Category: Holidays

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

Paid Time Off (PTO) in Kentucky

Leave Quota

The amount of PTO an employee is eligible for, known as the leave quota, varies widely depending on the employer. Kentucky law does not require businesses to provide a minimum amount of PTO, so companies establish their own leave quotas based on factors such as:
Years of Service: Many companies offer increasing amounts of PTO as an employee gains tenure. For example, an entry-level employee may receive 10 days of PTO per year, while someone with 5-10 years of service might be entitled to 15 or even 20 days annually.
Job Role and Seniority: Higher-level positions or employees in executive roles may be offered more generous PTO quotas, while part-time employees typically receive fewer days or may not be eligible for PTO at all.
Company Size and Industry: Larger corporations or industries with more competitive work environments may offer higher PTO quotas to attract and retain talent. For instance, tech companies and large corporations might offer 20-30 days of PTO annually.
Some companies also integrate other types of leave, such as sick leave or personal days, into the overall PTO quota, giving employees more flexibility in managing their time off.

Accrual

In Kentucky, most employers use an accrual system for PTO, which allows employees to earn time off incrementally. Common accrual methods include:
Per Pay Period Accrual: Employees earn a set number of PTO hours based on each pay period. For example, an employee may earn 4 hours of PTO per biweekly pay period, equating to 104 hours or 13 days per year.
Monthly or Annual Accrual: Some companies prefer to allow employees to earn a portion of their PTO on a monthly or annual basis. For instance, an employee might earn 1 day of PTO per month, which totals 12 days by the end of the year.
Front-Loading PTO: In certain cases, employers may “front-load” PTO at the beginning of the year, giving employees immediate access to their total allotted PTO for the year. This allows employees to plan vacations and time off in advance, although if an employee leaves the company before fully earning their PTO, some employers may require repayment for any excess PTO used.
Accrual systems are typically outlined in the employee handbook or employment contract, providing transparency on how much PTO can be earned over time.

Rollover

Kentucky employers are not required by law to allow unused PTO to rollover to the next year, but many companies offer this as a benefit. There are three main approaches employers may take regarding rollover:
Limited Rollover: Employees can carry over unused PTO into the next year, but only up to a certain limit. For example, an employer may allow a maximum of 40 hours (5 days) of unused PTO to roll over, with anything above that forfeited.
Unlimited Rollover: A more flexible option, this allows employees to roll over all unused PTO to the next year. However, employers may still cap the total amount of PTO that can be accumulated.
Use-It-Or-Lose-It Policy: Some employers adopt a “use-it-or-lose-it” policy, where employees must use their PTO within the calendar or fiscal year or forfeit any unused time. This encourages employees to take time off regularly rather than letting it accumulate indefinitely.
It’s important for employees to understand their company’s rollover policy so they can plan their time off accordingly. Many employers provide a grace period or a deadline by which unused PTO must be used to prevent loss.

Payment of Accrued, Unused Vacation on Termination

The payment of accrued, unused vacation time upon termination of employment is a complex issue in Kentucky, as the state does not have specific laws mandating this. However, certain scenarios commonly arise:
Employer Policies: Many companies have policies that dictate whether employees will be paid for unused PTO when they leave. If an employer’s policy explicitly states that unused PTO will be paid out at termination, the employer is legally required to honor this policy. For example, an employee with 10 days of accrued, unused vacation may receive payment for those days in their final paycheck.
Written Contracts: In some cases, individual employment contracts or collective bargaining agreements may guarantee the payment of unused vacation time upon termination. This often applies to higher-level employees or those in unionized industries.
Discretionary Payment: In the absence of a written policy, some employers may choose to pay out accrued PTO as a gesture of goodwill, even though it is not legally required.
Kentucky employers should clearly outline their PTO policies, including accrual, rollover, and payout conditions, in employee handbooks to ensure transparency and prevent disputes. Employees are encouraged to review these policies carefully, particularly when planning to take extended leave or when approaching the end of their employment.

Sick Leave in Kentucky

Federal Laws

The federal government does not mandate a specific number of paid sick days for employees in private companies. However, there are key federal regulations that protect employees in certain situations, such as the Family and Medical Leave Act (FMLA).
Family and Medical Leave Act (FMLA): Under the FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for serious health conditions, including their own or a family member’s illness. While this law guarantees job security during extended health-related absences, it does not require employers to provide paid sick leave.
Eligibility for FMLA: To qualify for FMLA leave, an employee must work for an employer with at least 50 employees within a 75-mile radius and have worked at least 1,250 hours over the past 12 months.
FMLA Qualifying Conditions: In addition to illness, FMLA leave can be used for childbirth, adoption, or to care for a spouse, child, or parent with a serious health condition.
Paid Sick Leave for Federal Contractors: Executive Order 13706 requires certain federal contractors to provide their employees with up to 7 days of paid sick leave per year. This leave can be used for the employee’s health needs, to care for a family member, or for issues related to domestic violence, sexual assault, or stalking.
While the FMLA offers job protection during illness or medical emergencies, it is important to note that paid sick leave is largely dependent on employer policies in Kentucky, unless an employee works for a covered federal contractor.

State Laws

Kentucky does not have a statewide law mandating paid sick leave for employees in private companies, leaving it to employers to establish their own policies. However, public sector employees, like government workers, often have different sick leave policies established at the state level.
Public Sector Employees: Kentucky state employees are generally entitled to paid sick leave. Full-time public employees accrue sick leave at a rate set by the state, which can typically be around 1 day per month of service. Unused sick leave can often roll over from year to year, allowing public employees to accumulate a substantial bank of sick leave over time.
Private Sector Employees: For private sector employees, the decision to offer paid sick leave is left to the employer. Many businesses voluntarily offer paid sick leave as part of their benefits package to remain competitive and attract talent. Common practices include offering 5-10 days of sick leave per year, with some companies allowing unused sick days to roll over to the next year.
Accrual and Usage: In companies that provide paid sick leave, the accrual method can vary. Employees might earn sick days over time, such as 1 day per month, or be given a full quota of sick days at the beginning of the year. Sick leave can be used for personal illness, doctor appointments, or caring for a sick family member.

Maternity, Paternity, FMLA in Kentucky

Federal Laws

Family and Medical Leave Act (FMLA)
The primary federal law governing parental leave is the Family and Medical Leave Act (FMLA). Under the FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, including:
The birth of a child and care for the newborn within the first year of life.
The placement of a child for adoption or foster care and care for the child within the first year of placement.
Caring for a spouse, child, or parent with a serious health condition.
Eligibility for FMLA:
To qualify for FMLA leave, employees must meet certain criteria:
Employer Size: The employee must work for a company with 50 or more employees within a 75-mile radius.
Work Duration: The employee must have worked for the employer for at least 12 months and completed 1,250 hours of service during that time.
FMLA for Maternity and Paternity Leave:
FMLA guarantees unpaid leave, meaning employees are not entitled to any wages during their time off unless they use other paid leave options, such as accrued paid time off (PTO), vacation days, or sick leave. Some employers may allow or require employees to use paid leave concurrently with FMLA.
The FMLA applies equally to mothers and fathers, allowing both parents to take time off to bond with their newborn or newly adopted child.
FMLA provides job protection, meaning employees are entitled to return to their same or equivalent position after their leave ends.

State Laws

Kentucky leave laws, like many other states, does not currently have state-specific laws that mandate paid maternity or paternity leave. However, state employees and teachers often receive more generous benefits compared to those in the private sector.
Public Sector and Government Employees:
State Employees: Kentucky state employees typically have access to paid sick leave or vacation time, which can be used in combination with FMLA leave. Public employees may also receive additional benefits like short-term disability insurance to help cover wages during maternity or paternity leave.
School Employees: Teachers and school employees often have sick leave policies that allow them to take time off for childbirth and recovery, but these policies are specific to individual school districts and employment contracts.
While Kentucky does not offer mandated paid parental leave, some private employers voluntarily provide paid maternity and paternity leave benefits to attract and retain employees. These benefits are often outlined in employee handbooks or company policies and may include:
Paid Parental Leave: Some employers offer a set number of weeks of paid parental leave for new mothers, fathers, or adoptive parents.
Short-Term Disability: Many companies provide access to short-term disability insurance, which covers a portion of a new mother’s wages during maternity leave for childbirth and recovery.
Additional Support for Parents
Though there is no mandated paid leave in Kentucky, employees who take unpaid FMLA leave may still be able to receive financial assistance through other programs:
Short-Term Disability Insurance: If offered by the employer, this insurance typically covers a portion of the employee’s salary (usually 50-70%) during maternity leave, often for up to 6-8 weeks after childbirth. This benefit is more commonly available to mothers for recovery from childbirth.
Paid Sick Days and Vacation Time: Employees may use their accrued paid sick leave or vacation days during maternity or paternity leave to receive income during their absence. Employers must specify if they require employees to use paid leave concurrently with FMLA leave.
Employer Policies on Maternity and Paternity Leave
In the absence of state-mandated paid parental leave, Kentucky employers have the flexibility to design their own maternity and paternity leave policies. Many large companies, particularly in competitive industries, offer generous leave benefits to attract and retain talent. These policies often include:
Paid Parental Leave: Some companies provide paid parental leave beyond the FMLA-required unpaid leave, often offering 6 to 12 weeks of paid leave for new parents.
Flextime or Remote Work: In some cases, employers may offer flexible work schedules or the option to work remotely for a certain period after the birth or adoption of a child.
Extended Leave Options: Certain employers may allow parents to take additional unpaid leave beyond the FMLA period, giving new parents more flexibility in balancing work and family responsibilities.

Bereavement Leave in Kentucky

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

Jury Duty Leave in Kentucky

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

Military Leave in Kentucky

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

Voting Leave in Kentucky

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

Kentucky State Holidays in 2025

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

Holiday

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

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, May 26
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Friday, November 28
Thursday, December 25
September 22, 2024
Kansas Leave Laws And Holidays 2025
Kansas Leave Laws and Holidays in 2025 offer a variety of protections and benefits for employees, ensuring they can maintain a healthy work-life balance. Under Kansas Leave Laws, employees are entitled to various types of leave, from paid time off (PTO) to unpaid leaves like jury duty and military leave. Kansas follows both state and federal regulations to support its workforce. This article will provide a comprehensive overview of Kansas Leave Laws, including accrual, rollover rules, and holiday entitlements. Additionally, tools like Day Off, a simple and effective PTO tracker, can help both employees and employers manage leave efficiently. Whether you’re a business owner or an employee, staying informed about these laws and using tools like Day Off is crucial for compliance and planning in 2025.

Paid Time Off (PTO) in Kansas

Leave Quota

Leave quota refers to the amount of PTO an employee is entitled to. In Kansas, this is typically determined by the employer, who sets the specific amount of leave employees can take each year. The PTO leave quota often increases with the employee’s length of service. For instance, an employer might offer 10 days of PTO for new hires and increase this to 15 or 20 days after several years of employment.

Accrual

Accrual is the process by which employees earn their PTO over time. Kansas does not have a state-mandated accrual rate, so employers establish their own systems. Accrual can be done on a weekly, biweekly, or monthly basis. For example, an employee might accrue 1 day of PTO for every month worked. Accrued leave allows employees to accumulate vacation days over the course of the year rather than receiving all of their PTO at once.

Rollover

Rollover policies determine whether an employee can carry over unused PTO from one year to the next. Kansas does not require employers to offer PTO rollover; however, many companies implement their own policies regarding this. Employers might allow employees to roll over a certain number of unused days, cap the total amount of PTO that can be carried over, or implement a “use-it-or-lose-it” policy where unused PTO expires at the end of the year.

Payment of Accrued, Unused Vacation on Termination

Kansas law does not require employers to pay out accrued, unused vacation time upon termination unless company policy states otherwise. However, if an employer’s policy or employment contract promises payment of unused PTO, they must honor that agreement. In such cases, the employee would receive compensation for their accrued vacation time in their final paycheck. It is essential for employees to review their employer’s policies on this matter to understand their rights in case of job separation.

Sick Leave in Kansas

Federal Laws

The Family and Medical Leave Act (FMLA), a federal law, applies to employees who meet the following eligibility criteria:
Have worked for their employer for at least 12 months
Have completed at least 1,250 hours of service within the past 12 months
Work for an employer that has at least 50 employees within a 75-mile radius
Eligible employees are entitled to 12 weeks of unpaid, job-protected leave per year under FMLA. These 12 weeks can be taken consecutively or intermittently, depending on the employee’s needs and the employer’s approval. The leave can be used for the following qualifying conditions:
A serious health condition that makes the employee unable to perform the essential functions of their job
Caring for a spouse, child, or parent with a serious health condition
The birth and care of a newborn child or placement of a child for adoption or foster care
Any qualifying exigency arising out of a family member’s active duty or call to active duty in the armed forces
In cases involving service members, eligible employees may take up to 26 weeks of leave in a single 12-month period to care for a covered service member with a serious injury or illness.
Although FMLA leave is unpaid, employees may use any accrued paid sick leave, vacation, or PTO during the FMLA period if the employer’s policies permit it. Employers may also require employees to use paid leave for all or part of the FMLA period.
FMLA ensures job protection, meaning employees are entitled to return to their original job or an equivalent position with similar pay, benefits, and working conditions after their leave. In addition, employees maintain their health insurance coverage while on leave under the same conditions as if they had continued working.

State Laws

Kansas does not have specific laws requiring private employers to provide paid or unpaid sick leave. However, state employees have access to sick leave under the Kansas Administrative Regulations, which apply to public-sector employees. Here are the key provisions for Kansas state employees regarding sick leave:
Accrual of Sick Leave:
Full-time Kansas state employees accrue 3.7 hours of sick leave per two-week pay period, which amounts to approximately 96 hours (12 days) of sick leave per year.
Part-time employees accrue sick leave proportionally based on their work hours.
Sick leave is earned from the first day of employment and continues to accrue throughout an employee’s tenure.
Use of Sick Leave:
State employees can use sick leave for their own illness, injury, or medical appointments.
Sick leave can also be used to care for an immediate family member, which generally includes spouses, children, and parents.
Rollover of Sick Leave:
Unused sick leave for Kansas state employees can roll over into the next year with no maximum accrual cap. This means that employees can accumulate a significant amount of sick leave over time.
However, the employer may set policies regarding the use of excessive sick leave.
Private-Sector Sick Leave Policies
Since Kansas leave laws does not require private-sector employers to offer paid or unpaid sick leave, it is up to individual employers to set their own sick leave policies. This gives businesses flexibility in determining:
Accrual: Employers may choose to provide sick leave on an accrual basis, such as offering 1 hour of sick leave for every 30 hours worked, or by granting a fixed amount of sick leave at the beginning of the year.
Leave Quota: Some companies may establish a sick leave quota, typically ranging from 5 to 10 days per year, although this varies widely depending on the employer.
Rollover: Employers can decide whether unused sick leave carries over from year to year, subject to a cap, or if the policy is “use it or lose it,” meaning unused leave is forfeited at the end of the year.
PTO Policies: Many employers bundle sick leave into a comprehensive PTO policy, which includes vacation, personal days, and sick leave in a single allotment. Employees can then use PTO days at their discretion, whether for illness or leisure.

Payment of Unused Sick Leave Upon Termination

Kansas leave laws does not require employers to pay out unused sick leave when an employee leaves a job unless the employer’s policy explicitly states otherwise. This is often referred to as a “forfeiture policy,” where employees lose their unused sick leave upon resignation, termination, or retirement. Some employers may opt to offer compensation for unused sick leave as part of a severance package, but this is not mandated by law.
In contrast, for state employees, Kansas offers a sick leave payout under certain conditions, particularly in retirement situations where accumulated leave can be converted into additional retirement benefits or cash compensation.

Maternity, Paternity, FMLA in Kansas

Federal Laws

The Family and Medical Leave Act (FMLA) is the primary federal law that provides job-protected, unpaid leave for maternity, paternity, and family caregiving in Kansas. Under the FMLA, eligible employees may take up to 12 weeks of unpaid leave within a 12-month period for qualifying family and medical reasons, including:
Maternity Leave: To recover from childbirth and bond with a newborn.
Paternity Leave: For fathers to bond with their newborn child.
Adoption or Foster Care: For employees who need time off to bond with a newly adopted child or a foster child placed in their care.
FMLA Eligibility Criteria
To qualify for FMLA leave, an employee must meet the following criteria:
Employer Coverage: The FMLA applies to private-sector employers with 50 or more employees, as well as all public agencies and schools.
Employee Eligibility: The employee must have worked for the employer for at least 12 months and must have completed at least 1,250 hours of service during the 12 months before the leave request.
Leave Entitlement: Employees are entitled to 12 weeks of unpaid, job-protected leave for maternity, paternity, or adoption, which can be taken consecutively or intermittently, depending on the employer’s policies.
FMLA Benefits
Job Protection: The employee’s job, or a comparable position, is protected while they are on leave. This ensures that when employees return from FMLA leave, they are reinstated to the same position or a similar one with equivalent pay and benefits.
Health Insurance Continuation: While on FMLA leave, employees retain their health insurance benefits under the same terms as when they were working.
Unpaid Leave: FMLA leave is unpaid. However, employees may use accrued paid leave, such as vacation or sick leave, during their FMLA period if permitted by the employer’s policies.
Additional Federal Protections
Beyond the FMLA, the Pregnancy Discrimination Act (PDA) prohibits employers from discriminating against employees based on pregnancy, childbirth, or related medical conditions. This law ensures that pregnant employees receive the same benefits, leave, and accommodations as employees with other temporary disabilities.

Additional State Laws

Kansas does not have state laws that mandate paid maternity or paternity leave for private-sector employees, but certain state regulations apply to public employees, and some private employers may choose to offer additional benefits. Below are the relevant state-level considerations:
State Laws for Public Employees
Kansas provides specific leave protections and benefits for state employees:
Kansas State Employee Leave: Kansas state employees, including those who work for public agencies and local governments, can accrue paid leave based on service. This leave can be used for maternity and paternity purposes, though the amount of leave available depends on the employee’s length of service.
Sick Leave for Pregnancy: Public-sector employees in Kansas can use their accrued sick leave for pregnancy-related medical issues, including prenatal appointments, recovery from childbirth, and other medical needs associated with pregnancy.
Shared Leave Program: The Kansas Shared Leave Program allows state employees to donate their accrued leave to coworkers facing serious health conditions, including pregnancy-related complications. This can provide an additional layer of support for state employees who may exhaust their personal leave.
Private-Sector Policies
While private employers in Kansas are not required by state law to provide paid maternity or paternity leave, many companies offer competitive leave policies, especially for larger employers. These policies vary, but they often include:
Paid Parental Leave: Some employers offer paid maternity and paternity leave as part of their benefits package, typically ranging from 6 to 12 weeks of paid leave.
Short-Term Disability (STD) Insurance: For pregnant employees, short-term disability insurance may be offered as part of employer benefits, providing partial wage replacement during the recovery period after childbirth.
PTO for Maternity/Paternity Leave: Many employers allow employees to use their paid time off (PTO) or vacation time to cover part or all of their parental leave. This allows parents to receive income while taking time off to care for their new child.
Kansas FMLA Protections for Military Families
In addition to regular FMLA protections, Kansas employees are eligible for FMLA Military Family Leave if they have a spouse, child, or parent on active duty in the military. This includes:
Qualifying Exigency Leave: Employees can take up to 12 weeks of leave to deal with urgent matters related to a family member’s military deployment, such as arranging childcare or handling financial obligations.
Military Caregiver Leave: Employees can take up to 26 weeks of leave in a single 12-month period to care for a service member recovering from a serious injury or illness.
Other Kansas Leave Policies Impacting Parental Leave
Sick Leave: Some Kansas employers allow the use of sick leave for prenatal and postnatal medical appointments, as well as to care for a sick child after childbirth.
Adoption Leave: Similar to maternity and paternity leave, many employers offer unpaid or paid leave for employees who are adopting a child, aligning with FMLA provisions.

Bereavement Leave in Kansas

Bereavement Leave in Kansas 2025 is not governed by any specific state-mandated laws, meaning that private-sector employers are not legally required to provide bereavement leave. However, many employers in Kansas choose to offer bereavement leave as part of their company policies. Typically, this leave allows employees to take time off following the death of an immediate family member, with most policies granting 3 to 5 days of paid or unpaid leave. Public-sector employees in Kansas, including state employees, may have more defined bereavement leave provisions outlined in their employment agreements. While Kansas does not mandate bereavement leave, employers are encouraged to implement compassionate policies to support employees during times of personal loss. Employees should check with their employer for specific bereavement leave benefits in 2025.

Jury Duty Leave in Kansas

Jury Duty Leave in Kansas 2025 is protected under state law, which requires all employers to provide leave for employees summoned to serve on a jury. In Kansas, employers cannot penalize or retaliate against employees for fulfilling their civic duty as jurors. While employers are not required to provide paid leave during jury duty, employees must be allowed time off without facing adverse consequences such as termination or demotion. Additionally, Kansas law does not mandate reimbursement for lost wages during jury service, though some employers voluntarily offer paid leave for the duration of jury duty. Upon completing their jury service, employees are entitled to return to their original position without loss of seniority, benefits, or pay. It is important for employees to notify their employer of the jury summons as soon as possible to arrange for leave.

Military Leave in Kansas

Military Leave in Kansas 2025 is governed by both federal and state laws, ensuring that employees who are members of the U.S. military or National Guard are protected when called to active duty, training, or emergency service. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees in Kansas are entitled to unpaid leave for military duties and are guaranteed reemployment in their previous position or an equivalent one upon returning, with the same seniority, benefits, and pay. Additionally, Kansas law provides extra protections for state employees who are National Guard members, allowing them to take up to 30 days of paid military leave per year for service-related duties. Employers are prohibited from retaliating against employees for taking military leave, and employees must notify their employers of military obligations in advance. This ensures that service members can fulfill their duties without worrying about job security.

Voting Leave in Kansas

Voting Leave in Kansas 2025 is protected by state law, which ensures that employees have the right to take time off to vote in state and federal elections. Kansas law mandates that employers provide up to two consecutive hours of paid leave for employees to vote if they do not have sufficient time to do so before or after their scheduled work hours. Employers cannot penalize or deduct pay from employees for taking this leave, and they are prohibited from interfering with or refusing the leave request. However, employers can specify the time during the workday when the employee can take leave, as long as it provides enough time to vote. Employees must notify their employers in advance if they need time off to vote. This law ensures that all eligible Kansas voters can exercise their right to vote without fear of job-related repercussions.

Kansas State Holidays in 2025

State Holidays in Kansas 2025 include a variety of recognized public holidays that provide employees, especially those in the public sector, with paid time off. While private employers are not required by state law to provide paid time off for these holidays, many companies follow these dates as part of their holiday schedule. Public-sector employees typically enjoy these holidays as paid leave, Employees should consult their employer’s specific holiday policies to understand their entitlements for 2025.

Holiday

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

Date

Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Monday, October 13, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Friday, November 28, 2025
Thursday, December 25, 2025
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September 19, 2024
Iowa Leave Laws And Holidays 2025
When planning for 2025, understanding Iowa Leave Laws and holidays is essential for both employers and employees. Leave policies, including Paid Time Off (PTO), sick leave, and family leave, play a critical role in ensuring a fair and balanced workplace. Iowa’s legal landscape also includes specific regulations regarding jury duty, bereavement leave, and military leave, making it crucial for employers to comply with state and federal laws. This article will provide a detailed overview of Iowa Leave Laws, holidays, and how using tools like Day Off can help businesses and workers stay informed and compliant throughout 2025.

Paid Time Off (PTO) in Iowa

Leave Quota

The leave quota in Iowa, which determines how many PTO days an employee is entitled to in a given year, varies widely by employer. For example, many companies offer:
Fixed Annual Leave Quota: This approach gives employees a set number of PTO days each year, typically ranging from 10 to 20 days. The amount often depends on the employee’s seniority, position, or length of service. Some companies offer more generous PTO packages to long-tenured employees as a loyalty incentive.
Tiered Leave Policies: Many Iowa employers operate a tiered PTO system where new employees start with fewer PTO days, gradually increasing with years of service. For instance, an employee might begin with 10 days of PTO and receive an additional day for each year of employment, up to a maximum of 25 days.
Additionally, some companies bundle vacation, personal days, and sick leave into a single PTO bank, allowing employees more flexibility in how they use their time off. This trend has become increasingly common as it simplifies leave management for both employers and employees.

Accrual

In Iowa leave laws, most employers allow PTO to accrue over time rather than being allocated in full at the beginning of the year. This means that employees earn their PTO gradually, often based on hours worked or months of service. There are several common accrual methods:
Monthly Accrual: Employees may accrue PTO on a monthly basis, with typical rates being one day of PTO earned for every full month worked. For example, if an employee is entitled to 12 PTO days annually, they may earn one PTO day per month.
Hourly Accrual: Some Iowa employers tie PTO accrual to the number of hours worked. For example, an employee might earn one hour of PTO for every 40 hours worked. This method is particularly common in industries with hourly workers.
Front-Loaded PTO: In contrast to accrual, some employers give employees their full PTO allotment at the start of the year. However, in this system, if an employee leaves the company before earning the full allotment through service, the employer may recoup any “unearned” PTO.
The accrual model allows businesses to minimize the risk of employees using more time off than they’ve earned if they leave early in the year. Employees benefit by seeing their time off increase gradually, allowing for flexibility as the year progresses.

Rollover

The policy surrounding unused PTO rollover is another key aspect of Iowa’s PTO management, and it varies by employer. Companies generally adopt one of the following approaches:
No Rollover (“Use It or Lose It”): Employees must use all their PTO within the calendar year, or they forfeit any remaining balance. This is common in industries where consistent attendance is crucial. However, companies using this policy often give employees a deadline or reminder to use their PTO to avoid losing it.
Limited Rollover: Some Iowa employers allow a portion of unused PTO to carry over into the next year, with a cap on how much can be rolled over. For example, a company may permit employees to roll over a maximum of 5 or 10 unused PTO days. This policy encourages employees to take time off while still offering flexibility.
Unlimited Rollover: A less common but generous option is to allow employees to roll over all unused PTO indefinitely. This approach is rare but can be found in more flexible work environments or industries with less rigid scheduling.
It’s essential for employers to clearly communicate their PTO rollover policies in employee handbooks to avoid confusion and ensure employees are aware of their options.

Payment of Accrued, Unused Vacation on Termination

Iowa leave laws does not require employers to provide payment for unused PTO upon termination unless the company’s policy explicitly states otherwise. However, if an employer’s written policy promises to pay out accrued, unused PTO upon separation, they must honor that commitment. Common practices in Iowa include:
No Payout: If the company’s policy is silent on PTO payout or specifies that unused PTO is forfeited upon termination, then employees typically do not receive compensation for their unused time off.
Partial or Full Payout: Some Iowa employers choose to offer full or partial payout of accrued, unused PTO at the time of termination. This is more common in industries with highly competitive employee benefits or where PTO is considered part of the total compensation package.
It’s important to note that for companies offering PTO payout, the payout amount is typically calculated based on the employee’s hourly wage or salary at the time of termination. Additionally, employers may have stipulations that require an employee to give proper notice or meet other conditions to qualify for the payout.

Sick Leave in Iowa

Federal Laws

While federal laws do not require employers to offer paid sick leave, there are key regulations that provide protections for employees who need time off due to illness or other health-related issues:
Family and Medical Leave Act (FMLA):
Under the FMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave in a 12-month period for specific medical and family reasons, including personal or family illness.
To qualify for FMLA, an employee must work for a covered employer (typically companies with 50 or more employees) and have worked for the employer for at least 12 months and 1,250 hours over the past year.
While FMLA does not require paid sick leave, it ensures that employees can take extended time off without the risk of losing their jobs or health insurance benefits.
Healthy Families Act (Proposed):
Although not yet enacted, the proposed Healthy Families Act would mandate paid sick leave on a federal level, requiring employers to offer up to seven days of paid sick leave to employees annually. However, as of 2025, this is not in effect, and employers are not federally required to provide paid sick leave unless through state or local laws or employer-specific policies.
Americans with Disabilities Act (ADA):
While the ADA does not provide specific sick leave quotas, it mandates that employers provide reasonable accommodations to employees with disabilities. This can include flexible leave policies that allow for time off due to medical conditions or chronic illnesses.

State Laws

In 2025, Iowa does not have a state law mandating private employers to provide paid sick leave to employees. This means that sick leave policies are largely determined by the individual employers, and they may choose whether or not to offer paid sick leave as part of their benefits packages. However, the state does not prohibit employers from offering paid or unpaid sick leave, and many companies in Iowa do provide these benefits to remain competitive in attracting and retaining talent.
Employer-Specific Sick Leave Policies:
Many employers in Iowa voluntarily offer sick leave as part of their broader Paid Time Off (PTO) policy, which can include sick days, vacation, and personal days combined into one bank of time.
Sick leave quotas vary widely by employer, with some companies offering a fixed number of sick days (e.g., 5-10 days per year) or providing flexible PTO that allows employees to use their time for any purpose, including illness.
Public Sector Employees:
For public sector employees in Iowa, sick leave policies may differ. Government employees often receive a set amount of paid sick leave as part of their benefits package, which is typically more generous than those in the private sector.
Sick leave accrual rates for public employees are often based on hours worked, with employees accruing sick leave monthly or annually.

Maternity, Paternity, FMLA in Iowa

Federal Laws

Family and Medical Leave Act (FMLA):
The FMLA is the primary federal law that provides job-protected leave for maternity, paternity, and family care purposes. Under the FMLA, eligible employees can take up to 12 weeks of unpaid leave in a 12-month period for the birth or adoption of a child, as well as to care for a newborn or newly adopted child.
To qualify for FMLA leave, employees must:
Work for an employer with at least 50 employees within a 75-mile radius.
Have worked for the employer for at least 12 months (not necessarily consecutive) and logged at least 1,250 hours of work during the previous year.
FMLA ensures that employees can return to their same or an equivalent position after their leave. It also requires that employers maintain group health benefits during the leave.
Pregnancy Discrimination Act (PDA):
The Pregnancy Discrimination Act is a federal law that prohibits discrimination based on pregnancy, childbirth, or related medical conditions. This act ensures that pregnant employees are treated equally in all aspects of employment, including leave policies.
Under the PDA, employers must provide reasonable accommodations to pregnant employees, such as modified work duties or additional leave, similar to accommodations given to employees with temporary disabilities.
Fair Labor Standards Act (FLSA) – Break Time for Nursing Mothers:
Under the FLSA, federal law requires employers to provide reasonable break time for nursing mothers to express breast milk for their infant for up to one year after the child’s birth. Employers are also required to provide a private, non-bathroom space for this purpose.
This provision applies to non-exempt employees (those eligible for overtime pay), and employers with fewer than 50 employees may be exempt if compliance would cause undue hardship.

Additional State Laws

While Iowa does not have specific state laws that mandate paid maternity or paternity leave, certain laws and regulations impact how employers in the state must approach family and medical leave.
Parental Leave for Public Employees:
Public sector employees in Iowa often have more generous leave benefits than those in the private sector. For example, many public employers offer paid parental leave as part of their benefits package, which typically allows employees to take paid time off after the birth or adoption of a child.
Additionally, public employees may also have access to leave programs that extend beyond the FMLA-provided 12 weeks, including paid leave options through employer policies.
Iowa Civil Rights Act:
The Iowa Civil Rights Act protects employees from discrimination based on sex, which includes pregnancy and childbirth. This law mirrors the federal Pregnancy Discrimination Act and ensures that employers cannot discriminate against employees or applicants based on pregnancy-related conditions.
Under this act, pregnant employees are entitled to the same leave or accommodations as employees with other temporary medical conditions or disabilities.
Paid Leave Policies by Employers:
While Iowa leave laws does not mandate paid maternity or paternity leave, many employers in the state choose to offer paid parental leave as part of their benefits packages. This is particularly common in larger companies or industries where competitive benefits are necessary to attract talent.
Employers offering paid parental leave typically provide between 6 to 12 weeks of leave at partial or full pay, though the specifics vary widely.
Temporary Disability Insurance (TDI):
Although Iowa does not have a state-run Temporary Disability Insurance (TDI) program, some employers voluntarily provide short-term disability insurance that can be used to cover part of an employee’s wages during maternity leave. This coverage usually pays a percentage of the employee’s salary (commonly 50-70%) for a certain number of weeks postpartum.
Workplace Accommodations for Pregnant Employees:
Iowa leave laws, in line with federal protections, requires employers to provide reasonable accommodations for employees with pregnancy-related conditions. This can include lighter duties, additional breaks, or alternative work arrangements to ensure the health and safety of the employee and child.
Employers are encouraged to engage in an interactive process with employees to determine appropriate accommodations based on their specific needs.

Family and Medical Leave Act (FMLA) in Iowa

The FMLA remains the cornerstone of family leave in Iowa. Employees who qualify for FMLA can take up to 12 weeks of unpaid, job-protected leave for maternity, paternity, or family care purposes. This time can be used for:
The birth of a child and to bond with the newborn.
Adoption or foster care placement and bonding with the child.
Caring for a spouse, child, or parent with a serious health condition.
A serious health condition that makes the employee unable to perform their job.
Certain qualifying exigencies related to a spouse, child, or parent being on active duty in the military.
Under FMLA, employers are required to maintain the employee’s health benefits during the leave period. The act also provides for an extension in cases of caring for a service member with a serious injury or illness (up to 26 weeks in a 12-month period).

Bereavement Leave in Iowa

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

Jury Duty Leave in Iowa

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

Military Leave in Iowa

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

Voting Leave in Iowa

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

Iowa State Holidays in 2025

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

Holiday

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

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, May 26
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Friday, November 28
Thursday, December 25
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September 18, 2024
Indiana Leave Laws And Holidays 2025
When planning time off in Indiana, it’s important to stay informed about Indiana Leave Laws, holiday policies, and the best tools for managing your time off, such as the Day Off app. In 2025, Indiana’s employment laws provide a framework for various types of leave, including paid time off (PTO), sick leave, and other essential leave types such as jury duty and family leave. These laws help balance the needs of employees and employers by ensuring that workers have access to necessary time off while maintaining productivity. Additionally, knowing the state-recognized holidays is crucial for planning vacations or business closures. This article provides a comprehensive guide to Indiana Leave Laws, holidays in 2025, and how the Day Off app can help you manage your time off effectively, ensuring that you navigate your rights and responsibilities as an employee or employer with ease.

Paid Time Off (PTO) in Indiana

Leave Quota

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

Accrual

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

Rollover

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

Payment of Accrued, Unused Vacation on Termination

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

Sick Leave in Indiana

Federal Laws – Leave Quota

Under the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. FMLA applies to all public agencies, including local, state, and federal employers, as well as private sector employers with 50 or more employees working within a 75-mile radius.
Key reasons employees can use FMLA include:
Personal Health Condition: A serious health condition that prevents the employee from performing their job.
Family Member Care: Caring for an immediate family member (spouse, child, or parent) with a serious health condition.
Childbirth/Adoption: The birth or adoption of a child, including foster care placement.
Military Exigency: Certain situations related to the deployment of a family member in the military.
During FMLA leave, the employee’s job is protected, meaning they must be reinstated to their original or an equivalent position when they return. However, FMLA leave is unpaid, which means employees will not receive their regular salary unless they are allowed or choose to use accrued paid leave, such as PTO or sick days, concurrently with FMLA.
While FMLA does not impose a specific leave quota for paid sick leave, it provides vital job protection for eligible employees facing serious medical issues or family emergencies. It ensures employees have the time they need without risking their employment status.

State Laws – Leave Quota

Unlike some states that have implemented mandatory paid sick leave laws, Indiana does not have any specific state laws requiring private-sector employers to offer paid sick leave. This lack of a statewide mandate gives employers complete discretion to determine how, or if, they offer paid sick leave to their employees.
Public vs. Private Sector Employees
Private Sector: Indiana leaves the decision of providing paid sick leave entirely to private employers. This means that each employer can create their own policies regarding how much sick leave is granted, how it is accrued, and whether unused sick leave can roll over into the next year. Some companies may offer paid sick leave as part of a benefits package, often integrated into a Paid Time Off (PTO) system that includes vacation, sick leave, and personal days.
Public Sector: State and local government employees may have more structured sick leave benefits that are governed by public employment laws or local government policies. Public employees often have clearly defined leave quotas and accrual systems, which differ from those in the private sector.
Accrual and Rollover Policies
While there are no statutory requirements for sick leave accrual and rollover in Indiana, many employers voluntarily establish sick leave policies to attract and retain employees.
Accrual: Some employers use an accrual system where sick leave is earned over time, usually based on the number of hours worked or length of service. For example, employees may earn 1 hour of sick leave for every 30 hours worked, which they can use as needed.
Rollover: Employers may choose to implement a rollover policy that allows employees to carry unused sick days into the following year. The details of these policies can vary significantly:
Unlimited Rollover: Some companies allow employees to carry over all their unused sick leave indefinitely.
Capped Rollover: Other employers may limit the amount of sick leave that can be rolled over to the next year, capping it at a certain number of days or hours.
Use-it-or-Lose-it: In some cases, employers may implement a “use-it-or-lose-it” policy, meaning employees must use their sick leave within the calendar or fiscal year, or it will expire.
Payment of Accrued, Unused Sick Leave on Termination
Indiana law does not require employers to pay out unused sick leave upon termination of employment. Whether an employee receives compensation for unused sick leave at the end of their employment depends entirely on the employer’s policies. Typically:
Payout upon Termination: Some employers choose to offer a payout for unused sick leave as part of a severance package, especially if the company treats accrued sick leave as part of earned wages.
No Payout: Many employers do not provide a payout for unused sick leave, particularly if the company policy treats sick leave as a benefit to be used during employment rather than as an earned wage.
To determine whether an employee is entitled to a payout for unused sick leave, it’s essential to review the company’s employee handbook or specific employment contract.

Maternity, Paternity, FMLA in Indiana

Federal Laws

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for specific family and medical reasons, including:
Maternity Leave: For the birth of a child and care for the newborn within the first year of life.
Paternity Leave: For the birth of a child and to bond with the newborn during the first year of life.
Adoption or Foster Care: For the placement of a child for adoption or foster care and to care for the child within the first year of placement.
During FMLA leave, the employee’s job is protected, meaning they are entitled to return to the same or an equivalent position upon their return. Additionally, employers must maintain the employee’s health benefits during FMLA leave as if they had continued working. However, the FMLA leave is unpaid, so while employees can take time off, they may not receive any income during that period unless they use accrued paid leave (such as PTO) concurrently.
Eligibility for FMLA
To qualify for FMLA in Indiana:
The employer must have at least 50 employees within a 75-mile radius.
The employee must have worked for the employer for at least 12 months (not necessarily consecutively).
The employee must have worked at least 1,250 hours during the 12 months prior to the start of the leave.
It’s important to note that FMLA does not mandate paid maternity or paternity leave but ensures job protection during the leave period.

Additional State Laws

Indiana does not have additional state laws that specifically mandate paid maternity or paternity leave beyond what is required under FMLA. The state leaves the decision of offering paid parental leave to individual employers. This lack of state-specific regulations means that parental leave policies vary widely across companies, with some employers providing generous paid leave benefits and others offering only unpaid leave.
However, some key aspects of family leave policies in Indiana may still be governed by federal and state provisions depending on the sector:
Public Sector Employees: Government employees at the state and local levels may have access to additional leave benefits not available to private-sector employees. This can include paid parental leave options or extended leave periods.
Private Sector: Private employers in Indiana may offer paid maternity or paternity leave as part of their benefits package, though this is not required by law. Some companies offer paid leave through short-term disability insurance, which may cover a portion of an employee’s wages during maternity leave.

Maternity Leave in Indiana

Under FMLA, new mothers are entitled to take up to 12 weeks of unpaid leave for childbirth and to care for their newborn. Some employers may also provide paid maternity leave, but this is not mandated by Indiana law. In cases where paid leave is not offered, mothers can use accrued PTO, sick days, or short-term disability insurance, if available, to receive income during their leave.
Health Benefits: While on FMLA maternity leave, the employer is required to maintain the mother’s health insurance coverage.
Job Protection: Mothers are guaranteed the right to return to their job or an equivalent position upon completing their leave under FMLA.

Paternity Leave in Indiana

Fathers in Indiana are also eligible for up to 12 weeks of unpaid leave under FMLA for the birth or adoption of a child. Like maternity leave, this leave is unpaid unless the employer offers paid leave benefits. Some fathers choose to use accrued vacation or PTO during this period to maintain income.
Paternity Leave Policies: Employer policies on paternity leave can vary. Some companies offer paid paternity leave, while others provide unpaid leave under FMLA. Fathers should check their company’s parental leave policy to understand their options.

Adoption and Foster Care Leave in Indiana

For families adopting a child or taking in a child through foster care, FMLA provides the same job-protected, unpaid leave benefits as it does for birth parents. The 12-week leave period can be used to bond with the new child and attend to their care.
Employers are not required to offer paid leave for adoption or foster care, but they may choose to do so. Employees adopting or fostering a child should consult their company’s specific policies on leave for such situations.

Employer Discretion and Enhanced Benefits

While Indiana does not have additional state-mandated maternity or paternity leave laws, employers are free to offer enhanced benefits beyond what is required under FMLA. Many companies recognize the importance of providing paid parental leave to attract and retain top talent.
Some employers in Indiana may offer:
Paid Maternity and Paternity Leave: Employers may provide a set number of paid weeks for new parents, either as a standalone benefit or through a short-term disability program.
Extended Leave: Some employers allow extended periods of leave beyond the 12 weeks provided under FMLA, with or without pay.
Workplace Flexibility: Companies may offer flexible work arrangements, such as remote work or reduced hours, for new parents returning from leave.

Bereavement Leave in Indiana

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

Jury Duty Leave in Indiana

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

Military Leave in Indiana

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

Voting Leave in Indiana

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

Indiana State Holidays in 2025

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

Holiday

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

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Friday, April 18
Monday, May 26
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Friday, November 28
Thursday, December 25
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September 17, 2024
Illinois Leave Laws And Holidays 2025
Understanding Illinois Leave Laws and holidays specific to the state is essential for both employers and employees. In 2025, Illinois workers are entitled to a variety of paid and unpaid leave options, including Paid Time Off (PTO), sick leave, and family-related leave, all governed by state and federal regulations. Additionally, state-recognized holidays ensure that employees receive the necessary time to rest and rejuvenate. Tools like Day Off can help manage and track leave efficiently. This article will explore the Illinois Leave Laws and holidays for 2025, providing a comprehensive guide to help you stay informed and compliant with the latest legal requirements.

Paid Time Off (PTO) in Illinois

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

Leave Quota

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

Accrual

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

Rollover

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

Payment of Accrued, Unused Vacation on Termination

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

Sick Leave in Illinois

Federal Laws – Leave Quota

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

State Laws – Leave Quota

Illinois has established its own state-specific sick leave laws to ensure that employees have access to paid sick leave. The Illinois Sick Leave Act allows employees to use their paid sick leave benefits not only for personal illness but also to care for family members, including children, parents, spouses, siblings, grandparents, and others related by blood or close association. This flexibility is crucial for employees who may need to care for loved ones while maintaining job security.
Additionally, certain local jurisdictions, such as Chicago and Cook County, have implemented their own paid sick leave ordinances that go beyond state law. For example, Chicago’s Paid Sick Leave Ordinance requires employers to provide up to 40 hours (5 days) of paid sick leave per year to employees who work within the city limits. Employees earn one hour of sick leave for every 40 hours worked, with a maximum accrual of 40 hours in a 12-month period.

Accrual and Usage

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

Rollover and Carryover Rules

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

Sick Leave Protections

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

Maternity, Paternity, FMLA in Illinois

Federal Laws

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid leave per year for specific family and medical reasons, including maternity and paternity leave. FMLA applies to all employers with 50 or more employees and grants leave for:
The birth and care of a newborn child.
Adoption or foster care placement of a child.
Serious health conditions affecting the employee or a close family member (such as a spouse, child, or parent).
Employees who take leave under FMLA are entitled to job protection, meaning they can return to the same or an equivalent position when their leave ends. Employers are also required to maintain group health insurance coverage during the FMLA leave period.
However, FMLA leave is unpaid, and employees must meet eligibility requirements, such as working for their employer for at least 12 months and having at least 1,250 hours of service during that period.

Additional State Laws

In addition to the federal FMLA, Illinois has established state-specific laws and protections for maternity and paternity leave. Illinois does not have a separate, paid parental leave policy, but several state laws work to complement the federal FMLA and provide greater protections for new parents:
Illinois Human Rights Act (IHRA)
Under the Illinois Human Rights Act, employees are protected from discrimination based on pregnancy, childbirth, or related medical conditions. Employers must provide reasonable accommodations for pregnant employees, such as additional bathroom breaks, modified work schedules, or temporary job reassignments, without forcing the employee to take unpaid leave.
Illinois Pregnancy Accommodation Law
Illinois requires employers to provide reasonable accommodations to pregnant employees, including light duty or modified work duties. Employers are also prohibited from retaliating against employees for requesting accommodations or exercising their rights under the law.
Paid Sick Leave for Parental Leave
While Illinois does not mandate paid maternity or paternity leave, employees in Illinois may use their accrued sick leave for the care of a new child under the Illinois Sick Leave Act. This allows employees to apply their paid sick leave towards bonding with a new child, effectively offering partial pay during the early stages of parenthood.

Maternity and Paternity Leave for Government Employees

Illinois state employees, including those in local government positions, may have access to additional benefits through union contracts or government-specific policies. For instance, some state employees may be eligible for paid parental leave as part of their negotiated benefits, offering greater flexibility and financial support during maternity or paternity leave.
Family and Medical Leave Insurance Act (Proposed)
While not yet in effect as of 2025, Illinois lawmakers have proposed a Family and Medical Leave Insurance Act that would establish a state-run paid family and medical leave program. If passed, this law would offer paid leave benefits to employees for reasons covered by the FMLA, such as the birth of a child or caring for a sick family member. This program would provide partial wage replacement, offering more comprehensive support than current federal and state unpaid leave policies.
Additional Leave Benefits for Adoption and Foster Care
Both federal and state laws in Illinois allow employees to take leave for adoption or foster care placement. This leave is treated similarly to maternity and paternity leave, giving adoptive and foster parents the same job protection and ability to take time off for bonding, care, and adjustment.

Key Takeaways for 2025

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

Bereavement Leave in Illinois

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

Jury Duty Leave in Illinois

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

Military Leave in Illinois

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

Voting Leave in Illinois

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

Illinois State Holidays for 2025

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

Holiday

New Year’s Day
Martin Luther King Jr. Day
Lincoln’s Birthday
Presidents’ Day
Casimir Pulaski Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day

Date

Wednesday, January 1
Monday, January 20
Tuesday, February 12
Monday, February 17
Monday, March 3
Friday, April 18
Monday, May 26
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Friday, November 28
Thursday, December 25
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September 16, 2024
Idaho Leave Laws And Holidays 2025
When it comes to Idaho Leave Laws and holiday policies, understanding the specific state laws is essential for both employers and employees to ensure compliance and benefit maximization. Idaho’s leave laws encompass a variety of provisions, including Paid Time Off (PTO), sick leave, family and medical leave, and jury duty leave, each governed by federal or state regulations. In this article, we will explore Idaho Leave Laws and holiday entitlements for 2025, and how the Day Off app can help you track and manage your leave efficiently. Whether you’re planning your time off or managing employee benefits, this guide will help you navigate Idaho’s regulations effectively.

Paid Time Off (PTO) in Idaho

Leave Quota

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

Accrual

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

Rollover

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

Payment of Accrued, Unused Vacation on Termination

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

Sick Leave in Idaho

Federal Laws

At the federal level, the Family and Medical Leave Act (FMLA) remains the most significant regulation affecting sick leave in Idaho. FMLA applies to employers with 50 or more employees and entitles eligible workers to up to 12 weeks of unpaid, job-protected leave per year for qualifying medical and family reasons, including:
Serious health conditions that make the employee unable to perform their job.
Care for an immediate family member (spouse, child, or parent) with a serious health condition.
Birth or adoption of a child.
Certain exigencies related to military service, including caring for a service member with a serious injury or illness.
Under FMLA, employers are not required to pay employees during this leave. However, many employers may allow or require employees to substitute accrued paid leave, such as paid sick leave or PTO, for some or all of the FMLA leave. For example, an employee may use accrued sick leave to receive pay during a portion of their FMLA absence.
In terms of eligibility, employees must:
Work for a covered employer.
Have worked for the employer for at least 12 months.
Have completed at least 1,250 hours of service during the 12 months prior to the leave.
Work at a location where the employer has 50 or more employees within a 75-mile radius.
FMLA applies across all states, including Idaho, and ensures that employees can take necessary time off for serious health conditions without losing their job, though the leave itself is unpaid unless supplemented by other forms of accrued leave like sick days or PTO.

State Laws

Idaho leave laws differs from states like California or New York in that it does not have its own state-mandated sick leave laws. In 2025, Idaho employers are not legally required to provide paid or unpaid sick leave. This means that there is no statutory leave quota for sick leave that Idaho employers must follow at the state level.
However, many employers in Idaho voluntarily offer sick leave as part of their benefits packages. Here are some common features you might find in employer-provided sick leave policies:
Sick Leave Quota: Employers may offer a set number of days or hours of paid sick leave per year. For instance, an employee might accrue 1 hour of sick leave for every 30 hours worked or receive a fixed number of sick days annually (e.g., 5 to 10 days per year).
Accrual Systems: Sick leave is often accrued based on the number of hours worked, meaning employees “earn” sick time over the course of their employment. For example, an employee could earn 4 hours of sick leave per pay period, with the ability to use the accrued time as needed.
Rollover: While Idaho law does not mandate rollover provisions, some employers choose to allow unused sick leave to roll over into the next year, either fully or up to a capped amount. Others may implement a “use-it-or-lose-it” policy, where employees must use their sick days within the year or forfeit them.
Sick Leave Caps: Some employers may cap the amount of sick leave employees can accrue, limiting how much time off can be carried over into future years.
Payment of Unused Sick Leave
No state law in Idaho requires employers to pay out unused sick leave upon termination, resignation, or retirement. Whether an employee receives compensation for unused sick time depends entirely on the employer’s policy. Some employers choose to provide payment for unused sick leave as an incentive for employees to stay with the company or as a goodwill gesture upon departure, but this is not mandated by law.
Sick Leave Usage and Documentation
Employers in Idaho may set their own policies regarding the use of sick leave and what kind of documentation is required to justify time off. For example:
Employees may be required to provide a doctor’s note if they take sick leave for more than a certain number of consecutive days (e.g., 3 days).
Employers may require advance notice for planned medical appointments or treatments.
Some employers may offer flexibility by allowing employees to use sick leave for mental health days or to care for sick family members, though this is not a legal requirement in Idaho.
Idaho’s Sick Leave Landscape in 2025
As Idaho continues to allow employers significant flexibility in establishing sick leave policies, employees should be proactive in understanding their rights and the details of their company’s sick leave plan. Employers are encouraged to communicate clear policies in employee handbooks and contracts to avoid confusion. With no specific state-mandated sick leave laws, Idaho’s policies in 2025 will primarily be shaped by individual employers, making it essential for both parties to ensure a mutual understanding of sick leave entitlements.
In summary:
Federal FMLA offers job-protected unpaid leave for serious health conditions.
Idaho law does not mandate sick leave, so employers set their own leave quotas.
Employers may offer paid sick leave but are not required to do so.
Rollover and payout of unused sick leave depend on company policy.
Both employers and employees should stay informed of any changes or updates to Idaho’s sick leave policies to ensure compliance and benefit from the most favorable practices in 2025.

Maternity, Paternity, FMLA in Idaho

Federal law

The Family and Medical Leave Act (FMLA) is the cornerstone of federal protection for maternity and paternity leave in Idaho, offering eligible employees job-protected but unpaid leave for specific family and medical reasons. Under FMLA, eligible employees may take up to 12 weeks of unpaid leave per year for:
The birth of a child and to bond with the newborn.
The adoption or foster care placement of a child.
The care of a newborn child or to bond with a newly adopted child.
A serious health condition that makes the employee unable to perform their job.
FMLA Eligibility
To qualify for FMLA, employees must meet the following conditions:
Work for an employer with 50 or more employees within a 75-mile radius.
Have worked for the employer for at least 12 months.
Have logged at least 1,250 hours of service during the previous 12 months.
Both mothers and fathers are entitled to FMLA leave for the birth or adoption of a child, making it applicable for both maternity and paternity leave. Importantly, FMLA allows parents to take leave consecutively or simultaneously, giving families flexibility in managing time off during this critical period.
FMLA Leave and Pay
While FMLA provides job protection, it does not require employers to provide paid maternity or paternity leave. Employees may use accrued paid leave, such as vacation days or sick leave, to receive compensation during their FMLA leave if their employer allows it. In some cases, employers may offer a separate paid parental leave policy as part of their benefits package, but this is not mandated by federal law.

Additional State Laws

Idaho leave laws does not have any state-specific laws that mandate paid maternity or paternity leave beyond the federal FMLA requirements. This means that there is no additional state-level protection or entitlement for paid leave for new parents in Idaho.
Employers in Idaho are not required by law to offer paid family leave, but some may choose to do so as part of their benefits packages to attract and retain employees. In the absence of mandated state laws, businesses are encouraged to adopt family-friendly leave policies voluntarily. For example:
Paid Parental Leave: Some employers may offer paid leave separate from FMLA, allowing mothers and fathers to take time off while still receiving a portion of their regular salary.
Short-Term Disability (STD) Insurance: While not required, some Idaho employers offer STD insurance, which can provide paid leave to new mothers recovering from childbirth. This coverage typically pays a portion of the employee’s salary for a set period.
FMLA Protections and Job Security
Under FMLA, employees are entitled to job protection during their leave. This means that when an employee returns from FMLA leave, they must be reinstated to the same position or a comparable position with equivalent pay, benefits, and working conditions. Additionally, the employer must continue to provide health insurance benefits during FMLA leave, as long as the employee continues to pay their share of the premiums.
However, employees must keep in mind that FMLA does not protect against layoffs or other actions that would have occurred regardless of the leave, such as company-wide reductions in force.
Special Circumstances for Military Families
FMLA also includes special provisions for military families. Employees who have family members in the military can take up to 26 weeks of leave in a single 12-month period to care for a service member who has suffered a serious injury or illness related to their military service. This is known as military caregiver leave. Additionally, employees may take qualifying exigency leave if their spouse, child, or parent is called to active duty, allowing them time off to handle certain duties related to the deployment.

Bereavement Leave in Idaho

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

Jury Duty Leave in Idaho

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

Military Leave in Idaho

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

Voting Leave in Idaho

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

Idaho State Holidays in 2025

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

Holiday

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

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, May 26
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Thursday, December 25
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September 11, 2024
Canada Public Holidays 2025
Canada Public Holidays 2025, along with leave management, provide employees with a well-deserved break, and they offer opportunities for employers to plan their operations effectively. Public holidays vary by province and territory, so both employees and employers need to understand which holidays are recognized and how they can plan for long weekends, particularly in the private and public sectors.
In this article, we’ll explore the statutory holidays (official holidays when employees are generally entitled to paid time off) and how both employees and employers can maximize long weekends in 2025.

Overview of Public and Statutory Holidays in Canada

Canada Public Holidays 2025 include both national (federal) holidays and provincial or territorial holidays. For employers, it’s important to note that statutory holidays can differ depending on the province or territory, and while federal holidays are observed nationwide, some provinces have additional holidays that are not recognized everywhere.
For employees in the private sector, statutory holidays often mean a day off with pay, or if they work, they may receive holiday pay (typically time-and-a-half or double pay). Employees in the public sector (government employees) may have access to additional days off, such as Easter Monday, which is more commonly observed by federal workers but not by private companies.

Federal Public Holidays in Canada for 2025
The following holidays are national statutory holidays in Canada, meaning they are observed in all provinces and territories:
New Year’s Day – January 1, 2025 (Wednesday)
Good Friday – April 18, 2025 (Friday)
Canada Day – July 1, 2025 (Tuesday)
Labour Day – September 1, 2025 (Monday)
Christmas Day – December 25, 2025 (Thursday)
Boxing Day – December 26, 2025 (Friday) (For public sector employees and in Ontario)
Other holidays such as Easter Monday and Remembrance Day are observed mainly by federal employees and certain provinces, but they may not be statutory holidays for private-sector employees in all regions.
New Year’s Day – January 1, 2025 (Wednesday)
Private Sector: New Year’s Day is a statutory holiday nationwide, meaning employees are entitled to a day off or holiday pay if they work.
Public Sector: Public offices and services will be closed, and federal employees will have the day off.
Long Weekend Tip: With New Year’s Day falling on a Wednesday, employees could take vacation days on Monday, December 30, and Tuesday, December 31, 2024, to enjoy a five-day weekend (from Saturday, December 28 to Wednesday, January 1).
Good Friday – April 18, 2025 (Friday) & Easter Monday – April 21, 2025 (Monday)
Private Sector: Good Friday is a statutory holiday in all provinces except Quebec. Easter Monday is not a statutory holiday in most provinces, but it is often observed by federal employees and schools.
Public Sector: Federal employees and some provincial workers will have both Good Friday and Easter Monday off.
Long Weekend Tip: For employees who get Easter Monday off, this naturally creates a four-day weekend from Friday to Monday. If your company doesn’t offer Easter Monday, consider taking a vacation day on Monday to create your own long weekend.
Victoria Day – May 19, 2025 (Monday)
Private Sector: Victoria Day is a statutory holiday in most provinces, except Quebec, where it is replaced by National Patriots’ Day. Employers are expected to provide a day off or holiday pay.
Public Sector: Public employees will enjoy a long weekend, as most government offices are closed on Victoria Day.
Long Weekend Tip: With Victoria Day landing on a Monday, employees automatically get a three-day weekend. This holiday is also considered the unofficial start of summer, making it a popular time for short vacations.
Canada Day – July 1, 2025 (Tuesday)
Private Sector: As a nationwide statutory Canada public holiday 2025, Canada Day provides employees with a guaranteed day off or holiday pay. Since it falls on a Tuesday, some employees may wish to extend their break.

Public Sector: Public employees will observe the holiday, with most government services closing for the day.

Long Weekend Tip: Consider taking Monday, June 30 off to create a four-day weekend (Saturday, June 28 to Tuesday, July 1). This is a prime opportunity to enjoy a mini-vacation in the summer. Imagine that during this mini vacation, it would be a wonderful thing to chat and laugh in a seaside pub under the colorful Neon Signs.
Civic Holiday – August 4, 2025 (Monday)
Private Sector: Civic Holiday is a non-statutory holiday in many provinces, meaning employers may or may not offer it as a paid holiday. However, in provinces like Ontario, Manitoba, Alberta, and British Columbia, it’s widely observed.
Public Sector: Federal and provincial employees typically get this day off, particularly in regions where it is celebrated under names like British Columbia Day or Heritage Day.
Long Weekend Tip: Where Civic Holiday is observed, this creates an automatic long weekend. Employees can use this time for a mid-summer break.
Labor Day – September 1, 2025 (Monday)
Private Sector: Labor Day is a statutory holiday across Canada, providing employees with a day off or holiday pay if they are required to work.
Public Sector: Government offices and services will be closed, giving public employees a break.
Long Weekend Tip: Labour Day falls on a Monday, so no additional time off is required to enjoy a three-day weekend. This is often considered the unofficial end of summer, with many families taking the opportunity for a final summer getaway before school resumes.
Thanksgiving Day – October 13, 2025 (Monday)
Private Sector: Thanksgiving is a statutory holiday in all provinces and territories except Newfoundland and Labrador, Nova Scotia, Prince Edward Island, and New Brunswick.
Public Sector: Public employees in most provinces, except those listed above, will have the day off.
Long Weekend Tip: Thanksgiving already provides a three-day weekend in provinces where it’s a statutory holiday. Employees in non-statutory provinces could take a vacation day on Friday, October 10, to extend their break into a four-day weekend
Christmas Day – December 25, 2025 (Thursday) & Boxing Day – December 26, 2025 (Friday)
Private Sector: Christmas Day is a statutory holiday nationwide, and many businesses close entirely for the day. Boxing Day is a statutory holiday in Ontario and a holiday for federal employees.
Public Sector: Government offices will be closed for both Christmas Day and Boxing Day, giving federal and Ontario employees a four-day weekend.
Long Weekend Tip: Since Christmas falls on a Thursday, employees can take advantage of a four-day weekend if they get Boxing Day off. For an even longer break, employees can take Monday, December 29, and Tuesday, December 30 off, resulting in a six-day holiday stretch (from December 25 to December 30).
Key Considerations for Employers
Employers should keep the following in mind when planning around public holidays:
Statutory Holiday Pay: Employees who work on a statutory holiday are typically entitled to holiday pay (often time-and-a-half or double time). It’s important to ensure that payroll is set up to handle this.
Vacation Planning: Encourage employees to plan their vacations early, particularly around public holidays, to avoid staffing shortages. Allowing employees to combine vacation days with statutory holidays can boost morale and minimize unplanned absences.
Public Sector Considerations: Public sector employees, including federal and provincial workers, may have additional holidays, such as Easter Monday and Boxing Day. Employers in the public sector should plan accordingly to manage workflow during these closures.
Regional Differences: Be aware of regional statutory holidays. For example, Louis Riel Day in Manitoba or Islander Day in Prince Edward Island may not apply in other parts of Canada.
FAQ: Additional Information About Public Holidays in Canada for 2025
What if a public holiday falls on a weekend?
Suppose a statutory holiday falls on a weekend (such as a Saturday or Sunday). In that case, provinces typically shift the holiday to either the preceding Friday or the following Monday to ensure employees get a day off.
For example:
In 2025, Christmas Day (December 25) falls on a Thursday, and Boxing Day (December 26) on a Friday. No adjustments are needed, but if a holiday like Christmas falls on a weekend in future years, employers would adjust by providing the closest weekday off.
Employers should check provincial laws to confirm how to adjust for weekend holidays.
Can employers substitute holidays with other days off?
Yes, in certain provinces, employers may be allowed to substitute a statutory holiday with another day off, as long as they meet legal requirements and the employee agrees. For instance, in Alberta, employers and employees can agree to observe an alternate day instead of the statutory holiday.
Employees and employers should consult provincial labor laws before making such arrangements to ensure compliance.
What is the rule for holiday pay if an employee works on a public holiday?
In most provinces, employees who are required to work on a statutory holiday are entitled to premium pay (often time-and-a-half or double time) in addition to their regular wages for the day. In some cases, employers may provide the employee with a different day off (called “substitute day”) instead of premium pay, depending on the province’s regulations.
For example:
In Ontario, employees working on a public holiday are typically paid 1.5 times their regular wage and are also entitled to a substitute day off with regular pay.
Employers should ensure they follow the appropriate provincial or territorial rules.
Are part-time employees entitled to statutory holiday pay?
Yes, part-time employees are generally entitled to statutory holiday pay, but the calculation may differ based on the number of hours worked. For example, in Ontario, part-time employees receive holiday pay that is calculated as the average daily wages they earned in the previous four weeks before the holiday.
Each province has its own rules for calculating statutory holiday pay for part-time workers, so employers should review local guidelines to ensure compliance.
Can employees be required to work on a public holiday?
In some sectors, such as retail, healthcare, and emergency services, employers may require employees to work on a public holiday. In such cases, employees are typically entitled to premium pay or compensatory time off (a different day off in place of the holiday).
However, employees in other industries may not be required to work unless there is mutual agreement. Employers should communicate expectations around holiday work schedules in advance to avoid confusion.
Do all provinces observe Remembrance Day as a statutory holiday?
No, Remembrance Day (November 11) is a statutory holiday in certain provinces and territories, such as Newfoundland and Labrador, Prince Edward Island, New Brunswick, Yukon, Northwest Territories, and Nunavut, but not in all provinces.
For example, in Ontario and Quebec, Remembrance Day is not a statutory holiday. While many Canadians still observe the day with ceremonies and moments of silence, employees in provinces where it is not a statutory holiday may not receive a paid day off.
How does Quebec handle holidays differently?
Quebec has several unique aspects when it comes to public holidays:
Saint-Jean-Baptiste Day (June 24) is a statutory holiday exclusively celebrated in Quebec, marking Quebec’s national holiday.
Victoria Day is not observed in Quebec; instead, the province celebrates National Patriots’ Day (Jour des Patriotes) on the Monday preceding May 25.
In Quebec, employees may work on some public holidays like Good Friday and Easter Monday, but they must receive either premium pay or a substitute day off.
Employers in Quebec must adhere to the specific public holiday regulations of the province, which can differ from the rest of Canada.
What happens if an employee is on vacation during a public holiday?
If a statutory holiday occurs during an employee’s scheduled vacation, they are typically entitled to receive either:
An extra day off added to their vacation, or
Holiday pay for the statutory holiday.
This ensures that the employee does not lose out on the benefit of the statutory holiday just because it coincides with their vacation time. Provincial laws may vary slightly, so employers should confirm the rules in their region.
Are there any public holidays that apply only to federal employees?
Yes, certain holidays, like Easter Monday and Boxing Day, are observed by federal government employees and may not be statutory holidays for private sector employees in most provinces.
For example:
Easter Monday is widely observed by federal public employees but not necessarily by private companies.
Boxing Day is a statutory holiday only in Ontario but is often treated as a holiday for federal employees across Canada.
Employers should be aware of these differences when managing federal vs. private-sector operations.
Conclusion

By understanding Canada’s public holidays in 2025 and planning ahead, both employees and employers can make the most of long weekends and statutory breaks. Strategic scheduling helps businesses maintain smooth operations while ensuring employees enjoy meaningful time off to rest and recharge. With thoughtful planning, everyone benefits from a healthier balance between work and well-being.

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September 11, 2024
Hawaii Leave Laws And Holidays 2025
Hawaii offers unique leave laws and holidays that balance employee rights with business needs, creating a supportive work environment. In 2025, Hawaii leave laws continue to uphold the state’s progressive stance on paid time off, family leave, and observance of state-specific holidays. With the Day Off app, staying on top of these policies becomes even easier for both employers and employees. This guide will explore the key aspects of Hawaii leave laws, including paid time off, family and medical leave, jury duty, and public holidays, helping you stay informed and prepared throughout the year.

Paid Time Off (PTO) in Hawaii

Leave Quota

Hawaii leave laws does not have a state-mandated minimum amount of PTO that must be provided to employees, allowing businesses the flexibility to set their own policies. However, many employers in Hawaii offer PTO as part of competitive benefits packages, with common practices including:
Entry-level employees often receive around 10-15 days of PTO per year.
Mid-level employees may receive between 15-20 days, depending on their position and tenure.
Senior-level or long-term employees might be granted up to 25-30 days per year, recognizing their experience and commitment to the organization.
Leave quotas are typically established in company handbooks or employment agreements, and may include a combination of vacation days, sick leave, and personal days.

Accrual

PTO in Hawaii is commonly accrued throughout the year. Accrual systems vary but usually follow these models:
Hourly Accrual: Employees earn PTO based on the number of hours worked. For example, an employee may earn 1 hour of PTO for every 30-40 hours worked.
Pay Period Accrual: Employees earn a set amount of PTO each pay period. For example, an employee might accrue 5 hours of PTO every two weeks.
Annual Accrual: Some employers choose to credit employees with a full year’s worth of PTO upfront, though this is less common.
Employers in Hawaii generally specify when accrued PTO can be used. Some may require employees to complete a probationary period (e.g., 90 days) before being eligible to use their PTO. In addition, companies can offer different accrual rates depending on an employee’s years of service, providing higher rates for longer tenured employees.

Rollover

Hawaii leave laws does not require employers to allow employees to roll over unused PTO from one year to the next. However, many businesses voluntarily offer rollover policies. These rollover policies often come in two main forms:
Unlimited Rollover: Some companies allow employees to roll over all unused PTO from one year to the next, ensuring that employees retain the full amount of unused leave. This practice, while generous, is uncommon.
Capped Rollover: More commonly, companies set a cap on the amount of PTO that can be carried over into the next year. For instance, an employer may allow employees to roll over up to 40 hours of unused PTO, but any additional accrued time beyond that limit may be forfeited.
Some businesses also use a “use-it-or-lose-it” policy, requiring employees to use their accrued PTO within a specified time frame or lose it at the end of the year. These policies must be clearly communicated to employees, and it is common for companies to provide reminders as the year-end approaches.

Payment of Accrued, Unused Vacation on Termination

Hawaii leave laws governs the payment of accrued, unused vacation time upon termination of employment. The payment of unused PTO depends largely on the employer’s policy or employment contract:
Contractual Obligation: If an employment contract or company policy states that accrued vacation must be paid out upon termination, then the employer is legally bound to honor that agreement. Employees should be paid for the unused vacation at their final rate of pay.
No Obligation Without Policy: If there is no company policy or contractual agreement requiring the payout of unused vacation time, Hawaii law does not obligate employers to pay it out when an employee leaves the company. In this case, employees may lose their unused PTO unless explicitly stated otherwise.
Employers must also adhere to Hawaii’s final paycheck laws, which require that all earned wages, including any owed vacation pay, must be paid by the next regular payday or within seven days, whichever is sooner, following an employee’s termination.
Best Practices for Employers
To ensure compliance and foster transparency, employers in Hawaii are encouraged to:
Clearly Outline PTO Policies in employee handbooks, specifying accrual rates, rollover limits, and the conditions for payout of unused leave.
Communicate PTO Balances regularly, ensuring that employees are aware of their available leave and any approaching deadlines to use accrued time.
Document PTO Usage and rollover caps in payroll systems to avoid any confusion or disputes over available leave balances, especially in cases of termination.

Sick Leave in Hawaii

Federal Laws – Leave Quota

At the federal level, the Family and Medical Leave Act (FMLA) applies to sick leave under specific conditions. The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for serious health conditions, family caregiving, or the birth/adoption of a child. Here’s how FMLA applies to sick leave:
Eligibility: Employees must have worked for a covered employer for at least 12 months and have worked at least 1,250 hours during that period. FMLA covers companies with 50 or more employees within a 75-mile radius.
Leave Coverage: FMLA allows employees to take time off for their own serious health condition, which can include chronic illnesses, inpatient care, or any condition requiring ongoing treatment.
Job Protection: While FMLA provides unpaid leave, it guarantees that employees can return to the same or an equivalent job after their leave. Employers must also continue providing group health insurance benefits during the leave period.
FMLA sets the federal standard for unpaid sick leave, ensuring that employees can take time off for serious health conditions without fear of job loss. However, it does not mandate paid sick leave, which is where state laws come into play.

State Laws – Leave Quota

Hawaii goes beyond federal requirements by providing more robust sick leave benefits through the Hawaii Temporary Disability Insurance (TDI) program and Hawaii’s Paid Sick Leave Law.
Hawaii Temporary Disability Insurance (TDI)
Hawaii’s TDI law requires employers to provide partial wage replacement to employees who are unable to work due to a non-work-related illness or injury. This program ensures that employees have some financial support during periods of illness. Key details include:
Eligibility: Employees must have worked at least 14 weeks for the employer, earning a minimum of $400 in the 52 weeks prior to the disability, and worked at least 20 hours per week.
Leave Coverage: TDI provides up to 26 weeks of partial wage replacement for employees who are medically certified as unable to work. Employees typically receive 58% of their average weekly wages, subject to a weekly cap.
Job Protection: While TDI provides financial support, it does not offer job protection, so employees often rely on FMLA or other employer-provided benefits for job security during extended sick leave.
Hawaii Paid Sick Leave Law
In addition to TDI, Hawaii’s Paid Sick Leave Law mandates that employers provide a certain amount of paid sick leave to employees. While Hawaii does not have a uniform statewide paid sick leave law for all private sector employees, many employers provide paid sick leave as part of their benefits package, and specific sectors, such as government workers, have their own rules. However, employers with collective bargaining agreements or large companies often establish their own sick leave quotas:
Leave Accrual: Employers typically offer 1 hour of paid sick leave for every 40 hours worked, allowing employees to accumulate paid time off for illnesses. The accrual rate and total leave available may vary depending on the employer’s policies.
Usage: Paid sick leave can be used for an employee’s own illness, medical appointments, or to care for a family member who is ill. Hawaii’s definition of family is inclusive, covering a wide range of relatives.
Rollover and Cap: Some employers allow unused sick leave to roll over into the following year, while others cap the total amount of sick leave that can be accrued. For example, employees may be able to roll over up to 40 hours of unused sick leave, but there may be a maximum cap of 80 hours of sick leave available at any given time.

Maternity, Paternity, FMLA in Hawaii

Federal Laws

The primary federal law governing maternity and paternity leave in Hawaii and across the U.S. is the Family and Medical Leave Act (FMLA). Here’s how FMLA applies to new parents:
Family and Medical Leave Act (FMLA)
The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for various family and medical reasons, including:
The birth of a child and care for the newborn.
The adoption or foster care placement of a child.
Serious health conditions related to pregnancy or childbirth recovery.
Key Features of FMLA:
Eligibility: To qualify for FMLA leave, an employee must have worked for their employer for at least 12 months, completed at least 1,250 hours of work during the 12 months preceding the leave, and work for an employer with 50 or more employees within a 75-mile radius.
Unpaid Leave: While FMLA guarantees job protection, it does not mandate paid leave. However, employees can use accrued paid leave (such as PTO or sick leave) during their FMLA leave period if allowed by their employer’s policies.
Job Protection: FMLA guarantees that employees can return to the same or an equivalent position with the same pay, benefits, and terms of employment after their leave. This is a crucial safeguard for working parents taking time off for maternity or paternity reasons.
FMLA provides important job protection for both mothers and fathers, ensuring they can take time off to care for their newborn or newly adopted child. However, because it does not provide paid leave, many employees rely on state laws or employer-provided benefits to receive financial support during this period.

Additional State Laws

Hawaii goes beyond the protections of federal FMLA by offering additional benefits to ensure financial support for employees during maternity and paternity leave. These state-specific laws include the Hawaii Family Leave Law (HFLL) and the Hawaii Temporary Disability Insurance (TDI) program.
Hawaii Family Leave Law (HFLL)
The Hawaii Family Leave Law (HFLL) complements the FMLA by providing eligible employees with up to 4 weeks of unpaid leave per calendar year for the birth or adoption of a child or to care for a seriously ill family member. HFLL differs from FMLA in the following ways:
Smaller Employers Covered: HFLL applies to companies with at least 100 employees, which helps cover some employees who may not be eligible under the FMLA’s 50-employee threshold.
Family Definition: HFLL has a broader definition of family than FMLA, allowing leave to be taken not just for a child but also for care of a parent, spouse, or reciprocal beneficiary with a serious health condition.
HFLL leave can be taken in addition to FMLA leave, giving employees the possibility of extending their job-protected leave beyond the federally mandated 12 weeks, especially for employees caring for a newborn or newly adopted child.
Hawaii Temporary Disability Insurance (TDI)
Hawaii’s Temporary Disability Insurance (TDI) program provides partial wage replacement for employees who are temporarily disabled due to pregnancy or childbirth. Under TDI, employees can receive financial support during the period they are physically unable to work due to pregnancy or postpartum recovery. Key aspects of TDI include:
Eligibility: Employees must have worked for their employer for at least 14 weeks, earning at least $400 in the past year, and working at least 20 hours per week.
Coverage: TDI provides up to 26 weeks of partial wage replacement for pregnancy-related disability. This can cover both pre-birth medical conditions (such as bed rest) and post-birth recovery.
Wage Replacement: Typically, TDI pays 58% of an employee’s average weekly wages, with a weekly maximum cap set by law.
TDI allows mothers to receive partial wage replacement while recovering from childbirth, providing financial security during this crucial period. This benefit can be used alongside FMLA and HFLL, helping to mitigate the financial impact of unpaid federal and state leave.

Paternity Leave

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

Bereavement Leave in Hawaii

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

Jury Duty Leave in Hawaii

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

Military Leave in Hawaii

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

Voting Leave in Hawaii

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

Hawaii State Holidays in 2025

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

Holiday

New Year’s Day
Dr. Martin Luther King Jr. Day
Presidents’ Day
Prince Kuhio Day
Good Friday
Memorial Day
Kamehameha Day
Independence Day
Statehood Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day

Date

January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 17, 2025 (Monday)
March 26, 2025 (Wednesday)
April 18, 2025 (Friday)
May 26, 2025 (Monday)
June 11, 2025 (Wednesday)
July 4, 2025 (Friday)
August 15, 2025 (Friday)
September 1, 2025 (Monday)
November 11, 2025 (Tuesday)
November 27, 2025 (Thursday)
December 25, 2025 (Thursday)
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September 10, 2024

Independence Day 2025: A Long Weekend Opportunity

Independence Day 2025, celebrated on July 4th, is one of the most important holidays in the United States, commemorating the signing of the Declaration of Independence in 1776. It’s a day filled with patriotic pride, fireworks, parades, and family gatherings. For employees, it’s often a day of relaxation and celebration, but in 2025, when July 4th falls on a Friday, many workers might be wondering if they can stretch the holiday into an extended weekend.

Independence Days in 2025

Country	Date (2025)
United States	July 4, 2025
India	August 15, 2025
Mexico	September 16, 2025
Pakistan	August 14, 2025
Philippines	June 12, 2025
Brazil	September 7, 2025
Greece	March 25, 2025
Indonesia	August 17, 2025
Ukraine	August 24, 2025
Bangladesh	March 26, 2025
Vietnam	September 2, 2025
Tunisia	March 20, 2025
Ghana	March 6, 2025
Kenya	December 12, 2025
South Sudan	July 9, 2025
Singapore	August 9, 2025
Venezuela	July 5, 2025
Peru	July 28, 2025
Malaysia	August 31, 2025
Costa Rica	September 15, 2025
Argentina	July 9, 2025
Chile	September 18, 2025
Nigeria	October 1, 2025
Algeria	July 5, 2025
Sri Lanka	February 4, 2025
Finland	December 6, 2025
Lebanon	November 22, 2025
Cambodia	November 9, 2025
Uruguay	August 25, 2025

The Significance of Independence Day for Employees

Independence Day 2025 is a federal holiday, meaning that most federal and state employees will get the day off. For employees in the private sector, it depends on the company’s holiday policies. Many companies, especially those that follow federal or state guidelines, offer this day as a paid holiday. Even for businesses that don’t follow federal holiday policies strictly, it’s common for offices and workplaces to be closed or operate on reduced hours on July 4th, given the nationwide celebrations.

The Possibility of a Long Weekend in 2025

Since Independence Day 2025 falls on a Friday, it creates a natural opportunity for employees to enjoy a three-day weekend. Many employees who don’t have to work on weekends will automatically get the extra time off, which is a great opportunity to travel, spend time with family, or simply relax and enjoy the summer festivities.

However, employees looking for an even longer break might wonder if they can take additional time off. Depending on company policies, taking a few days off before or after the holiday could turn Independence Day into a four-day weekend or longer. For instance:

Vacation or PTO (Paid Time Off): Employees can request vacation days or PTO around July 4th. If an employee takes Thursday, July 3rd, off, they can enjoy a four-day weekend from Thursday to Sunday. Conversely, taking Monday, July 7th, off extends the weekend into a long five-day break.
Flexible or Remote Work Policies: With the rise of flexible work environments, employees working in companies that allow remote work might be able to manage their time more effectively around the holiday. Some might negotiate to work remotely or adjust their schedule to accommodate travel or personal plans.

Holiday Observance in the Public and Private Sectors

Independence Day 2025, celebrated on July 4th, is a national holiday in the United States, commemorating the adoption of the Declaration of Independence in 1776. In 2025, it will fall on a Friday, leading to a long weekend for many, which often influences how the holiday is observed in both the public and private sectors.

Observance in the Public Sector:

Federal Government: As a federal holiday, all federal government offices, including postal services and non-essential operations, will be closed on July 4th, 2025. This includes agencies such as the Department of Motor Vehicles (DMV), Social Security Administration, and local government offices.
State and Local Governments: Most state and local government offices will also close. Services such as public libraries and community centers will remain closed as well. Essential services like emergency responders (police, fire departments, hospitals) will still operate.
Schools and Universities: Most schools and universities are already on summer break by July, so they are typically closed during this time, regardless of the holiday.

Observance in the Private Sector:

Corporate Offices: Many businesses and corporations give employees the day off, especially those that observe federal holidays. Since it’s on a Friday in 2025, many companies may offer a long weekend, either by closing on Friday or providing additional time off on the surrounding days.
Retail and Service Industry: Retail stores, restaurants, and entertainment venues often remain open on Independence Day, with special promotions, sales, and events to attract customers. However, the hours may be reduced or adjusted, and some smaller businesses may choose to close entirely.
Manufacturing and Industrial Sectors: Many companies in manufacturing or industrial sectors may shut down for the day, although essential services might run with reduced staffing.
Banks and Financial Institutions: Most banks and financial institutions will close on Independence Day, following federal guidelines. Online banking services will still be operational, though transactions may be processed more slowly due to the holiday.

General Observances:

Fireworks Displays: Across both public and private sectors, large fireworks displays are common, often organized by local governments or private organizations.
Community Events: Parades, fairs, and festivals are typically organized by local governments or private organizations, with many corporate sponsors participating.
Company-Sponsored Celebrations: Some companies host internal or employee-focused celebrations, such as picnics, parties, or giveaways in observance of the holiday.

In summary, July 4, 2025, will see widespread closures across public institutions, while private sectors like retail and hospitality may capitalize on the long weekend with sales and events.

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Employer Considerations for Time Off

For employers, holiday weekends like Independence Day 2025 can challenge staffing and workload management. Many companies encourage employees to take time off during holidays like this, but they also need to ensure business continuity, particularly for customer service and essential operations. Here are some factors employers typically consider:

Workload and Staffing: Employers may ask employees to submit time-off requests in advance, especially for popular holiday weekends like Independence Day. This ensures that there’s enough staff to cover operations if the business remains open.
Holiday Pay: Depending on company policy, employees who work on July 4th may be entitled to holiday pay or time-and-a-half. Some companies may offer compensatory time off for those working during the holiday.
Encouraging Work-Life Balance: Many companies, particularly those in competitive industries, are placing a greater emphasis on work-life balance. Encouraging employees to take an extended weekend during holidays like Independence Day can improve morale and contribute to higher productivity once employees return.

FAQ Section

Do all employees in the U.S. get paid for Independence Day?

No, paid time off on Independence Day 2025 depends on the company policy. Federal employees automatically get paid, but private-sector employees may or may not receive paid holiday leave depending on their employer’s guidelines. Some companies offer holiday pay as part of their benefits, while others might not.

Will public transportation be available on Independence Day 2025?

Public transportation typically runs on a limited or holiday schedule during Independence Day. While major cities like New York and Washington, D.C., may offer some services, it’s best to check local transportation websites for details about any changes to routes and schedules.

Are there any restrictions or regulations for fireworks displays in 2025?

Fireworks regulations vary by state and municipality. Many cities organize official fireworks shows for safety reasons. It’s important for individuals to check local laws before purchasing or setting off fireworks, as some areas have restrictions on usage for personal celebrations.

Do employees working in the retail or service industries get holiday pay on Independence Day?

In many cases, employees working in retail or service industries may receive extra pay (often time-and-a-half) for working on Independence Day, but this depends on the company’s policies and state labor laws.

Are museums and tourist attractions open on Independence Day?

Many museums and tourist attractions remain open on Independence Day, often with special events or extended hours. However, government-run museums, like the Smithsonian Institution in Washington, D.C., may adjust their schedules or limit services, so it’s best to check ahead.

Conclusion

Independence Day 2025, falling on a Friday, presents a perfect opportunity for a long weekend, with many workers in the public and private sectors getting the day off. Public sector institutions such as federal offices and banks will close, while many retail and service industries remain open with adjusted hours. Employers may offer additional time off or flexible working arrangements, especially as many businesses emphasize work-life balance. As employees plan to enjoy the extended break with celebrations, fireworks, and family gatherings, the observance of this patriotic holiday will be felt across the country.

September 9, 2024

Georgia Leave Laws And Holidays 2025
In 2025, understanding Georgia leave laws and holiday entitlements is essential for both employers and employees to ensure compliance and fair workplace practices. Georgia leave laws cover various types of time off, including vacation, sick leave, and family-related absences, while the state’s holiday schedule highlights important dates for employees to plan around. Tools like the Day Off app can help streamline PTO tracking and ensure you never miss an important holiday. This guide explores Georgia’s key regulations on leave, paid time off (PTO) policies, and recognized public holidays, providing a comprehensive overview to help navigate the year ahead. Whether you’re managing a business or planning your own time off, staying informed on these laws is crucial for smooth operations and well-being in the workplace.

Paid Time Off (PTO) in Georgia

Leave Quota

Georgia, like many other states, does not mandate a specific amount of PTO that employers must provide. Instead, businesses are free to set their own policies, which are often outlined in employment contracts or company handbooks. Common PTO allocations include:
Entry-Level Positions: Employees may receive anywhere from 10 to 15 days of PTO annually, which may cover vacation, personal, and sick leave combined.
Mid-Level Employees: Those with a few years of service often receive additional days, potentially between 15 to 20 days per year.
Senior-Level and Long-Term Employees: After several years with a company, employees might earn 20+ days of PTO annually, reflecting their longevity and contributions.
Employers may choose to differentiate between vacation days and sick days or offer a combined pool of PTO, depending on company policy.

Accrual

Accrual policies are common in Georgia workplaces and allow employees to earn PTO gradually. This can be calculated based on various metrics, such as hours worked or pay periods:
Hourly Accrual: For example, an employee may accrue 1 hour of PTO for every 40 hours worked. This method ensures that employees gradually accumulate leave over time, rather than receiving all PTO upfront at the beginning of the year.
Monthly Accrual: Alternatively, employees might earn a certain number of PTO hours each month. For instance, if an employee is entitled to 15 days of PTO per year, they might accrue 1.25 days each month.
Employers often set accrual caps to prevent the excessive accumulation of PTO, which can affect business operations if multiple employees take time off simultaneously.

Rollover

While Georgia does not legally require employers to allow unused PTO to roll over into the next year, many companies choose to implement rollover policies to incentivize employees to stay with the company and offer greater flexibility:
Full Rollover: Some employers permit employees to carry over all unused PTO into the following year without restrictions. This allows employees to save up leave for extended vacations or emergencies.
Capped Rollover: Many companies implement a cap on the amount of PTO that can be rolled over. For instance, an employee might be allowed to carry over a maximum of 5 days into the next year, with any excess PTO being forfeited.
Use-it-or-Lose-it: In some cases, employers may enforce a strict “use-it-or-lose-it” policy, where any unused PTO at the end of the year is forfeited. This encourages employees to take their time off and prevents the buildup of excessive unused leave.
It’s important for employees to be aware of their company’s rollover policies and plan their time off accordingly to avoid losing accrued leave.

Payment of Accrued, Unused Vacation on Termination

In Georgia leave laws, whether an employer must pay out unused, accrued vacation or PTO upon an employee’s termination (whether voluntary or involuntary) depends on the company’s specific policies:
Company Policy or Employment Contract: If an employer’s policy or the employee’s contract explicitly states that accrued vacation or PTO will be paid out upon termination, then the employer is legally obligated to provide this payout. Failure to do so can lead to legal disputes.
Discretionary Payment: If no policy or contract specifies that accrued PTO must be paid upon termination, Georgia law does not require the employer to do so. It is common for businesses to reserve the right to deny payment of unused vacation time in these cases, but clarity in company policy is key.
Best Practices for Employees and Employers
For Employees: It is crucial to understand the specifics of your employer’s PTO policy, including how much leave you are entitled to, how PTO is accrued, whether unused days can be rolled over, and whether you will be compensated for unused vacation time upon termination. Always refer to your employee handbook or HR department for clarification.
For Employers: To avoid disputes, it’s important to have clear and transparent PTO policies in place. These should outline how leave is accrued, how much PTO can be carried over (if any), and whether unused vacation will be paid out at the end of employment. Clear communication of these policies helps prevent legal issues and ensures employees understand their rights.

Sick Leave in Georgia

Federal Laws

The Family and Medical Leave Act (FMLA) remains the most significant federal regulation providing sick leave protection across the United States, including Georgia. While FMLA does not specifically offer paid sick leave, it ensures that eligible employees of covered employers can take up to 12 weeks of unpaid, job-protected leave for the following health-related or family reasons:
Serious Health Conditions: Employees can take time off to address their own serious health condition, such as chronic illnesses, long-term medical conditions, or treatments requiring hospitalization.
Caring for a Family Member: FMLA permits employees to care for an immediate family member (spouse, child, or parent) suffering from a serious health condition.
Childbirth and Childcare: Parents can use FMLA leave for the birth of a child or adoption, covering both recovery and bonding periods.
Military Family Leave: Employees with family members in the military can also take leave for qualifying exigencies related to deployment or to care for a service member with a serious illness or injury.
To qualify under FMLA, an employee must:
Work for a company with 50 or more employees within a 75-mile radius.
Have worked for the employer for at least 12 months (though these months do not need to be consecutive).
Have worked at least 1,250 hours in the previous 12 months.
Although FMLA does not provide paid leave, employees are entitled to continue their employer-provided health insurance during the time off, and employers are obligated to restore the employee to their original or an equivalent position upon their return.

State Laws

Georgia leave laws does not have a state-mandated sick leave policy, which means employers in the private sector are not required to offer paid or unpaid sick leave beyond federal requirements. This absence of a sick leave mandate gives employers significant flexibility in creating their own policies regarding time off for illness.
However, while Georgia does not enforce a specific sick leave quota, there are some exceptions and protections:
Kin Care Law: If an employer provides paid sick leave, Georgia’s “Kin Care” law allows employees to use up to 5 days of their paid sick leave to care for immediate family members. This family care provision is significant because it recognizes the need for employees to use their sick leave not only for their own health but also to care for sick family members.
Employer-Provided Sick Leave Policies
Many employers in Georgia, despite the absence of state requirements, voluntarily offer paid sick leave to stay competitive and to support their workforce. These policies typically include:
Paid Sick Leave: While not mandatory, paid sick leave is often part of an employee benefits package. Most employers provide between 5 and 10 paid sick days per year. These can be used for personal illness, doctor’s appointments, or, in some cases, to care for a sick family member.
Accrual Systems: Some employers allow employees to accrue sick leave over time. For example, an employee might accrue 1 hour of sick leave for every 30 hours worked, allowing them to gradually build up a bank of sick time they can use when needed.
Unlimited Sick Leave: A growing number of companies, particularly in the tech sector, are experimenting with unlimited sick leave policies. While employees are encouraged to take the time they need to recover, these policies often come with the expectation that sick leave will not be abused.
Payout for Unused Sick Leave: Unlike vacation time, there is no federal or state law requiring employers to pay out unused sick leave when an employee leaves a company. In Georgia, this decision is left to the employer’s discretion. Some companies may choose to offer a payout for unused sick leave as part of a generous benefits package, but this is not common.
Key Considerations for Employees
Check Employer Policies: Since Georgia does not have a statewide sick leave mandate, it’s crucial for employees to familiarize themselves with their company’s specific sick leave policies. This includes understanding how much sick leave they are entitled to, whether it accrues over time, and whether it can be used for family care.
Documentation Requirements: Many employers require employees to provide documentation, such as a doctor’s note, after a certain number of sick days. Employees should be aware of their company’s policy on providing medical documentation for extended absences.
FMLA Protections: Employees who need to take extended leave for serious health conditions should explore their eligibility for FMLA. This unpaid leave ensures that they can focus on recovery without fear of losing their job or health benefits.

Maternity, Paternity, FMLA in Georgia

Federal law

The Family and Medical Leave Act (FMLA) provides the most comprehensive federal protections for new parents, allowing eligible employees to take up to 12 weeks of unpaid, job-protected leave per year. This leave can be used for a variety of family and medical reasons, including maternity, paternity, adoption, and foster care.
Maternity Leave
Under FMLA, expectant mothers are entitled to take leave for:
Pregnancy-related health conditions: This includes prenatal medical appointments and any complications or serious health conditions related to pregnancy.
Childbirth and recovery: After giving birth, mothers can use FMLA leave for recovery and bonding with the newborn. Typically, recovery time can range from 6 to 8 weeks, depending on whether the birth was vaginal or via cesarean section. However, FMLA allows for up to 12 weeks of unpaid leave to cover both recovery and bonding time.
Paternity Leave
Fathers are also entitled to take FMLA leave for:
Bonding with a newborn: Fathers can take unpaid leave under FMLA to spend time with their newborn child and support the mother during the postpartum period. The 12-week entitlement can be split between parents or taken concurrently, depending on the family’s needs.
Caring for a spouse recovering from childbirth: Fathers may also use their FMLA leave to care for their spouse after childbirth, particularly if there are medical complications or the mother requires additional care during recovery.
Adoption and Foster Care
FMLA also applies to employees who are adopting a child or becoming foster parents. In these cases, employees can use the 12 weeks of leave to:
Bond with the new child.
Manage the transition period for the child and family.
Handle legal or medical procedures related to the adoption or foster care process.
FMLA Eligibility and Coverage
While FMLA provides important protections, not all employees in Georgia are automatically eligible for this leave. To qualify, the following criteria must be met:
Workplace size: The employee must work for a covered employer that has at least 50 employees within a 75-mile radius.
Length of employment: The employee must have worked for the employer for at least 12 months. These months do not need to be consecutive.
Hours worked: The employee must have worked at least 1,250 hours over the past 12 months (which averages to about 24 hours per week).
Although FMLA does not provide paid leave, it guarantees that employees on leave have their jobs protected. Upon returning to work, employees are entitled to be restored to their original position or an equivalent one, with the same pay, benefits, and working conditions. In addition, health benefits must be maintained during the leave, though employees will need to continue paying their share of any health insurance premiums.

Additional State Laws

Unlike some states that have implemented their own paid family leave programs or maternity and paternity leave regulations, Georgia does not have any additional state laws that go beyond the protections provided by FMLA. This means that Georgia employers are not required to offer paid family leave, and any such benefits are offered at the employer’s discretion.
Absence of Paid Family Leave
Georgia leave laws does not have a statewide paid family leave program. As a result, employees who need time off to care for a new child, recover from childbirth, or care for a family member typically rely on unpaid FMLA leave or employer-provided benefits.
While this places a financial burden on many families, some employers in Georgia offer paid leave as part of their benefits packages. Paid family leave programs are especially common in larger companies or competitive industries, where businesses seek to attract and retain top talent. Employers may offer:
Paid Maternity Leave: Some employers provide fully paid or partially paid maternity leave. This can range from 4 to 12 weeks, depending on the company and the employee’s role.
Paid Paternity Leave: A smaller but growing number of employers offer paid paternity leave, allowing fathers to take time off to bond with their new child without losing income.
Short-Term Disability Insurance
One option for mothers to receive income during maternity leave is through short-term disability insurance (STD). Many employers offer STD coverage as part of their benefits package, or employees can purchase policies independently. Short-term disability generally covers a portion of the employee’s salary (typically 60-70%) for a set period, often 6-8 weeks following childbirth. Some policies may extend coverage in cases of cesarean sections or complications.
Employees should verify whether their employer provides short-term disability coverage and review the terms, including waiting periods and the percentage of income replacement.
Employer-Provided Benefits and Additional Protections
Though not required by state law, many Georgia employers choose to go beyond the minimum FMLA protections by offering enhanced benefits to support new parents and their families. These can include:
Extended Leave Policies
Some employers provide additional weeks of leave beyond the 12 weeks guaranteed by FMLA. This extended leave may be unpaid or partially paid, and it is designed to accommodate new parents who may need extra time to adjust to their new family responsibilities.
Flexible Work Arrangements
Employers in Georgia are increasingly offering flexible work arrangements for new parents returning to work. These may include:
Remote work: Allowing employees to work from home for some or all of their workweek, particularly during the transition period after parental leave.
Flexible hours: Offering flexible start and end times or reduced hours during the initial months of returning to work to help parents manage their family obligations.
Paid Parental Leave
A growing number of Georgia employers are introducing paid parental leave, recognizing that providing financial stability during family leave helps retain valued employees. Paid parental leave policies can vary, but typically offer between 4 to 12 weeks of paid leave for both mothers and fathers.
Key Takeaways for Employees and Employers
In 2025, maternity, paternity, and family leave in Georgia rely on federal FMLA protections for job security and unpaid leave. While Georgia does not mandate additional state leave benefits, employers often supplement these with more generous policies, including paid leave, short-term disability, and flexible work options. Employees should:
Check employer policies: Understand the leave options available, including whether paid leave or short-term disability is offered.
Plan for unpaid leave: Since FMLA is unpaid, employees should consider their financial situation and explore options like short-term disability to cover some of the income loss during leave.
Communicate with HR: Employers should clearly communicate their policies, while employees should discuss their family leave plans with HR to ensure a smooth transition.

Bereavement Leave in Georgia

In 2025, Georgia does not have specific state laws mandating bereavement leave, meaning the availability of such leave depends on employer policies. Bereavement leave allows employees to take time off following the death of a close family member to grieve, arrange funeral services, and manage related matters. While there is no state requirement for businesses to offer paid or unpaid bereavement leave, many employers voluntarily provide 3 to 5 days of paid leave, especially for the loss of immediate family members such as a spouse, parent, or child. Employees should review their company’s bereavement policy for specific details and options, as some employers may allow for additional unpaid leave or extended paid leave under certain circumstances.

Jury Duty Leave in Georgia

In 2025, Georgia leave laws requires employers to provide leave for employees who are called to serve on jury duty. Under state law, employers must allow employees to take time off without fear of losing their job or facing retaliation. However, Georgia does not mandate that employers provide paid leave for jury duty, meaning whether the employee receives compensation during this time depends on the company’s policy. Employees should provide their employer with notice and a copy of the jury duty summons. While serving on a jury, employees are entitled to job protection, ensuring that they can return to their regular position after fulfilling their civic duty. Some companies may offer paid time off for jury duty as a benefit, so employees should review their company’s policies for specific guidelines.

Military Leave in Georgia

In 2025, military leave in Georgia is governed by both federal and state laws that provide protections for employees serving in the armed forces. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are called to active duty, training, or other military service are entitled to take leave without losing their civilian job. USERRA ensures that upon returning from military service, employees are reinstated to their previous position or a comparable one with the same pay, benefits, and seniority. While employers in Georgia are not required to provide paid leave for military service, many companies offer paid leave or differential pay to make up the difference between military pay and regular earnings. Additionally, Georgia law protects the employment rights of state National Guard members who are called to state or federal duty. Employees are encouraged to notify their employers in advance and review their company’s military leave policies to understand the specific benefits and protections available.

Voting Leave in Georgia

In 2025, Georgia leave laws continues to support employees’ right to vote by requiring employers to provide up to two hours of paid leave to cast their ballot during state and federal elections. Employees must request the time off in advance, and employers may specify the hours when the leave can be taken, such as at the beginning or end of the workday, to minimize disruption. However, this leave is only required if the employee’s work schedule does not already allow at least two consecutive hours outside of their working hours to vote. This ensures that all eligible voters have the opportunity to participate in elections without facing work-related obstacles.

Georgia State Holidays in 2025

In 2025, Georgia will observe several state holidays, providing employees with days off to recognize significant national and local events.

Holiday

New Year’s Day
Martin Luther King Jr. Day
Washington’s Birthday (Presidents’ Day)
Confederate Memorial Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Wednesday, April 23
Monday, May 26
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Thursday, December 25
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September 9, 2024
UK Public Holidays 2025
As we approach 2025, both employers and employees in the UK need to be aware of the official public holidays. Understanding the holiday calendar can help businesses plan their operations efficiently, optimize leave management, and allow employees to schedule their annual leave, especially if they are looking to extend their holidays or create long weekends.
In this detailed guide, we will cover the UK Public Holidays 2025, offer advice on how to make the most of them, and explain how employers can accommodate employees looking for longer weekends. We’ll also guide holiday entitlements and how they differ across the four nations of the UK.

What are UK Public Holidays?

Public holidays, also known as bank holidays in the UK, are specific days when most businesses, schools, and government offices are closed. Employees often get the day off, but it’s important to note that this is not a legal right; the entitlement to paid leave on public holidays depends on the employment contract.
Employers must adhere to the working time regulations which state that workers are entitled to 28 days of paid holiday per year. This can include bank holidays, but it’s up to the employer to decide whether public holidays are counted as part of the 28 days or offered as additional days off.

UK Bank Holidays in 2025
The following are the UK Public Holidays 2025. Note that these dates may vary slightly depending on which part of the UK you are in (England, Scotland, Wales, or Northern Ireland). Below, we will outline holidays for each region and guide how to maximize time off.
England and Wales Bank Holidays 2025:
New Year’s Day – Wednesday, 1 January
Good Friday – Friday, 18 April
Easter Monday – Monday, 21 April
Early May Bank Holiday – Monday, 5 May
Spring Bank Holiday – Monday, 26 May
Summer Bank Holiday – Monday, 25 August
Christmas Day – Thursday, 25 December
Boxing Day – Friday, 26 December
Scotland Bank Holidays 2025:
New Year’s Day – Wednesday, 1 January
2nd January – Thursday, 2 January
Good Friday – Friday, 18 April
Early May Bank Holiday – Monday, 5 May
Spring Bank Holiday – Monday, 26 May
Summer Bank Holiday – Monday, 4 August
St Andrew’s Day – Sunday, 30 November (often observed on the following Monday)
Christmas Day – Thursday, 25 December
Boxing Day – Friday, 26 December
Northern Ireland Bank Holidays 2025:
New Year’s Day – Wednesday, 1 January
St Patrick’s Day – Monday, 17 March
Good Friday – Friday, 18 April
Easter Monday – Monday, 21 April
Early May Bank Holiday – Monday, 5 May
Spring Bank Holiday – Monday, 26 May
Battle of the Boyne (Orangemen’s Day) – Monday, 14 July
Summer Bank Holiday – Monday, 25 August
Christmas Day – Thursday, 25 December
Boxing Day – Friday, 26 December
Creating Long Weekends in 2025
For employees looking to make the most of their time off during UK Public Holidays 2025, the calendar presents several opportunities to turn short holidays into long weekends or even longer breaks with the strategic use of annual leave. Below are some tips on how to stretch your holidays.
January 2025:
New Year’s Day (Wednesday, 1 January): Since New Year’s Day falls mid-week, taking Thursday, 2 January, and Friday, 3 January off will give employees a 5-day break, from Wednesday through Sunday.
Scotland: Employees in Scotland already have the 2nd of January as a public holiday, so taking Friday, 3 January, off would allow them to enjoy a 5-day break.
Easter Weekend (18-21 April 2025):
In the UK Public holidays 2025, Easter weekend includes Good Friday on 18 April and Easter Monday on 21 April. This already provides a four-day weekend for most employees. However, if you want to extend this break, taking Tuesday, 22 April, to Friday, 25 April off will give you a 10-day break, starting from Saturday, 12 April to Sunday, 27 April, using just 4 days of annual leave.
Early May Bank Holiday (Monday, 5 May):
Employees can extend this long weekend by taking Friday, 2 May, or Tuesday, 6 May, off to create a 4-day weekend.
Spring Bank Holiday (Monday, 26 May):
Similar to the Early May Bank Holiday, taking either Friday, 23 May, or Tuesday, 27 May, off will allow for an extended break over the Spring Bank Holiday weekend.
Summer Bank Holiday (25 August in England, Wales, and Northern Ireland; 4 August in Scotland):
For employees in England, Wales, and Northern Ireland, the Summer Bank Holiday on Monday, 25 August provides another opportunity to create a long weekend. Taking Friday, 22 August, or Tuesday, 26 August, off will give employees a four-day weekend.
In Scotland, the Summer Bank Holiday on Monday, 4 August can be extended by taking either Friday, 1 August or Tuesday, 5 August, off to create a longer break.
Christmas and New Year (December 2025):
Christmas Day and Boxing Day fall on Thursday, 25 December, and Friday, 26 December, giving employees a four-day weekend if they include Saturday and Sunday. By taking Monday, 29 December, to Wednesday, 31 December, off, employees can create an 11-day break, from Thursday, 25 December to Sunday, 4 January 2026, using just 3 days of annual leave.
How Employers Can Accommodate Long Weekends

For employers, planning around UK Public Holidays 2025 can help ensure minimal disruption to business operations while also accommodating employees’ requests for time off. Here are some ways employers can manage this:
Encourage Early Requests for Leave:
By asking employees to submit their holiday requests early, employers can plan schedules accordingly and ensure there is enough staff coverage, especially around popular holiday times like Christmas and Easter.
Stagger Holidays:
If multiple employees are requesting time off around the same period, employers can manage workloads by staggering holidays. This ensures that not all employees are off at the same time, which could disrupt business operations.
Flexible Working Arrangements:
Some employers may choose to offer flexible working hours or remote work options for employees around bank holidays. This allows employees to enjoy longer breaks without taking too many days off, while still maintaining productivity.
Use Holiday Calculators:
Employers can use holiday calculators and rota management software to track employee holidays and ensure that sufficient staffing is maintained during public holidays and long weekends.
Consider the Business Impact:
If your business operates in industries like retail or hospitality where public holidays can be particularly busy, you may need to offer incentives for employees to work during these times. Alternatively, employers can offer compensatory time off for those working on public holidays.

Bank Holiday Entitlements and Pay

It’s important to note that while public holidays are often seen as days off, they are not a statutory right. Employees are entitled to 28 days of paid leave per year, which may or may not include bank holidays. The specific entitlement to time off on public holidays will depend on the employee’s contract of employment.
Full-time Employees:
Typically, full-time employees are given bank holidays as paid days off as part of their annual leave entitlement, but this varies between employers.
Part-time Employees:
For part-time employees, entitlement to bank holidays is typically pro-rated based on their working hours. Employers must ensure that part-time employees receive fair and proportional time off if bank holidays are included in their contracts.
Overtime or Compensation:
In some cases, if employees are required to work on a bank holiday, they may receive additional compensation or time off in lieu, depending on their employment agreement.

FAQ: Frequently Asked Questions about UK Public Holidays 2025

Do all businesses have to close on public holidays?
No, not all businesses are required to close on public holidays. Many essential services, such as healthcare, emergency services, and some retail stores, remain open. The decision to close or remain open on public holidays depends on the nature of the business and its operational requirements. Some businesses may offer employees compensatory time off or additional pay if they are required to work on public holidays.
Are bank holidays counted as part of my annual leave?
It depends on your employment contract. Some employers include bank holidays as part of the statutory 28 days of annual leave, while others may offer them as additional days off. It is important to check your employment contract or speak with your HR department to understand how public holidays are handled in your company.
Can part-time employees take bank holidays off?
Yes, part-time employees are entitled to bank holidays, but this entitlement is usually pro-rated based on the number of hours or days they work. For example, if a part-time employee works three days a week, they may receive a proportionate number of paid bank holidays compared to a full-time employee.
What happens if a public holiday falls on my regular day off?
If a public holiday falls on an employee’s regular day off (for example, a weekend or a scheduled non-working day), the entitlement to a replacement day off or additional compensation will depend on the employer’s policy. Some employers offer a day in lieu, while others may not provide additional compensation. It’s important to check your employment contract for details.
Can I be required to work on a public holiday?
Yes, depending on the terms of your employment contract, your employer may require you to work on public holidays, especially in industries like healthcare, retail, and hospitality. If you are required to work on a public holiday, your employer may offer additional pay (e.g., time and a half) or time off in lieu.
What should I do if my request for annual leave around a public holiday is denied?
If your employer denies your request for leave around a public holiday, it’s typically due to business needs or staffing shortages. In this case, it’s best to discuss alternative dates with your employer and try to be flexible with your leave plans. Employers are not legally obligated to approve all leave requests, especially during peak times, but they should handle requests fairly.
Are public holidays the same across the UK?
No, public holidays vary across the UK. While England and Wales share the same public holidays, Scotland and Northern Ireland have additional holidays, such as St. Andrew’s Day in Scotland and St. Patrick’s Day in Northern Ireland. Employers and employees should be aware of the regional differences when planning holidays and operations.
What happens if I am on maternity/paternity leave during a public holiday?
If you are on maternity, paternity, or adoption leave, you are entitled to accrue both statutory and contractual holiday entitlements during this period, including public holidays. You can discuss with your employer how to take these holidays either before or after your maternity/paternity leave ends.
How can I take advantage of public holidays if I want to travel?
To maximize your time off for travel, try to plan your holidays around long weekends or by taking additional days off around public holidays. For example, during the Easter holiday or the Christmas period, you can extend your break by using a few days of annual leave before or after the holiday to create a longer vacation.
Do public holidays affect deadlines for government services and payments?
Yes, public holidays can impact the deadlines for government services, such as filing taxes or receiving benefits. If a deadline falls on a public holiday, it is usually extended to the next working day. It is advisable to check with the relevant government agency for specific details regarding your case.

Conclusion

UK Public Holidays 2025 offers several opportunities for employees to maximize their time off by strategically combining public holidays with annual leave. For employers, understanding these holidays and planning can ensure that business operations continue smoothly while allowing employees to take their well-deserved breaks. By offering flexible working arrangements and managing holiday requests efficiently, businesses can strike a balance between maintaining productivity and supporting employee well-being.
Whether you’re an employee looking to enjoy a long weekend or an employer planning your workforce schedules, knowing the public holidays and how to use them to your advantage is crucial for a productive and happy year in 2025.

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September 8, 2024
Florida Leave Laws And Holidays 2025
Understanding Florida leave laws and holiday entitlements for 2025 is crucial for both employers and employees alike. While Florida does not have state-mandated paid leave policies, businesses and workers must navigate a mix of federal guidelines, company-specific policies, and state regulations that influence workplace benefits. Using an efficient PTO tracker, like Day Off, can help streamline the process of managing leave. This article will provide a comprehensive overview of the leave types available, including paid time off (PTO), sick leave, and family leave, alongside public holidays observed in Florida. By understanding these rules, employers can remain compliant, and employees can better plan their time off in the year ahead.

Paid Time Off (PTO) in Florida

Florida continues to have no state-mandated paid time off (PTO) requirements, leaving the establishment of PTO policies up to individual employers. Despite the absence of state regulations, most companies in Florida offer PTO, including vacation days, to attract and retain employees. The structure of PTO policies generally revolves around key components such as leave quota, accrual, rollover, and payment of unused vacation upon termination.

Leave Quota

The leave quota, or the number of days an employee is entitled to for PTO, is typically set by employers. This quota varies based on factors like job role, length of employment, and company policy. While many organizations offer an average of 10–15 days of PTO annually for full-time employees, this number may increase with seniority or job position.

Accrual

PTO is often accrued over time, meaning employees earn a portion of their PTO with each pay period or month worked. For example, an employee may accrue PTO at a rate of 1.25 days per month, which totals 15 days per year. Some companies may also offer front-loaded PTO, where employees receive their full quota of time off at the beginning of the year. Accrual policies are entirely at the discretion of the employer.

Rollover

Rollover policies refer to whether unused PTO can be carried over into the next year. In Florida, the rollover of unused PTO is dependent on company policies, as there are no state laws mandating it. Some employers may allow a certain number of unused days to be rolled over, while others may impose a “use it or lose it” policy, where unused days expire at the end of the year. Alternatively, some companies may cap the total amount of accrued PTO to prevent excessive accumulation.

Payment of Accrued, Unused Vacation on Termination

Florida law does not require employers to pay employees for accrued, unused PTO upon termination unless specified by the company’s policies. However, many businesses choose to include this payment as part of their employment agreements. If an employer has a written policy or contract promising payout of unused vacation upon termination, they are legally obligated to honor it. Otherwise, the payout of unused PTO is left to the discretion of the employer.

Sick Leave in Florida

Federal Laws

While no federal law mandates paid sick leave for all employees, certain provisions under federal law protect workers’ right to unpaid leave in specific circumstances:
Family and Medical Leave Act (FMLA)
The FMLA allows eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for serious health conditions, the care of a family member with a serious illness, or the birth/adoption of a child. While FMLA does not guarantee paid sick leave, it ensures employees can take time off without losing their job or health benefits.
Eligibility requirements include:
Working for a covered employer (private-sector employers with 50 or more employees, public agencies, and schools).
Having worked for the employer for at least 12 months.
Accumulating at least 1,250 hours of service during the previous 12 months.
The FMLA does not impose a specific sick leave quota but provides unpaid leave for certain qualifying medical conditions.
Families First Coronavirus Response Act (FFCRA)
Although the FFCRA initially provided paid sick leave during the COVID-19 pandemic, its mandatory paid sick leave provisions expired at the end of 2020. However, employers may still voluntarily offer paid sick leave under the FFCRA guidelines, with tax credits available for businesses that choose to do so.

State Laws

Florida does not have any state laws that mandate paid or unpaid sick leave for private-sector employees. Local governments in Florida are also prohibited from enacting sick leave ordinances, making it one of the states where employers have complete discretion in offering sick leave benefits.
However, many businesses in Florida voluntarily provide sick leave to employees as part of their benefits package to attract and retain talent. These policies are defined at the company level and vary in terms of accrual rates, leave quotas, and rollover rules. Employers are encouraged to clearly outline their sick leave policies in employee handbooks to avoid misunderstandings.

Domestic Violence Leave in Florida

Florida continues to offer protections for employees experiencing domestic violence through the Florida Domestic Violence Leave Act. This state law ensures that employees are entitled to take time off from work to address issues related to domestic violence, providing support to those facing difficult personal circumstances.
Eligibility for Domestic Violence Leave
Under Florida leave laws, employees who work for an employer with 50 or more employees are eligible to take domestic violence leave. This law applies to both full-time and part-time employees, and it offers the following protections:
Up to 3 days of leave per calendar year is provided for employees to handle domestic violence-related matters.
Employees must provide reasonable advance notice to their employer when possible, except in emergencies where prior notice may not be feasible.
Reasons for Taking Domestic Violence Leave
Domestic violence leave is granted for a variety of purposes related to protecting an employee’s safety and well-being. Employees can use this leave to:
Seek medical treatment or counseling for physical or psychological injuries resulting from domestic violence.
Obtain legal assistance or prepare for legal proceedings related to domestic violence, such as seeking an injunction for protection.
Attend court hearings or take other legal action in response to domestic violence.
Relocate to ensure the employee’s safety and the safety of their family members.
Seek services from a domestic violence shelter or other social service agencies.
Job Protection and Confidentiality
Florida law ensures that employees taking domestic violence leave have their jobs protected. Employers are prohibited from retaliating against employees for taking this leave. While the leave is unpaid, employees may use any accrued paid leave, such as vacation or sick leave, to cover the time off.
Additionally, all information provided to the employer regarding domestic violence leave must be kept confidential. Employers are required to safeguard the privacy of the employee’s situation and cannot disclose any details without the employee’s permission, except when legally required.
Additional Protections for Domestic Violence Survivors
While Florida does not mandate that domestic violence leave be paid, the law allows employees to utilize other available paid leave (like PTO or sick leave) during their absence. Furthermore, employees are entitled to return to the same or equivalent position after taking leave, ensuring job security and continuity.

Maternity, Paternity, FMLA in Florida

Federal Laws

The Family and Medical Leave Act (FMLA) is the most significant federal law offering protections for new parents, both mothers and fathers, in Florida and across the U.S. It provides unpaid, job-protected leave under specific conditions:
Family and Medical Leave Act (FMLA)
The FMLA allows eligible employees to take up to 12 weeks of unpaid leave per year for various family and medical reasons, including:
The birth of a child and care for the newborn.
Adoption or foster care placement of a child.
Caring for a spouse, child, or parent with a serious health condition.
A serious health condition that makes the employee unable to perform essential job functions.
Eligibility Requirements for FMLA:
The employee must work for a covered employer (public agencies, schools, and private employers with 50 or more employees).
They must have worked for the employer for at least 12 months.
The employee must have completed at least 1,250 hours of work during the past 12 months.
While the FMLA guarantees job protection, it does not mandate paid leave. However, employees may use accrued vacation or sick leave during their FMLA leave if permitted by their employer.

Additional State Laws in Florida

Florida does not have additional state laws that require private employers to provide paid or unpaid maternity and paternity leave beyond the FMLA provisions. However, some state-specific nuances and protections apply to public sector employees and employers:
Public Sector Employees
While private sector employees rely solely on federal FMLA protections, Florida public sector employees may have access to more generous leave options depending on their agency or municipality. Public employees should consult their specific employer policies, as some government agencies provide extended or additional paid leave options.
Discrimination Protections
Florida employers must comply with both state and federal anti-discrimination laws. Under the Florida Civil Rights Act (FCRA) and the federal Pregnancy Discrimination Act (PDA), employers cannot discriminate against employees based on pregnancy, childbirth, or related medical conditions. This means that pregnant employees must be treated the same as other employees with temporary disabilities in terms of leave policies and job accommodations.
Use of Paid Time Off (PTO)
Although Florida does not mandate paid leave for maternity or paternity purposes, employers are often required to allow employees to use any available accrued Paid Time Off (PTO) or sick leave during their FMLA leave. This allows employees to receive some level of income replacement during their time away from work, even though the leave itself may be unpaid.

Bereavement Leave in Florida

In 2025, Florida leave laws does not have state-mandated bereavement leave laws requiring employers to provide time off for employees who experience the death of a loved one. However, many employers in Florida voluntarily offer bereavement leave as part of their benefits packages. Typically, bereavement leave allows employees to take anywhere from 3 to 5 days off to grieve and manage funeral arrangements or other matters related to the loss of a family member. The specifics of bereavement leave, including duration and whether the leave is paid or unpaid, are determined by the employer’s policies. Employees are encouraged to review their company’s leave policy for details on how bereavement leave is handled in their workplace.

Jury Duty Leave in Florida

In 2025, Florida leave laws requires employers to provide unpaid Jury Duty Leave to employees who are called to serve as jurors. While the law does not mandate that employers pay employees during their time on jury duty, many companies choose to offer paid leave as part of their benefits package. Employees are protected from termination, threats, or coercion related to their jury service, ensuring job security during this civic duty. To be eligible for jury duty leave, employees must provide their employer with a copy of the jury summons in advance. Upon completing jury service, employees are entitled to return to their previous position without any loss of seniority or benefits.

Military Leave in Florida

In 2025, Military Leave in Florida is governed by both federal and state laws, offering strong protections for employees who serve in the military. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), Florida employees who are called to active duty, training, or other military obligations are entitled to unpaid leave with job protection. Upon completion of military service, employees have the right to be reinstated to their previous position or a comparable one with the same seniority, pay, and benefits. Additionally, Florida state law provides further protections for public employees, including up to 30 days of paid leave per year for military training. Employers are prohibited from discriminating against employees based on their military service, and employees can use any accrued paid time off (PTO) during their military leave if desired.

Voting Leave in Florida

In 2025, Florida does not have specific state laws requiring employers to provide paid or unpaid time off for employees to vote. However, employers are encouraged to support their employees in fulfilling their civic duty by offering flexible work schedules on election days. Some businesses may choose to provide voluntary paid or unpaid time off for voting. Florida’s polls are typically open from 7 a.m. to 7 p.m., allowing employees to vote before or after work. Additionally, employees can take advantage of early voting or absentee ballots to ensure they have the opportunity to vote without missing work. Employers are encouraged to create policies that support employee participation in elections while maintaining business operations.

Florida State Holidays in 2025

In 2025, Florida observes several state holidays, during which many businesses, schools, and government offices close or operate on limited schedules. These holidays typically align with national public holidays.

Holiday

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Day After Thanksgiving (Black Friday)
Christmas Day

Date

Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, May 26
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 28
Friday, November 29
Thursday, December 25
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September 8, 2024

Category: Holidays

Kentucky Leave Laws And Holidays 2025

Paid Time Off (PTO) in Kentucky

Leave Quota

Accrual

Rollover

Payment of Accrued, Unused Vacation on Termination

Sick Leave in Kentucky

Federal Laws

State Laws

Maternity, Paternity, FMLA in Kentucky

Federal Laws

Family and Medical Leave Act (FMLA)

Eligibility for FMLA:

FMLA for Maternity and Paternity Leave:

State Laws

Public Sector and Government Employees:

Additional Support for Parents

Employer Policies on Maternity and Paternity Leave

Bereavement Leave in Kentucky

Jury Duty Leave in Kentucky

Military Leave in Kentucky

Voting Leave in Kentucky

Kentucky State Holidays in 2025

Holiday

Date

Kansas Leave Laws And Holidays 2025

Paid Time Off (PTO) in Kansas

Leave Quota

Accrual

Rollover

Payment of Accrued, Unused Vacation on Termination

Sick Leave in Kansas

Federal Laws

State Laws

Accrual of Sick Leave:

Use of Sick Leave:

Rollover of Sick Leave:

Private-Sector Sick Leave Policies

Payment of Unused Sick Leave Upon Termination

Maternity, Paternity, FMLA in Kansas

Federal Laws

FMLA Eligibility Criteria

FMLA Benefits

Additional Federal Protections

Additional State Laws

State Laws for Public Employees

Private-Sector Policies

Kansas FMLA Protections for Military Families

Other Kansas Leave Policies Impacting Parental Leave

Bereavement Leave in Kansas

Jury Duty Leave in Kansas

Military Leave in Kansas

Voting Leave in Kansas

Kansas State Holidays in 2025

Holiday

Date

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Iowa Leave Laws And Holidays 2025

Paid Time Off (PTO) in Iowa

Leave Quota

Accrual

Rollover

Payment of Accrued, Unused Vacation on Termination

Sick Leave in Iowa

Federal Laws

Family and Medical Leave Act (FMLA):

Healthy Families Act (Proposed):

Americans with Disabilities Act (ADA):

State Laws

Employer-Specific Sick Leave Policies:

Public Sector Employees:

Maternity, Paternity, FMLA in Iowa

Federal Laws

Family and Medical Leave Act (FMLA):

Pregnancy Discrimination Act (PDA):

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

Additional State Laws

Parental Leave for Public Employees:

Iowa Civil Rights Act: