As we step into 2025, it’s crucial for both employers and employees in Arkansas to stay informed about Arkansas leave laws and official holidays. Understanding these regulations not only ensures compliance but also fosters a workplace culture that values work-life balance and employee well-being. With tools like Day Off simplifying leave management, keeping track of Paid Time Off (PTO) policies, sick leave, jury duty, and military leave has never been easier. This article will guide you through the latest updates and legal requirements for the coming year, and with the help of Day Off, planning and managing your time effectively becomes a breeze. Additionally, we’ll highlight the official state holidays for 2025, helping you make the most of your time off. Whether you’re an HR professional, a business owner, or an employee, staying up-to-date with Arkansas’s leave laws is essential for navigating the workforce landscape in the year ahead.
Paid Time Off (PTO) in Arkansas
Leave Quota
In Arkansas leave laws, there is no state-mandated requirement for employers to provide paid time off (PTO). However, many employers offer PTO as a benefit to attract and retain employees. The leave quota typically varies depending on the company’s policies, industry standards, and the employee’s length of service. Companies might offer a set number of days per year that employees can use for vacation, personal days, or sick leave, which is often outlined in the employee handbook or contract.
Rückstellung
PTO in Arkansas is generally accrued over time, allowing employees to earn leave days based on the number of hours worked or the length of service. For example, an employee might accrue a certain number of hours per pay period, resulting in a steady accumulation of leave throughout the year. Employers often have policies detailing how and when this accrual occurs, and whether the rate of accrual increases with tenure.
Rollover
Arkansas leave laws does not have a state law requiring employers to allow employees to rollover unused PTO from one year to the next. However, many employers choose to implement rollover policies to provide employees with flexibility in managing their time off. Rollover policies vary; some employers allow full rollover of unused days, while others may cap the amount of leave that can be carried over. In some cases, employers may implement a “use-it-or-lose-it” policy, which requires employees to use their accrued PTO by a certain date, or it will be forfeited.
Payment of Accrued, Unused Vacation on Termination
Arkansas leave laws does not require employers to pay out accrued, unused vacation time upon an employee’s termination unless there is a specific agreement or company policy in place that mandates such a payout. If an employer’s policy states that accrued PTO will be paid out upon termination, they are legally obligated to follow that policy. In the absence of such a policy, whether the unused vacation is paid out is at the discretion of the employer. It is important for both employers and employees to clearly understand the terms of PTO payouts as outlined in the employment agreement or handbook.
Sick Leave in Arkansas
Federal Laws – Leave Quota
Under federal law, there is no specific requirement for employers to provide paid sick leave to employees. However, the Family and Medical Leave Act (FMLA) does provide eligible employees with up to 12 weeks of unpaid leave per year for certain medical and family-related reasons, including personal or family illness. FMLA applies to employers with 50 or more employees and covers those who have worked for the employer for at least 12 months and have completed 1,250 hours of service in that period.
While FMLA does not mandate paid sick leave, it does ensure that employees can take time off for serious health conditions without fear of losing their job. Employers are required to maintain the employee’s group health insurance during FMLA leave under the same terms and conditions as if the employee had not taken leave. Upon return, the employee is entitled to be reinstated to their original job or an equivalent position.
State Laws – Leave Quota
As of 2025, Arkansas leave laws does not have a state law that mandates employers to provide paid sick leave to their employees. The provision of sick leave, including the quota and accrual, is typically left to the discretion of the employer. Employers who choose to offer sick leave can set their own policies regarding the amount of leave provided, how it accrues, and how it can be used. These policies are usually detailed in the employee handbook or employment contract.
Although there is no statewide mandate, some localities or industries within Arkansas may have their own regulations or agreements that govern sick leave. It’s important for both employers and employees to understand the specific policies that apply to their workplace. Employers who offer sick leave should clearly communicate the leave quota, accrual methods, and any restrictions on the use of sick leave to their employees.
Combined Considerations
While Arkansas does not impose state-mandated sick leave quotas, employers who are subject to federal FMLA regulations must ensure that their sick leave policies align with FMLA requirements. This includes providing unpaid leave for serious health conditions as specified under FMLA and ensuring job protection during such leave. Employers may also choose to implement more generous sick leave policies as part of their benefits package, providing additional paid sick leave that complements the unpaid leave provided by FMLA.
For employees, understanding the distinction between federal protections under FMLA and employer-provided sick leave is crucial. While FMLA provides unpaid leave for specific conditions, employer policies may offer paid sick leave for less severe illnesses or injuries. Knowing your rights and the specific leave entitlements under both federal and state laws, as well as employer policies, helps ensure that you can manage your health needs effectively without jeopardizing your employment.
Payout
Sick leave is unpaid.
Maternity, Paternity, FMLA in Arkansas
Federal Laws
The primary federal law governing maternity and paternity leave in the United States is the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to take up to 12 weeks of unpaid leave within a 12-month period for the birth of a child, the placement of a child for adoption or foster care, or to care for a newborn or newly placed child. This leave can be taken by both mothers and fathers, making it applicable for both maternity and paternity leave.
To qualify for FMLA leave, employees must meet the following criteria:
- Work for a covered employer, typically one with 50 or more employees within a 75-mile radius.
- Have been employed by the employer for at least 12 months.
- Have worked at least 1,250 hours during the 12 months preceding the start of the leave.
During FMLA leave, employers must maintain the employee’s group health insurance coverage under the same terms as if the employee had continued to work. Upon returning from FMLA leave, the employee is entitled to be restored to their original job or an equivalent position with the same pay, benefits, and other terms and conditions of employment.
While FMLA provides important protections, it does not require that the leave be paid. However, some employers may offer paid maternity or paternity leave as part of their benefits package, either supplementing FMLA leave or providing additional leave.
Additional State Laws
As of 2025, Arkansas does not have additional state laws that require employers to provide paid or unpaid maternity or paternity leave beyond what is mandated by FMLA. This means that the FMLA’s provisions serve as the primary legal framework for maternity and paternity leave in the state.
While Arkansas does not impose additional leave requirements, some employers may choose to offer more generous leave policies. These policies can include paid maternity or paternity leave, extended unpaid leave, or other benefits that support new parents. Employers in Arkansas have the flexibility to design their leave policies to attract and retain talent, often tailoring benefits to meet the needs of their workforce.
It is also important to note that some industries or workplaces in Arkansas may be subject to collective bargaining agreements or other contracts that provide for maternity and paternity leave beyond the minimums required by law. Employees should review their specific employment agreements and handbooks to understand their leave rights fully.
Payout
Maternity and paternity leaves are unpaid in the private sector.
Bereavement Leave in Arkansas
As of 2025, Arkansas does not have a state law mandating employers to provide bereavement leave to employees. Bereavement leave, which allows employees to take time off following the death of a close family member, is typically governed by the policies set by individual employers. Many companies in Arkansas choose to offer bereavement leave as part of their benefits package, recognizing the importance of allowing employees time to grieve and handle personal matters during such a difficult period. The specifics of bereavement leave, including the number of days allowed and eligibility criteria, vary widely depending on the employer’s policy. Employees should consult their employee handbook or speak with their HR department to understand the bereavement leave options available to them. While there is no state-mandated requirement, the inclusion of bereavement leave in company policies is becoming increasingly common, as employers seek to support the well-being of their workforce.
Jury Duty Leave in Arkansas
In 2025, Arkansas law requires employers to provide leave for employees summoned for jury duty. Employers in Arkansas are prohibited from terminating, disciplining, or otherwise penalizing employees for fulfilling their civic duty of serving on a jury. While the law mandates that employers must allow time off for jury service, it does not require them to pay employees during this period. However, some employers may choose to provide paid leave for the duration of jury duty as part of their benefits package. Employees called for jury duty should inform their employers as soon as possible and provide a copy of the summons. Upon completing their service, employees typically have the right to return to their original job or an equivalent position. Understanding your rights and employer policies regarding jury duty leave is essential for ensuring compliance and maintaining job security while serving on a jury.
Payout
Court pay:
Employees who serve as jurors in Arkansas are paid $50.00 a with no mileage reimbursement for travel.
Employer pay:
Jury duty is unpaid in Arkansas.
Military Leave in Arkansas
In 2025, employees in Arkansas who are called to serve in the military are protected by both federal and state laws. The Uniformed Services Employment and Reemployment Rights Act (USERRA) ensures that employees can take leave for military service and return to their jobs with the same position, pay, and benefits they would have had if they hadn’t been away. Arkansas law also supports these rights, especially for public employees. While military leave is generally unpaid, some employers may choose to offer additional pay or benefits during this time. Employers are required to allow leave for military service and cannot discriminate against employees because of their military duties. It’s important for employees to inform their employers about their service and understand their rights to return to work afterward.
Payout
Military leave is unpaid.
Voting Leave in Arkansas
In 2025, Arkansas leave laws requires employers to provide employees with time off to vote if their work schedule would otherwise prevent them from voting while the polls are open. Employees are entitled to a reasonable amount of time off to vote, typically up to an hour, without facing any penalties or loss of pay. It is important for employees to notify their employers in advance if they need time off to vote. While the law ensures that employees can participate in elections, employers can specify when during the workday the time off can be taken, as long as it allows sufficient time for voting. This ensures that all eligible voters in Arkansas can fulfill their civic duty without worrying about job security or pay deductions.
Payout
Voting leave is unpaid.
Arkansas State Holidays in 2025
In 2025, Arkansas observes several state holidays, during which most government offices and many businesses close to allow employees to take time off and celebrate or reflect.
Holiday
New Year’s Day
Martin Luther King Jr. & Robert E. Lee’s Birthday
George Washington’s Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1, 2025
Monday, January 20, 2025
Monday, February 17, 2025
Monday, May 26, 2025
Friday, July 4, 2025
Monday, September 1, 2025
Tuesday, November 11, 2025
Thursday, November 27, 2025
Thursday, December 25, 2025