not a fan of the cold, consider a cultural trip to Washington, D.C., to visit historical landmarks and museums, or take a short vacation to a warmer destination.

    March

    St. Patrick’s Day (Monday, March 17)

    • Long Weekend: Saturday, March 15 – Monday, March 17
    • Plan: While St. Patrick’s Day isn’t a federal holiday, the Monday placement creates an ideal long weekend for those who celebrate. Consider visiting cities with large Irish communities, like Boston, New York, or Chicago, where parades and festivities are in full swing. Alternatively, use this weekend as an excuse for a short spring break getaway.

    April

    Good Friday and Easter (Friday, April 18 – Sunday, April 20)

      • Long Weekend: Friday, April 18 – Monday, April 21 (Easter Monday)
      • Plan: Easter weekend provides an opportunity for family gatherings, religious observances, or a spring getaway. If you have Easter Monday off, you can enjoy a four day weekend perfect for a trip to a countryside retreat or a visit to a city known for its Easter celebrations, such as Rome or Seville.

    Earth Day (Tuesday, April 22)

      • Suggested Days Off: Monday, April 21
      • Long Weekend: Saturday, April 19 – Tuesday, April 22
      • Plan: Celebrate Earth Day with a long weekend dedicated to nature. Take this opportunity to visit national parks, participate in conservation activities, or simply spend time outdoors appreciating the beauty of the planet.

    May

    Memorial Day (Monday, May 26)

    • Long Weekend: Saturday, May 24 – Monday, May 26
    • Plan: Memorial Day weekend marks the unofficial start of summer in the United States. This is a prime time for a beach getaway, a lakeside retreat, or a road trip to a favorite summer destination. Barbecues, outdoor concerts, and family gatherings are also popular ways to spend this extended weekend.

    June

    Juneteenth (Thursday, June 19)

    • Suggested Days Off: Friday, June 20
    • Long Weekend: Thursday, June 19 – Sunday, June 22
    • Plan: Juneteenth, now a federal holiday, celebrates the emancipation of enslaved African Americans. This long weekend is perfect for attending cultural events, exploring African American history, or simply enjoying a summer break. Consider visiting historical sites or participating in local festivals.

    July

    Independence Day (Friday, July 4)

    • Long Weekend: Friday, July 4 – Sunday, July 6
    • Plan: Independence Day falling on a Friday in 2025 offers a classic three day summer weekend. Celebrate with fireworks, parades, and outdoor activities. Whether you’re planning a beach vacation, a camping trip, or a neighborhood barbecue, this long weekend is ideal for enjoying the height of summer.

    August

    Labor Day (Monday, September 1)

    • Long Weekend: Saturday, August 30 – Monday, September 1
    • Plan: As the unofficial end of summer, Labor Day weekend is a chance for one last summer getaway. Many people take advantage of this weekend for beach trips, mountain retreats, or simply relaxing at home before the fall season begins. It’s also a great time for back to school shopping or preparing for the upcoming busy months.

    October

    Columbus Day (Monday, October 13)

    • Long Weekend: Saturday, October 11 – Monday, October 13
    • Plan: Columbus Day is a perfect time for a fall getaway, especially to regions where autumn foliage is at its peak. New England, the Appalachian Mountains, and the Great Smoky Mountains are all excellent destinations for leaf peeping and enjoying the crisp fall air. For those who prefer city trips, many places offer fall festivals and cultural events during this time.

    November

    Veterans Day (Tuesday, November 11)

      • Suggested Days Off: Monday, November 10
      • Long Weekend: Saturday, November 8 – Tuesday, November 11
      • Plan: Extend your weekend by taking Monday off for a four day break. Use this time to honor veterans by visiting memorials, participating in parades, or spending quality time with family and friends. The cool autumn weather also makes this a great time for hiking or outdoor activities.

    Thanksgiving (Thursday, November 27)

      • Long Weekend: Thursday, November 27 – Sunday, November 30
      • Plan: Thanksgiving is one of the most anticipated long weekends of the year. It’s the perfect time for family gatherings, feasting, and reflecting on what you’re grateful for. Consider extending your break by adding a day or two off before or after Thanksgiving, turning it into a five day holiday for more travel flexibility. Popular activities include holiday shopping on Black Friday, visiting relatives, or taking a short vacation.

    December

    Christmas (Thursday, December 25)

      • Suggested Days Off: Friday, December 26
      • Long Weekend: Thursday, December 25 – Sunday, December 28
      • Plan: Christmas falling on a Thursday provides a natural long weekend. By taking off the following Friday, you can enjoy a four day break to spend with family, engage in festive activities, or simply relax. Whether you’re staying at home or traveling to be with loved ones, this time is perfect for celebrating the holiday season.

    New Year’s Eve (Wednesday, December 31)

      • Suggested Days Off: Thursday, January 1, and Friday, January 2 (2026)
      • Long Weekend: Wednesday, December 31 – Sunday, January 4 (2026)
      • Plan: Ring in the New Year with a long weekend by taking off the first two days of 2026. This extended break is ideal for reflecting on the past year, setting goals for the new one, and celebrating with friends and family. Consider traveling to a destination known for its New Year’s Eve festivities, such as New York City, Sydney, or Tokyo.

    Strategizing Your Time Off Requests

    Successfully arranging time off requires more than just submitting a request. Here’s how to strategize effectively:

    • Plan Early: The sooner you plan your long weekends, the better your chances of getting the time off approved. Popular holidays and long weekends, such as Memorial Day or Thanksgiving, are often in high demand. Aim to submit your requests several months in advance to increase your likelihood of approval.

    • Coordinate with Colleagues: If you work in a team, coordinate with your colleagues to ensure there’s adequate coverage while you’re away. Offering to cover for a colleague during their time off can also help build goodwill, making it easier for you to request time off in return.

    • Prioritize Critical Projects: Before submitting your request, ensure that any critical tasks or projects are on track or that you’ve delegated responsibilities. This shows your manager that you’re committed to maintaining productivity even when you’re away.

    • Be Flexible: If possible, be flexible with your dates. If your initial request is denied, having alternative dates in mind can increase your chances of approval.

    Managing Workload Before and After Your Time Off

    To fully enjoy your long weekends in 2025 without the stress of returning to a mountain of work, it’s important to manage your workload effectively:

    • Prioritize Tasks: In the days leading up to your time off, focus on completing high priority tasks. Use a to do list or a project management tool to stay organized and ensure nothing critical is left unfinished.

    • Delegate Responsibilities: If your role involves tasks that can’t be paused, delegate them to a trusted colleague. Ensure they have all the information and resources needed to carry out the tasks effectively.

    • Set Expectations: Let your team know when you’ll be unavailable and when you’ll be back. Communicate clearly about how urgent matters should be handled in your absence, and set realistic expectations for your availability during the long weekend.

    • Ease Back into Work: Upon returning, take time to catch up on emails and messages before diving back into full work mode. It might be helpful to block off the first few hours of your return to focus on catching up and re-prioritizing your workload.

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    FAQs: Managing Time Off for Long Weekends

    How can I approach my manager about taking time off for long weekends?

    When approaching your manager, it’s best to be clear and direct about your request. Explain how the time off will help you recharge and maintain productivity. Ensure you have a plan in place for how your tasks will be handled while you’re away. Present your request well in advance, particularly for popular long weekends, and be prepared to discuss any potential impacts on your workload and how you plan to mitigate them.

    What should I do if multiple colleagues want the same days off?

    If multiple colleagues request the same days off, it can create a challenge for team coverage. To navigate this, consider discussing the situation as a team and coming to a consensus on who takes which days. If needed, propose a rotation system where everyone has an equal chance to enjoy long weekends throughout the year. You can also offer to be flexible and take different dates if your manager or team requires specific coverage.

    Can I take time off for a long weekend if I’m in the middle of a big project?

    Yes, but it requires careful planning. Before you take time off, assess the project’s timeline and ensure that key milestones are met before you leave. Delegate any critical tasks to colleagues and make sure they have all the information they need to keep the project on track. Communicate your availability and establish check-in points if necessary, but try to minimize interruptions during your time off.

    What should I do if my time off request is denied?

    If your time off request is denied, ask for feedback to understand the reason. There could be factors such as staffing needs or project deadlines that influenced the decision. Use this information to adjust your request consider alternative dates or offer to take on additional responsibilities upon your return. Stay professional and understanding, and work with your manager to find a compromise.

    How can I manage the guilt of taking time off when my workload is heavy?

    It’s common to feel guilty about taking time off, especially during busy periods. However, it’s important to remember that regular breaks are crucial for maintaining your mental and physical health, which in turn improves your overall productivity and effectiveness. To manage this guilt, focus on completing high priority tasks before you leave, clearly communicate your plans with your team, and remind yourself that time off is a benefit you’ve earned.

    Can I use half days to create longer weekends if my company’s policy is strict about full vacation days?

    If your company allows it, using half days can be a smart way to extend your weekends without taking full vacation days. For example, you could take a half day on Friday or Monday to create a longer weekend. This approach works well if you need a bit more time to relax but don’t want to use up your full PTO allowance.

    How do I handle urgent work that comes up while I’m on a long weekend?

    Before you leave, set clear boundaries about your availability and how urgent issues should be handled. Designate a colleague to act on your behalf or to contact you only if something truly urgent arises. Set up an out of office reply that provides alternative contacts for urgent matters. If possible, limit your availability to specific times or check ins to ensure you’re still getting the most out of your time off.

    What if my company has a strict “no time off during busy seasons” policy?

    If your company has a strict policy during peak periods, it’s important to plan your long weekends outside of these busy seasons. Review the calendar and identify non peak times when you can take advantage of extended weekends. If taking time off during a busy period is unavoidable, discuss the situation with your manager to find a solution that works for both you and the company.

    How can I effectively use my carryover vacation days to maximize long weekends?

    If your company allows vacation days to be carried over into the next year, strategically use these days to extend long weekends, especially early in the year. This approach lets you enjoy extended breaks without impacting your current year’s PTO balance. Review your carryover days and plan to use them on dates that align with holidays or low workload periods.

    Is it okay to take multiple long weekends close together?

    Taking multiple long weekends close together is generally acceptable as long as it doesn’t negatively impact your work responsibilities. However, it’s important to communicate with your manager and team to ensure your absences won’t cause any disruptions. Balance your requests with the needs of the business and be flexible if adjustments are needed.

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    Conclusion

    Long weekends in 2025 present an excellent opportunity to recharge and make the most of your time off without depleting your vacation days. By understanding your company’s leave policies, planning your requests strategically, and managing your workload effectively, you can enjoy these extended breaks to their fullest. Whether you’re planning a quick getaway, a staycation, or just some downtime, these tips will help you navigate time off requests and return to work feeling refreshed and ready to take on new challenges.

  • New York Leave Laws And Holidays

    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.