Mississippi leave laws, like many states, provides a unique set of leave laws and holiday entitlements that impact employees across various industries. Mississippi Leave Laws, combined with the convenience of tools like Day Off, a top PTO tracker, make managing time off simpler for both employees and employers. These laws encompass a range of protections, including sick leave, family and medical leave, and jury duty, while holidays observed in the state follow both federal and local traditions. In 2025, Mississippi continues to observe federal holidays while offering certain leave protections. Whether you’re navigating vacation policies or preparing for upcoming holiday schedules, Day Off can help you manage your time efficiently and stay informed about the key aspects of Mississippi Leave Laws and holidays for 2025.
Paid Time Off (PTO) in Mississippi
Leave Quota
Mississippi leave laws does not require employers to offer a specific number of PTO days. Instead, the leave quota is established at the discretion of each employer. Common practices include offering:
- Entry-Level Employees: New hires may start with a minimum of 5-10 days of PTO annually, which typically covers vacation, personal days, and sometimes sick leave.
- Mid-Level Employees: After a certain number of years of service (typically 3-5 years), employees often earn additional PTO days, with the total amount ranging between 15-20 days annually.
- Senior-Level Employees: Long-term employees or senior management might receive 20-30 days of PTO annually. Some employers offer unlimited PTO to attract top talent or reduce administrative burden, though this is less common.
In 2025, many Mississippi companies may adopt flexible PTO policies that combine vacation and sick leave into one pool, allowing employees more freedom to manage their time off.
Rückstellung
PTO in Mississippi is typically accrued over time. Accrual methods vary depending on the employer’s policy:
Monthly or Biweekly Accrual: Most commonly, employees accrue PTO throughout the year based on the number of hours worked. For example, employees may earn a fixed number of PTO hours per pay period, such as:
- 1 day of PTO per month, accumulating to 12 days per year.
- 1.5 hours of PTO for every 40 hours worked, leading to approximately 3 weeks of leave per year.
Frontloading PTO: Some employers prefer to frontload PTO at the beginning of the year. This method provides employees with their full annual PTO balance at once, instead of accruing it gradually. However, if an employee leaves the company mid-year, they may be required to pay back any PTO used in excess of what would have been accrued by that time.
Accrual Limits: Employers may also set accrual limits, capping the total number of PTO hours an employee can accrue before they must use it. For example, an employee might be allowed to accrue up to 150% of their annual PTO allotment before the accrual stops.
Rollover Policies
Rollover of unused PTO from one year to the next is not mandated by Mississippi law, leaving this decision up to employers. Rollover policies vary and often depend on company size and industry:
Full Rollover: Some employers may allow employees to roll over all unused PTO to the next year. This policy benefits employees who may be planning extended time off in the future.
Partial Rollover: Other companies may limit the amount of PTO that can be rolled over. For example, an employee may be allowed to carry over a maximum of 5 days into the next year, with any additional unused time being forfeited.
“Use It or Lose It” Policy: Employers with this policy require employees to use all accrued PTO within a specified time frame, usually by the end of the calendar year, or risk losing it. While Mississippi law does not prohibit this policy, employers must communicate it clearly to employees.
Cash-Out Options: Some employers offer the option for employees to “cash out” unused PTO at the end of the year instead of rolling it over. This can be beneficial for employees who prefer financial compensation over additional time off.
Payment of Accrued, Unused Vacation on Termination
Mississippi leave laws does not have a law that specifically requires employers to pay out accrued, unused PTO when an employee leaves the company, whether through resignation, retirement, or termination. However, many companies voluntarily offer this as part of their employment agreements to maintain positive relationships with departing employees.
Company Policy: Employers who do offer payment of unused PTO typically include it in the employee handbook or employment contract. This means the employee may be entitled to receive payment for all unused vacation days if the company policy allows for it.
Pro-Rated Payment: In some cases, employers may offer a pro-rated payout based on the portion of the year worked. For example, if an employee worked for 6 months and accrued 10 days of PTO, they might be paid out for 5 days of unused PTO upon leaving the company.
Termination for Cause: Employers may have specific policies in place regarding PTO payouts in cases of termination for cause. In such instances, the company may choose not to pay out unused PTO as part of the severance agreement.
Sick Leave in Mississippi
Federal Laws
At the federal level, the Family and Medical Leave Act (FMLA) is the most relevant law concerning sick leave. While the FMLA does not require employers to provide paid sick leave, it does protect an employee’s right to take unpaid leave for specific health-related reasons without losing their job. Below are the key provisions under federal law:
Leave Quota Under FMLA: Eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year under the FMLA. This leave can be used for personal medical reasons, to care for a seriously ill family member, or for specific family-related events such as childbirth or adoption.
Eligibility for FMLA:
- Employees must work for a covered employer (typically an employer with 50 or more employees within a 75-mile radius).
- The employee must have worked for the employer for at least 12 months and clocked at least 1,250 hours in the 12 months prior to taking leave.
Qualifying Conditions:
- Serious health conditions that incapacitate the employee and require medical treatment.
- Chronic conditions requiring regular medical attention.
- Care for an immediate family member (spouse, child, or parent) with a serious health condition.
Although FMLA only provides unpaid leave, employers may allow employees to use any accrued paid time off (PTO) or sick days concurrently with FMLA leave.
State Laws
Unlike some other states, Mississippi does not have a state law that mandates paid or unpaid sick leave. This means that employers in Mississippi are not legally required by the state to offer a specific sick leave quota. However, many employers voluntarily provide paid sick leave or PTO policies to attract and retain employees. These policies vary significantly between employers, but they typically include the following options:
- Employer-Provided Sick Leave: Employers in Mississippi may choose to offer sick leave as part of their employee benefits package. These policies may include:
- Accrual-based Sick Leave: Employees earn sick leave over time, such as accruing a certain number of hours per pay period.
- Fixed Sick Leave: Employers may offer a set number of sick days at the start of each year, typically ranging from 5 to 10 days annually.
- PTO Policies: Many employers combine vacation, personal days, and sick leave into a comprehensive Paid Time Off (PTO) policy. Employees can use their PTO for any reason, including illness, without having to distinguish between different types of leave.
Maternity, Paternity, FMLA in Mississippi
Federal Laws
The Family and Medical Leave Act (FMLA) is the primary federal law offering parental leave protections in Mississippi. The FMLA provides eligible employees with unpaid, job-protected leave for family and medical reasons, including maternity and paternity leave. Here’s a breakdown of how FMLA works for new parents:
Leave Quota: Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid leave within a 12-month period. This leave can be used for the following family-related reasons:
- Maternity Leave: Leave for the birth of a child and the care of a newborn.
- Paternity Leave: Leave for fathers to bond with the newborn child.
- Adoption or Foster Care: Leave for the adoption of a child or the placement of a foster child with the employee.
Eligibility Requirements: Not all employees are eligible for FMLA leave. To qualify, an employee must:
- Work for an employer with 50 or more employees within a 75-mile radius.
- Have worked for the employer for at least 12 months (not necessarily consecutive).
- Have completed at least 1,250 hours of work during the 12 months preceding the start of the leave.
Job Protection: FMLA guarantees that employees taking leave can return to their same job or an equivalent position once their leave ends. This ensures that new parents can take time off without fear of losing their jobs.
Health Insurance Continuation: Employers are required to maintain the employee’s group health insurance coverage during FMLA leave under the same conditions as if the employee had not taken leave.
Unpaid Leave: FMLA leave is unpaid unless the employer offers paid leave or the employee uses available accrued paid time off (PTO), vacation, or sick leave. Some employers provide paid maternity or paternity leave as part of their benefits package, but this is not required by law.
Additional State Laws
Mississippi leave laws does not have specific state laws mandating maternity or paternity leave beyond the protections provided by the FMLA. Unlike some states that have implemented their own paid family leave programs, Mississippi relies on federal regulations to guide parental leave policies. As a result:
No State-Mandated Paid Leave: Mississippi does not require employers to provide paid maternity or paternity leave. Any paid leave benefits must come from the employer’s own policies or through accrued paid time off, such as vacation or sick leave.
Employer-Provided Leave: Many employers in Mississippi voluntarily offer paid maternity or paternity leave to remain competitive and attract talent. These policies vary widely by company. For example, some may offer a combination of paid and unpaid leave or allow employees to use their accrued PTO or sick days for parental leave.
Additional Considerations for Employers and Employees
Combining Leave Policies: Many Mississippi employers allow employees to use paid time off (PTO), vacation, or sick leave in conjunction with FMLA to provide financial support during their unpaid FMLA leave.
Small Business Exemption: Employers with fewer than 50 employees are not required to provide FMLA leave, meaning employees at smaller companies may not be entitled to the 12 weeks of job-protected leave under federal law.
Short-Term Disability (STD): Some employees may qualify for short-term disability benefits, which provide partial wage replacement during maternity leave. However, STD benefits are typically offered through private insurance plans or employer-provided coverage, not mandated by state law.
Bereavement Leave in Mississippi
In 2025, Mississippi leave laws does not have a state law that mandates employers to provide bereavement leave, leaving the decision to individual companies. Bereavement leave, also known as funeral leave, is time off granted to employees after the death of a close family member to allow them to grieve and make necessary arrangements. Although not required by law, many employers in Mississippi offer bereavement leave as part of their benefits packages, typically ranging from 3 to 5 days of paid or unpaid leave. The amount of time off and the conditions under which bereavement leave is granted can vary, with policies often depending on the relationship to the deceased and the employer’s discretion. Employees should consult their company’s handbook or human resources department to understand the specific bereavement leave policies in their workplace.
Jury Duty Leave in Mississippi
In Mississippi, employers are required by law to provide leave for employees who are summoned for jury duty in 2025. Employees cannot be penalized or face retaliation for attending jury duty, such as being fired or demoted. However, Mississippi law does not require employers to pay employees for the time they miss while serving on a jury. Some employers may choose to offer paid leave for jury duty, but this is at the discretion of the company. Employees are advised to notify their employer as soon as they receive a jury summons and provide any necessary documentation. Companies typically allow employees to return to their previous position once their jury service is complete without any loss of benefits or seniority.
Military Leave in Mississippi
In 2025, employees in Mississippi who are members of the U.S. military, including the National Guard or Reserves, are protected by federal laws such as the Uniformed Services Employment and Reemployment Rights Act (USERRA), which guarantees their right to take military leave without losing their civilian job. USERRA mandates that employees called to active duty, training, or other military obligations are entitled to unpaid leave and must be reinstated to their position upon return, with the same pay, benefits, and seniority. Mississippi law further supports military service members by ensuring that state employees receive up to 15 days of paid military leave per year for training or service. Private sector employers are not required to offer paid leave but must follow the federal protections of USERRA. Employers and employees should clearly communicate about the military leave process to ensure compliance with state and federal laws.
Voting Leave in Mississippi
In 2025, Mississippi does not have a specific law requiring employers to provide employees with time off to vote. This means that whether employees can take time off to vote depends on individual company policies. While there is no state-mandated voting leave, many employers voluntarily allow employees time off, either paid or unpaid, to participate in elections, especially if the employee’s work hours make it difficult to vote during polling times. Employees should check with their employer about the company’s policy on voting leave. Additionally, Mississippi voters can take advantage of early voting or absentee voting options to avoid conflicts with work schedules on Election Day.
Mississippi State Holidays in 2025
In 2025, Mississippi observes a variety of state and federal holidays, giving employees time off to celebrate significant national and state events. While state employees generally receive paid time off on these holidays, private employers are not required by law to offer paid leave for holidays, though many do as part of their benefits package. Employees should check with their employer to confirm which holidays are observed in their workplace in 2025.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Confederate Memorial Day
Memorial Day
Jefferson Davis’ Birthday
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1
Monday, January 20
Monday, April 28
Monday, May 26
Monday, June 2
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Thursday, December 25