Autor: Nehal Nabil

  • Georgia Leave Laws And Holidays 2025

    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.

    Rückstellung

    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

  • Florida Leave Laws And Holidays 2025

    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.

    Rückstellung

    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:

    1. 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.

    2. 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:

    1. 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:

    1. 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.

    2. Discrimination Protections

    Florida employers must comply with both state and federal anti-discrimination laws. Under the Florida Civil Rights Act (FCRA) and 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.

    3. 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

  • District Of Columbia Leave Laws And Holidays 2025

    District Of Columbia Leave Laws And Holidays 2025

    In 2025, the District of Columbia (D.C.) offers a robust set of leave laws and holidays that protect the rights of its workers while ensuring fair labor practices. District of Columbia leave laws stands out with its comprehensive regulations, which include paid family leave, sick leave, and various other leave entitlements for employees. District of Columbia leave laws help foster a healthier work-life balance and ensure employees can manage personal or family needs without fear of losing their jobs. With the help of tools like Day Off, tracking and managing these leave policies becomes easier for both employers and employees. Additionally, the District observes both federal and local holidays, granting workers time off to celebrate significant cultural and national events. This article will explore the leave laws and holiday schedules in D.C. for 2025, highlighting important changes and rights employees should be aware of.

    Paid Time Off (PTO) in the District of Columbia

    Leave Quota

    In the District of Columbia leave laws, private employers typically establish their own Paid Time Off (PTO) policies. While there are no specific mandates from the District of Columbia government regarding a required PTO quota, many employers offer a set number of PTO days based on years of service or job role. Employers must communicate their PTO policies to employees, ensuring transparency regarding leave entitlements.

    Rückstellung

    PTO accrual in the District of Columbia often depends on company policy. A common practice is for employees to accrue PTO on a monthly or per-pay-period basis, which allows them to gradually earn leave over time. For example, an employer might offer employees 15 days of PTO per year, accruing at a rate of 1.25 days per month. Accrual policies should be clearly outlined in the employee handbook.

    Rollover

    District of Columbia law does not require employers to allow employees to carry over unused PTO from one year to the next. However, many employers provide a rollover policy as a benefit to their employees. Rollover provisions can vary, with some employers allowing employees to roll over a portion of unused PTO, while others may limit the total amount that can be carried over. Some companies may also implement a “use-it-or-lose-it” policy, requiring employees to use their PTO by the end of the year or forfeit it.

    Payment of Accrued, Unused Vacation on Termination

    In the District of Columbia, employers are required to pay out accrued, unused vacation time upon an employee’s termination if the company’s policy or employment contract provides for it. If the employer has a clear policy that vacation time will not be paid out at termination, they may not be obligated to do so. Therefore, it is essential for employees to review their company’s PTO policy to understand whether they are entitled to a payout of unused leave at the end of their employment.

    Sick Leave in the District of Columbia

    Overview of the Accrued Sick and Safe Leave Act (ASSLA)

    Washington, D.C.’s sick leave laws are primarily governed by the Accrued Sick and Safe Leave Act (ASSLA), which requires employers to provide paid leave to employees for various health and safety-related reasons. The Act covers all employees who work in the District, with accrual rates based on the size of the employer.

    Employer Requirements by Size

    • Employers with 100+ employees: Must provide 1 hour of paid leave for every 37 hours worked, up to a maximum of 7 days (56 hours) of paid leave per year.
    • Employers with 25 to 99 employees: Must provide 1 hour of paid leave for every 43 hours worked, up to a maximum of 5 days (40 hours) of paid leave per year.
    • Employers with 24 or fewer employees: Must provide 1 hour of paid leave for every 87 hours worked, up to a maximum of 3 days (24 hours) of paid leave per year.

    Eligible Uses of Sick Leave

    Under ASSLA, employees may use accrued sick leave for:

    1. Personal illness, injury, or health condition.
    2. Medical care, diagnosis, or preventive care for themselves or a family member.
    3. Caring for a family member who is ill or requires medical attention.
    4. Domestic violence or abuse: Seeking medical care, counseling, legal assistance, or relocation for the employee or a family member who has been a victim of domestic violence or sexual abuse.

    Definition of Family Members

    The District of Columbia has a broad definition of “family members” for the purposes of sick leave:

    • Spouses
    • Domestic partners
    • Children (including biological, adopted, or foster children)
    • Parents (including step-parents and legal guardians)
    • Siblings
    • Grandchildren
    • Grandparents

    Accrual and Carryover

    • Sick leave begins accruing on the first day of employment but cannot be used until the employee has completed 90 days of service.
    • Unused sick leave can carry over to the next year, but the yearly caps on the number of sick leave days apply (based on employer size).
    • Employers are not required to pay out accrued, unused sick leave upon an employee’s separation from the company.

    Enforcement and Penalties

    The Department of Employment Services (DOES) enforces ASSLA. Employers who fail to comply with the Act may be subject to penalties, including:

    • Payment of back wages to affected employees.
    • Fines for each violation.
    • Additional damages up to three times the amount of unpaid wages.

    Documentation and Notice Requirements

    • Employees are required to notify employers as soon as possible when using sick leave for foreseeable reasons, such as a planned medical appointment.
    • Employers may request reasonable documentation (e.g., a doctor’s note) for sick leave used for three or more consecutive days.
    • Employers cannot require an employee to find a replacement worker as a condition of using sick leave.

    Safe Leave Provisions

    The “safe leave” aspect of the law allows employees to take time off for issues related to domestic violence, sexual assault, or stalking. Employees can use safe leave to:

    • Seek medical attention for injuries.
    • Obtain services from a victim services organization.
    • Relocate temporarily.
    • Seek legal advice or attend court proceedings.

    Employer Exemptions

    • The law does not apply to independent contractors, work-study students, or healthcare workers who are compensated based on the number of patients they see (i.e., per visit).

    Interaction with Federal and Other Local Leave Laws

    In some instances, the federal Family and Medical Leave Act (FMLA) or District-specific family leave laws might provide additional protections or leave benefits beyond those mandated by ASSLA. For instance:

    • If an employee is eligible for FMLA, they may use their accrued paid sick leave concurrently with FMLA leave.

    Maternity, Paternity and FMLA in the District of Columbia

    Federal Laws

    Under the Family and Medical Leave Act (FMLA), eligible employees across the United States, including the District of Columbia, are entitled to up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. This includes maternity and paternity leave for the birth and care of a newborn child, adoption, or foster care placement.

    Key FMLA provisions for maternity and paternity leave include:

    • Employees can take up to 12 weeks of unpaid leave in a 12-month period.
    • The leave is job-protected, meaning employees are entitled to return to the same or an equivalent position after the leave period.
    • Health insurance benefits must continue during the leave under the same terms as if the employee were still working.

    To qualify for FMLA leave, employees must:

    • Work for a covered employer (generally one with 50 or more employees).
    • Have worked for the employer for at least 12 months.
    • Have completed at least 1,250 hours of work in the 12 months prior to the leave.

    While FMLA provides job protection, it does not mandate paid leave. However, employees may choose to use any accrued paid leave, such as vacation or sick leave, concurrently with FMLA.

    Additional State Laws

    The District of Columbia offers additional maternity and paternity leave benefits through the Paid Family Leave (PFL) program, which provides paid leave for eligible employees. Under the PFL program, eligible workers are entitled to:

    • Up to 8 weeks of paid leave for parental bonding following the birth, adoption, or foster placement of a child.
    • This leave is paid, with the benefit amount based on the employee’s wages and capped at a maximum weekly benefit.

    The Paid Family Leave program complements FMLA by providing paid time off, which FMLA does not guarantee. Unlike FMLA, there are no specific size requirements for employers under the District’s PFL program. Employees are eligible based on their wage contributions to the program, even if they work for smaller employers.

    Additionally, under D.C.’s Human Rights Act, employees are protected against discrimination based on pregnancy, childbirth, or related conditions. Employers are required to make reasonable accommodations for pregnant employees, including modified work duties or time off, and it’s unlawful for employers to retaliate against employees who request these accommodations.

    Bereavement Leave in the District of Columbia

    In 2025, the District of Columbia does not have a specific law that mandates bereavement leave for private sector employees. However, many employers voluntarily provide bereavement leave as part of their benefits package, typically offering a few days of paid or unpaid leave to allow employees to grieve and attend funeral services. Public sector employees in D.C. may have different provisions based on government regulations. Employers are encouraged to clearly outline their bereavement leave policies in employee handbooks, including the number of days allowed and whether the leave is paid or unpaid. Employees are advised to review their company’s specific policies for bereavement leave.

    Jury Duty Leave in the District of Columbia

    In 2025, the District of Columbia requires employers to provide jury duty leave for employees who are summoned to serve as jurors. While employers are legally required to allow time off for jury service, they are not obligated to provide paid leave during this time. However, some employers may offer paid jury duty leave as part of their benefits. Employees must notify their employer upon receiving a jury summons and may need to provide proof of service. D.C. law protects employees from retaliation or job termination due to fulfilling their civic duty of jury service.

    Military Leave in the District of Columbia

    In 2025, military leave in the District of Columbia is governed by both federal and state laws. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are members of the military, including the National Guard and Reserves, are entitled to unpaid leave for military service and are guaranteed reemployment upon return from duty, with protection against discrimination. Additionally, D.C. law aligns with these federal protections, ensuring that employees who serve in the military are entitled to return to their jobs without loss of benefits or seniority. Employers are required to allow military leave, but they are not mandated to provide paid leave unless it is part of the company’s benefits policy. Some public sector employees may receive paid leave for certain types of military service under local government regulations.

    Voting Leave in the District of Columbia

    In 2025, the District of Columbia leave laws ensures that employees have the right to take time off from work to vote in elections. D.C. law requires employers to provide up to two hours of paid leave for employees to vote if their work schedule does not allow sufficient time to vote during polling hours. Employees must notify their employer in advance if they need to take voting leave. Employers are prohibited from retaliating against employees who take time off to vote, and employees cannot be penalized for exercising their right to vote. This law ensures that all workers have the opportunity to participate in the electoral process without sacrificing their pay or job security.

    The District of Columbia State Holidays in 2025

    In 2025, the District of Columbia recognizes several public holidays, many of which are aligned with federal holidays.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Emancipation Day (DC Only)

    Memorial Day

    Juneteenth National Independence Day

    Independence Day

    Labor Day

    Columbus Day/Indigenous Peoples’ Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    Wednesday, January 1, 2025

    Monday, January 20, 2025

    Monday, February 17, 2025

    Wednesday, April 16, 2025

    Monday, May 26, 2025

    Thursday, June 19, 2025

    Friday, July 4, 2025

    Monday, September 1, 2025

    Monday, October 13, 2025

    Tuesday, November 11, 2025

    Thursday, November 27, 2025

    Thursday, December 25, 2025

  • Delaware Leave Laws And Holidays 2025

    Delaware Leave Laws And Holidays 2025

    In 2025, understanding Delaware leave laws and holiday policies is essential for both employees and employers to ensure compliance and maximize benefits. Delaware offers a range of leave entitlements, including paid time off (PTO), sick leave, family and medical leave, and more, each governed by state and federal laws. Whether you’re navigating vacation accrual, sick leave policies, or holiday entitlements, this guide will provide an in-depth look at the legal requirements and best practices for managing time off in Delaware. For an efficient and user-friendly solution to track employee leave, Day Off is an excellent tool that simplifies the process for both employees and managers.

    Paid Time Off (PTO) in Delaware

    Leave Quota:

    Delaware leave laws does not have a state-mandated law for PTO quotas, leaving it to employers to define their own policies regarding vacation time and paid leave. Employers often establish leave quotas based on factors such as employee tenure, job classification, or work hours. It is common for employers to provide between 10 to 15 days of PTO annually, though this can vary widely.

    Accrual:

    PTO in Delaware is generally accrued based on an employee’s time worked. Employers often allow PTO to accumulate incrementally, for example, at a rate of a certain number of hours per pay period. Employees typically start accruing PTO from their date of hire, with accrual policies clearly outlined in the employer’s PTO policy. In 2025, many Delaware employers continue to follow accrual systems that reward long-term service, offering higher accrual rates for employees with more years of service.

    Rollover:

    Rollover policies for PTO in Delaware are typically determined by the employer. Some companies implement a “use-it-or-lose-it” policy, where employees must use their PTO within a set time frame, such as within a calendar year, or risk forfeiting unused leave. Others allow employees to roll over a portion or all of their unused PTO to the following year. Delaware does not mandate rollover laws, so it is important for employees to understand their specific employer’s policy in 2025.

    Payment of Accrued, Unused Vacation on Termination:

    Delaware leave laws does not require employers to pay out unused vacation time upon termination unless the employer’s policy or employment contract stipulates such payments. In 2025, many employers in Delaware specify in their PTO policies whether employees will be compensated for unused vacation time when they leave the company. If an employer’s policy includes payout provisions, they are legally obligated to follow through, and employees should be compensated for any accrued, unused vacation at the time of termination. Conversely, if no policy is in place, employers may not be required to offer this benefit.

    Sick Leave in Delaware

    Federal Laws

    At the federal level, there is no specific law that mandates a leave quota for paid sick leave. However, the Family and Medical Leave Act (FMLA) continues to provide certain protections to eligible employees in Delaware in 2025. Under FMLA, employees are entitled to up to 12 weeks of unpaid leave per year for specific reasons such as a serious health condition, caring for an immediate family member with a serious health condition, or bonding with a new child. FMLA does not provide paid sick leave, but it does ensure job protection and continued health insurance coverage during the leave period. Employers covered by FMLA are generally those with 50 or more employees, and eligibility requirements include having worked for the employer for at least 12 months.

    State Laws

    Delaware does not have a statewide law mandating paid sick leave for private sector employees. In 2025, sick leave policies in Delaware are typically determined by the employer. However, many employers voluntarily offer paid sick leave as part of their benefits packages. In such cases, the amount of sick leave, accrual rates, and usage rules are set by individual employers.

    For public employees, Delaware law provides certain protections. State government workers generally have access to sick leave benefits, with the amount of leave varying based on their length of service and position. Public employees can accumulate sick leave, and unused sick leave can often roll over from year to year, contributing to their overall leave quota.

    While Delaware does not require paid sick leave for private companies, some employers may be covered by federal contracts, and thus subject to the Executive Order 13706. This regulation mandates that contractors with the federal government provide up to 7 days (56 hours) of paid sick leave annually for their employees, accrued at a rate of 1 hour of leave for every 30 hours worked. This order applies to certain federal contractors operating in Delaware in 2025.

    Maternity, Paternity, FMLA in Delaware

    Federal Laws

    At the federal level, the Family and Medical Leave Act (FMLA) continues to be the primary law governing maternity and paternity leave in Delaware in 2025. FMLA allows eligible employees to take up to 12 weeks of unpaid leave per year for qualifying reasons, including the birth of a child, the placement of a child for adoption or foster care, or to care for a newborn. This law applies to both mothers and fathers, offering equal protections for maternity and paternity leave.

    To qualify for FMLA leave, an employee must have worked for their employer for at least 12 months and have worked a minimum of 1,250 hours over the past year. Additionally, the employer must have at least 50 employees within a 75-mile radius. While FMLA guarantees job protection and continuation of health benefits during leave, it does not require employers to provide paid leave. However, employees may choose or be required to use their accrued paid leave (such as PTO or sick leave) concurrently with FMLA.

    Additional State Laws

    Delaware leave laws does not have specific state laws mandating paid maternity or paternity leave for private-sector employees. However, in 2025, Delaware continues to offer unpaid family leave under the Delaware Parental Leave Law. This state law closely mirrors FMLA but applies to state government employees, providing job-protected leave for the birth, adoption, or placement of a child. State employees in Delaware are entitled to 12 weeks of unpaid leave during the first year after the birth or adoption of a child. This leave can be used by either parent, ensuring equal access to paternity leave.

    Additionally, Delaware employers are required to comply with the federal Pregnancy Discrimination Act (PDA), which protects pregnant employees from discrimination. Under the PDA, employers must provide reasonable accommodations to pregnant workers, such as modified work duties or schedule changes. This includes ensuring that pregnant workers are not forced to take leave if reasonable accommodations can be made to allow them to continue working.

    Paid Family and Medical Leave (PFML):

    While Delaware does not have its own statewide Paid Family and Medical Leave (PFML) program in 2025, the state is closely watching national trends and may consider adopting such policies in the future. Several states have enacted PFML programs that provide partial wage replacement during family or medical leave, but Delaware has yet to pass such legislation. Currently, Delaware workers must rely on employer-provided benefits, if available, or use FMLA and unpaid state leave options.

    Employers in Delaware are encouraged to develop family-friendly policies that support maternity and paternity leave, and many businesses offer paid parental leave as part of their benefits packages. As a result, employees in Delaware may have access to paid leave through employer-sponsored programs, even though no state law mandates it.

    Bereavement Leave in Delaware

    In 2025, Delaware does not have a state-mandated law that requires employers to provide bereavement leave. However, many employers in Delaware voluntarily offer bereavement leave as part of their benefits packages, typically granting 3 to 5 days of paid or unpaid leave to employees following the death of an immediate family member. The specifics of bereavement leave, including the amount of time off and whether it is paid or unpaid, are generally determined by individual employer policies. For state government employees, Delaware offers some provisions for bereavement leave, allowing them to take time off to mourn the loss of a loved one. Employees should review their company’s specific policies regarding bereavement leave to understand the time and support available to them during such difficult times.

    Jury Duty Leave in Delaware

    In 2025, Delaware provides protections for employees serving on jury duty, ensuring they can fulfill their civic responsibility without fear of losing their job. Employers in Delaware are prohibited from penalizing employees for attending jury duty, including firing, threatening, or coercing them to avoid participation. However, Delaware law does not require employers to provide paid leave for jury duty, so compensation during this period varies by company policy. Employees are generally required to notify their employer in advance and provide documentation of their jury service. This ensures that employees can serve without undue hardship, while also maintaining their job security during this time.

    Military Leave in Delaware

    In 2025, Delaware upholds the rights of employees who serve in the military through protections under both federal and state laws. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), Delaware employers are required to provide leave for employees called to active duty, training, or other military obligations. Employees are entitled to return to their positions with the same seniority, benefits, and pay they would have received had they not taken leave. Delaware law further ensures that public employees receive paid military leave for up to 15 days per year. Private employers are not required to offer paid leave, but employees must be allowed unpaid leave for military service. This ensures that service members can fulfill their duties without jeopardizing their civilian employment.

    Voting Leave in Delaware

    In 2025, Delaware does not have specific state laws mandating paid or unpaid leave for employees to vote. However, employers are encouraged to accommodate employees who need time off to participate in elections, especially when polling hours may conflict with work schedules. Employees should plan ahead and, where necessary, coordinate with their employer to ensure they have adequate time to vote, whether before or after their work shift. Employers in Delaware are generally encouraged to foster civic participation, even though they are not legally obligated to provide time off for voting.

    Delaware State Holidays in 2025

    In 2025, Delaware recognizes several state holidays that offer employees time off to observe and celebrate important events.

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Memorial Day

    Independence Day

    Labor Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    January 1, 2025 (Wednesday)

    January 20, 2025 (Monday)

    February 17, 2025 (Monday)

    May 26, 2025 (Monday)

    July 4, 2025 (Friday)

    September 1, 2025 (Monday)

    November 11, 2025 (Tuesday)

    November 28, 2025 (Thursday)

    December 25, 2025 (Thursday)

  • Connecticut Leave Laws And Holidays 2025

    Connecticut Leave Laws And Holidays 2025

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

    Paid Time Off (PTO) in Connecticut

    Leave Quota:

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

    Accrual:

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

    Rollover:

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

    Payment of Accrued, Unused Vacation on Termination:

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

    Sick Leave in Connecticut

    Federal Laws

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

    State Laws

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

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

    Connecticut Paid Family and Medical Leave Act (PFMLA)

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

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

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

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

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

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

    Payout

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

    Maternity, Paternity, FMLA in Connecticut

    Federal Laws:

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

    Additional State Laws:

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

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

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

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

    Bereavement Leave in Connecticut

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

    Jury Duty Leave in Connecticut

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

    Military Leave in Connecticut

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

    Voting Leave in Connecticut

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

    State Holidays in Connecticut 2025

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

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Good Friday

    Memorial Day

    Independence Day

    Labor Day

    Columbus Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    January 1, 2025 (Wednesday)

    January 20, 2025 (Monday)

    February 17, 2025 (Monday)

    April 18, 2025 (Friday)

    May 26, 2025 (Monday)

    July 4, 2025 (Friday)

    September 1, 2025 (Monday)

    October 13, 2025 (Monday)

    November 11, 2025 (Tuesday)

    November 27, 2025 (Thursday)

    December 25, 2025 (Thursday)

  • Colorado Leave Laws And Holidays 2025

    Colorado Leave Laws And Holidays 2025

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

    Paid Time Off (PTO) in Colorado

    Leave Quota

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

    Rückstellung

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

    Rollover

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

    Payment of Accrued, Unused Vacation on Termination

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

    Sick Leave in Colorado

    Federal Laws

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

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

    State Laws

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

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

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

    What Can Paid Sick Leave Be Used For?

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

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

    Maternity, Paternity, FMLA in Colorado

    Federal Laws

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

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

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

    Additional State Laws

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

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

    Family and Medical Leave Act (FMLA) in Colorado

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

    Bereavement Leave in Colorado

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

    Jury Duty Leave in Colorado

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

    Military Leave in Colorado

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

    Voting Leave in Colorado

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

    Colorado State Holidays in 2025

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

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Memorial Day

    Independence Day

    Labor Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    Wednesday, January 1, 2025

    Monday, January 20, 2025

    Monday, February 17, 2025

    Monday, May 26, 2025

    Friday, July 4, 2025

    Monday, September 1, 2025

    Tuesday, November 11, 2025

    Thursday, November 27, 2025

    Thursday, December 25, 2025

  • California Leave Laws And Holidays 2025

    California Leave Laws And Holidays 2025

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

    Paid Time Off (PTO) in California

    Leave Quota

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

    Rückstellung

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

    Rollover

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

    Payment of Accrued, Unused Vacation on Termination

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

    Sick Leave in California

    Federal Laws – Leave Quota

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

    However, FMLA does not provide specific leave quotas for short-term or routine sick leave, leaving it up to employers or state laws to determine such entitlements.

    State Laws – Leave Quota

    California leave laws are more robust compared to federal regulations, offering mandatory paid sick leave to employees across the state. Under the California Healthy Workplaces, Healthy Families Act of 2014, employers must provide at least 24 hours (or three days) of paid sick leave per year to eligible employees. Employees begin accruing sick leave on their first day of employment, at a rate of one hour of sick leave for every 30 hours worked. Employers can choose to provide the leave upfront or allow it to accrue over time.

    The state law also includes provisions that allow employees to carry over unused sick leave to the following year, although the amount can be capped at 48 hours (or six days). This ensures that employees have access to paid sick leave when they need it most, without fear of losing their jobs or income.

    Paid Sick Leave Usage

    In California leave laws, paid sick leave can be used for a variety of health-related needs. Employees can take time off for their own illness or injury, as well as to care for a sick family member. California’s definition of a family member is broad, including children, parents, spouses, registered domestic partners, grandparents, grandchildren, and siblings. Additionally, employees can use paid sick leave for medical appointments or for purposes related to domestic violence, sexual assault, or stalking, such as seeking medical attention, psychological counseling, or legal services.

    Accrual Cap

    While California law mandates that employers allow employees to accrue paid sick leave at a rate of at least one hour for every 30 hours worked, employers can impose an accrual cap. In 2025, this cap is generally set at 48 hours or six days of paid sick leave. Once the cap is reached, employers can temporarily stop the accrual of additional sick leave until some of the accrued time is used. This cap helps employers manage the amount of leave they are required to offer while ensuring employees still have access to a reasonable amount of sick leave.

    Carryover Rules

    California leave laws also includes provisions for the carryover of unused sick leave. Employees are allowed to carry over their unused sick leave into the next year, with a cap of 48 hours or six days. This carryover ensures that employees have access to sick leave even if they don’t use all of their allotted days in a single year. However, employers may implement a policy to limit the amount of sick leave that can be carried over, as long as it complies with the state’s minimum requirements.

    Using Sick Days as PTO

    While paid sick leave is specifically designated for health-related purposes, some employers may allow or require employees to use their sick days as general Paid Time Off (PTO). However, this practice must align with California’s regulations, which require that employees have sufficient leave available for illness or health needs. Employers considering this approach must ensure that they do not violate state laws that mandate a minimum amount of paid sick leave for health-related uses.

    Sick Leave Information and Documentation

    Employers in California are required to provide employees with information about their sick leave rights, including how much sick leave they have accrued and how it can be used. This information is often provided on pay stubs or through a written notice. Additionally, while employers can require employees to provide reasonable documentation for sick leave usage (such as a doctor’s note), they cannot require it for leaves of three days or less. The requirement for documentation must also not be so onerous as to prevent employees from using their sick leave.

    Some Cities in California Offer More Paid Sick Leave

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

    State Disability Insurance (SDI) in California

    California’s State Disability Insurance (SDI) program remains a crucial safety net for workers in 2025, providing partial wage replacement to employees who are unable to work due to a non-work-related illness, injury, or pregnancy. Administered by the California Employment Development Department (EDD), SDI ensures that employees have financial support during periods of temporary disability.

    Eligibility for SDI

    To qualify for SDI benefits in 2025, employees must meet certain eligibility criteria:

    1. Contributions: Employees must have contributed to the SDI program through payroll deductions, which are automatically taken from their wages. These contributions are reflected on pay stubs as “CASDI.”

    2. Disability Definition: The employee must be unable to perform their regular or customary work for at least eight consecutive days due to a non-work-related illness, injury, or pregnancy. The disability must be certified by a healthcare provider.

    3. Wage Requirements: Employees must have earned a minimum amount in wages during a specific base period, which is typically defined as the 12-month period before the disability claim is filed.

    4. Filing a Claim: Employees must file a disability claim with the EDD within 49 days of becoming disabled, although late filing may be allowed under certain circumstances.

    Benefits and Duration

    SDI provides eligible employees with a weekly benefit amount that is approximately 60-70% of their regular wages, depending on their income level. The benefit amount is calculated based on the highest-earning quarter of the base period. In 2025, the maximum weekly benefit amount has increased to accommodate the rising cost of living in California.

    The duration of SDI benefits can extend up to 52 weeks, depending on the severity and duration of the disability. However, the actual length of benefits depends on the healthcare provider’s certification and the nature of the disability.

    Interaction with Other Benefits

    Employees receiving SDI may also be eligible for other benefits, such as Paid Family Leave (PFL), which provides additional wage replacement for employees who need time off to care for a seriously ill family member or to bond with a new child. It’s important to note that while SDI covers an employee’s own disability, PFL is specifically for family-related caregiving or bonding.

    Additionally, SDI benefits do not affect an employee’s right to job-protected leave under federal or state laws, such as the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA). Employees can take these leaves concurrently with SDI to ensure both income replacement and job protection.

    Changes and Updates for 2025

    In 2025, California leave laws has made several updates to the SDI program to enhance its accessibility and effectiveness. These include:

    • Improved Online Services: The EDD has enhanced its online platform, making it easier for employees to file claims, check the status of their benefits, and access important information.

    • Awareness Campaigns: The state has launched awareness campaigns to educate employees about their rights under the SDI program, particularly targeting underserved communities that may be less familiar with the benefits available to them.

    • Adjustments to Contribution Rates: The contribution rates for SDI may have been adjusted to ensure the program’s long-term sustainability, reflecting the economic conditions and needs of the workforce.

    Maternity, Paternity, and FMLA in California

    Federal Law

    the Family and Medical Leave Act (FMLA) plays a crucial role in providing job-protected leave for eligible employees in California. FMLA allows eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for specific family and medical reasons, including the birth of a child, the adoption or foster care placement of a child, or to care for a newborn child within one year of birth. Both mothers and fathers are eligible for FMLA leave, which ensures that they can take time off from work to care for and bond with their new child without fear of losing their jobs.

    To be eligible for FMLA leave, an employee must have worked for their employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and work at a location where the employer has 50 or more employees within 75 miles. During FMLA leave, employers are required to maintain the employee’s group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

    Additional State Laws

    California leave laws offers additional protections and benefits to employees through state-specific laws. California’s Paid Family Leave (PFL) program provides eligible employees with partial wage replacement benefits for up to eight weeks when taking time off to bond with a new child, whether by birth, adoption, or foster care. Unlike FMLA, which is unpaid, PFL ensures that employees receive a portion of their wages while on leave.

    The California Family Rights Act (CFRA) expands upon FMLA by allowing eligible employees to take up to 12 weeks of job-protected leave for similar family and medical reasons. The CFRA covers a broader range of family members than FMLA and applies to employers with five or more employees, making it accessible to more workers. Additionally, under CFRA, employees can take leave to bond with a new child within one year of birth, adoption, or foster care placement, just like FMLA, but with a broader scope and applicability.

    Unpaid Maternity Leave in California

    Pregnancy Disability Leave

    California’s Pregnancy Disability Leave (PDL) offers significant protection for employees who are unable to work due to pregnancy, childbirth, or a related medical condition. In 2025, this state law allows eligible employees to take up to four months (17.3 weeks) of job-protected leave. PDL can be taken intermittently or on a reduced work schedule, depending on the employee’s medical needs, as determined by their healthcare provider.

    PDL covers a wide range of conditions associated with pregnancy, including severe morning sickness, prenatal care, postnatal recovery, and other pregnancy-related disabilities. Importantly, PDL is available to employees regardless of how long they have been employed or the number of hours worked. This means that any employee who works for an employer with five or more employees is eligible for PDL.

    During PDL, the employer is required to maintain the employee’s health insurance benefits under the same conditions as if they were still working. While PDL is unpaid, employees may use accrued paid time off, such as sick leave or vacation, to receive income during their leave. Additionally, some employees may be eligible for wage replacement benefits through California’s State Disability Insurance (SDI) program.

    Family and Bonding Time Leave

    Following the period of Pregnancy Disability Leave, employees in California are entitled to additional job-protected leave to bond with their new child under the California Family Rights Act (CFRA). CFRA allows eligible employees to take up to 12 weeks of unpaid leave for family bonding within the first year of a child’s birth, adoption, or foster care placement. This leave is available to both mothers and fathers, ensuring that both parents have the opportunity to bond with their child.

    CFRA applies to employers with five or more employees, and to be eligible, employees must have worked for their employer for at least 12 months and have logged at least 1,250 hours in the preceding year. During CFRA leave, employers are required to maintain the employee’s group health insurance coverage on the same terms as if the employee were actively working.

    It is important to note that CFRA leave is separate from PDL. Therefore, an employee could take up to four months of PDL followed by up to 12 weeks of CFRA leave, allowing for an extended period of time off to both recover from childbirth and bond with their newborn.

    Paid Maternity Leave in California

    paid maternity leave in 2025 is primarily facilitated through a combination of state programs that provide wage replacement benefits to eligible employees during their time off for pregnancy, childbirth, and bonding with a new child. Unlike unpaid leave, which provides job protection without compensation, paid maternity leave ensures that employees receive a portion of their income while they are on leave.

    California State Disability Insurance (SDI)

    During pregnancy and childbirth, many employees in California can receive paid maternity leave benefits through the State Disability Insurance (SDI) program. SDI provides partial wage replacement to eligible workers who are unable to perform their regular work due to pregnancy-related disability. This includes the time before childbirth, as well as recovery time after delivery.

    Typically, employees can receive SDI benefits for up to four weeks before their due date and six to eight weeks after childbirth, depending on whether the delivery was vaginal or by cesarean section. The exact duration of benefits depends on the individual’s medical condition and their healthcare provider’s certification.

    SDI benefits are calculated as a percentage of the employee’s earnings during a base period, with eligible employees receiving approximately 60% to 70% of their regular wages, up to a weekly maximum amount set by the state. The exact benefit amount depends on the employee’s income and the SDI contribution history.

    Paid Family Leave (PFL)

    Following the period covered by SDI, new parents in California can access additional paid maternity leave benefits through the Paid Family Leave (PFL) program. PFL provides up to eight weeks of partial wage replacement for eligible employees who need time off to bond with a new child within the first year of birth, adoption, or foster care placement.

    Like SDI, PFL benefits are calculated based on a percentage of the employee’s earnings, and they offer the same rate of 60% to 70% of wages, up to the state’s maximum weekly benefit amount. PFL benefits are available to both mothers and fathers, making it a key component of California’s support for working families.

    Coordination of SDI and PFL

    In California leave laws, paid maternity leave is typically a combination of SDI and PFL benefits. An employee may begin receiving SDI benefits before and after childbirth, and then transition to PFL for additional bonding time with their newborn. This coordinated approach allows for a more extended period of paid leave, supporting both the physical recovery of the mother and the critical bonding time with the child.

    For example, an eligible employee might receive SDI benefits for up to four weeks before the due date and six to eight weeks after childbirth, followed by up to eight weeks of PFL benefits for bonding. This can provide a total of up to 16 to 20 weeks of partial wage replacement during maternity leave.

    Employer-Provided Paid Maternity Leave

    In addition to state-provided benefits, some employers in California offer their own paid maternity leave policies, which may provide full or partial pay for a certain period of time. These employer-provided benefits can be used in conjunction with or in addition to SDI and PFL, depending on the employer’s policy. Employees should check with their employer’s HR department to understand what specific maternity leave benefits are available.

    Bereavement Leave in California

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

    Jury Duty Leave in California

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

    Military Leave in California

    Federal Law

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

    State Law

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

    Voting Leave in California

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

    California State Holidays in 2025

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

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Lincoln’s Birthday

    Presidents’ Day

    César Chávez Day

    Memorial Day

    Independence Day

    Labor Day

    Columbus Day

    Veterans Day

    Thanksgiving Day

    Day after Thanksgiving

    Christmas Day

    Date

    January 1, 2025 (Wednesday)

    January 20, 2025 (Monday)

    February 12, 2025 (Wednesday)

    February 17, 2025 (Monday)

    March 31, 2025 (Monday)

    May 26, 2025 (Monday)

    July 4, 2025 (Friday)

    September 1, 2025 (Monday)

    October 13, 2025 (Monday)

    November 11, 2025 (Tuesday)

    November 28, 2025 (Thursday)

    November 29, 2025 (Friday)

    December 25, 2025 (Thursday)

  • Arkansas Leave Laws And Holidays 2025

    Arkansas Leave Laws And Holidays 2025

    As we step into 2025, it’s crucial for both employers and employees in Arkansas to stay informed about Arkansas leave laws and official holidays. Understanding these regulations not only ensures compliance but also fosters a workplace culture that values work-life balance and employee well-being. With tools like Day Off simplifying leave management, keeping track of Paid Time Off (PTO) policies, sick leave, jury duty, and military leave has never been easier. This article will guide you through the latest updates and legal requirements for the coming year, and with the help of Day Off, planning and managing your time effectively becomes a breeze. Additionally, we’ll highlight the official state holidays for 2025, helping you make the most of your time off. Whether you’re an HR professional, a business owner, or an employee, staying up-to-date with Arkansas’s leave laws is essential for navigating the workforce landscape in the year ahead.

    Paid Time Off (PTO) in Arkansas

    Leave Quota

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

    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

  • Arizona Leave Laws And Holidays 2025

    Arizona Leave Laws And Holidays 2025

    Arizona’s leave laws and holiday regulations is crucial for both employers and employees to ensure compliance and fair workplace practices. Arizona leave laws encompass a range of protections and benefits, including paid time off (PTO), sick leave, and holiday entitlements. With tools like the “Day Off” app, managing and tracking these leave benefits has never been easier, helping both employers and employees stay organized. These laws are designed to support workers’ rights while providing businesses with guidelines for managing employee absences effectively. Whether you are navigating PTO accruals, sick leave entitlements, or observing state-recognized holidays, this comprehensive guide to Arizona’s leave laws and holidays in 2025 will help you stay informed and compliant with the latest regulations.

    Paid Time Off (PTO) in Arizona

    Leave Quota

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

    Rückstellung

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

    Rollover

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

    Payment of Accrued Unused Vacation on Termination

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

    Paid Sick Leave in Arizona

    Federal Laws – Leave Quota

    At the federal level, the United States does not mandate a specific leave quota for Paid Time Off (PTO) or vacation time. Instead, leave policies, including the amount of PTO and how it accrues, are generally left to the discretion of employers. The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave, or federal holidays, and there is no federal requirement for PTO. This means that in Arizona, as in other states, the specifics of PTO leave quotas are determined by individual employers.

    However, certain federal laws do impact leave policies, particularly in situations involving family and medical needs. The Family and Medical Leave Act (FMLA) is the primary federal law affecting leave quotas, allowing eligible employees to take up to 12 weeks of unpaid leave per year for specific family and medical reasons, with the guarantee of job protection. This leave can be used for situations such as the birth of a child, adoption, personal or family illness, or to care for an immediate family member with a serious health condition. FMLA leave is unpaid but provides critical job security for those who need it.

    Paid Sick Leave in Arizona

    While there is no federal law requiring paid sick leave, Arizona has its own state laws to address this need. The Arizona Fair Wages and Healthy Families Act mandates that employers provide paid sick leave to employees. The amount of paid sick leave an employee can accrue depends on the size of the employer:

    • For employers with 15 or more employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year.
    • For employers with fewer than 15 employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 24 hours per year.

    Employees can use accrued paid sick leave for various purposes, including:

    • Personal or family illness.
    • Medical appointments.
    • Domestic violence-related needs, including seeking legal services or relocation.

    Unused paid sick leave can be carried over to the following year, but employers may limit the amount of carryover to 40 hours (for larger employers) or 24 hours (for smaller employers). Alternatively, employers can choose to pay out unused sick leave at the end of the year and provide a fresh allotment at the beginning of the next year.

    Maternity, Paternity, and FMLA in Arizona

    Maternity Leave

    In Arizona leave laws, maternity leave is primarily governed by federal law under the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave for the birth and care of a newborn child. During this leave, an employee’s job is protected, and they are entitled to continue their group health insurance coverage under the same terms as if they had not taken leave.

    Eligibility requirements for FMLA include:

    1. Working for a covered employer (generally, employers with 50 or more employees).
    2. Having worked for the employer for at least 12 months.
    3. Having completed at least 1,250 hours of work in the 12 months preceding the leave.
    4. Working at a location where the employer has 50 or more employees within a 75-mile radius.

    In addition to FMLA, some employers may offer paid maternity leave as part of their benefits package, although this is not mandated by law. Employees should check with their employers to understand the specific maternity leave benefits available to them.

    Paternity Leave

    Paternity leave in Arizona is also covered under the FMLA, which allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for the birth and care of their newborn child, or for the adoption or foster care placement of a child. Like maternity leave, paternity leave under the FMLA is unpaid, but the employee’s job is protected during the leave period.

    Some employers may offer paid paternity leave as a benefit, although it is not required by law. The availability and length of paid paternity leave can vary widely between employers, so employees should inquire about their specific entitlements.

    Family and Medical Leave Act (FMLA)

    The FMLA serves as the primary federal law providing job-protected leave for family and medical reasons, including both maternity and paternity leave. The 12 weeks of leave under the FMLA can be used for various purposes, such as:

    • The birth and care of a newborn child.
    • The placement of a child for adoption or foster care.
    • To care for a spouse, child, or parent with a serious health condition.
    • The employee’s own serious health condition that makes them unable to perform their job.

    Arizona does not currently have additional state-level family and medical leave laws that expand upon the FMLA. However, the state’s Fair Wages and Healthy Families Act provides paid sick leave, which can be used in certain situations that overlap with FMLA leave, such as caring for a family member with a serious health condition.

    While the FMLA provides important protections, it does not mandate paid leave. Employees who require income during their leave may need to explore other options, such as short-term disability insurance, employer-provided paid leave, or the use of accrued paid time off (PTO).

    Bereavement Leave in Arizona

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

    Jury Duty Leave in Arizona

    employees are entitled to take leave for jury duty without fear of losing their jobs. State law mandates that employers must allow employees to take time off to serve on a jury. This protection ensures that employees can fulfill their civic duty without the risk of termination or any other form of retaliation. Employers are not required to pay employees for time spent on jury duty, although some may choose to do so as part of their benefits package.

    Payout for Jury Duty Leave

    While Arizona law does not require employers to pay employees during their jury duty leave, employees typically receive a small stipend from the court for each day they serve on a jury. This amount, however, is usually nominal and is intended to cover basic expenses like transportation and meals rather than replace lost wages. Employees who are concerned about income during jury duty should review their employer’s policies or consider using accrued paid time off (PTO) to supplement their earnings during this period. Employers are encouraged to clearly communicate their policies regarding jury duty leave and any associated payouts to ensure employees are fully informed of their rights and options in 2025.

    Military Leave in Arizona

    Federal Law

    Military leave in Arizona is primarily governed by federal law under the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA protects the job rights of individuals who voluntarily or involuntarily leave their civilian employment to undertake military service or certain types of service in the National Disaster Medical System. Under USERRA, employees are entitled to take leave for military service and are guaranteed reemployment in their civilian jobs with the same seniority, status, and pay they would have attained had they not taken leave. USERRA applies to all employers in Arizona, regardless of size, and covers all types of military duty, including active duty, reserve duty, and training.

    Key protections under USERRA include:

    • Reemployment rights: Eligible employees have the right to return to their job after military service, provided they meet certain requirements regarding the duration and nature of the service.
    • Protection from discrimination: Employers cannot discriminate against employees or prospective employees based on their military service.
    • Continuation of benefits: Employees on military leave are entitled to continue their health insurance coverage for up to 24 months and may elect to continue other benefits.

    State Law

    Arizona state law complements federal protections by offering additional benefits to public sector employees. Arizona law provides public employees, including state, county, and municipal employees, with paid military leave for up to 30 days per year for military training, drills, or call-ups. This leave is separate from other forms of leave, such as vacation or sick leave, and ensures that public employees do not suffer financial loss when fulfilling their military obligations.

    For private-sector employees, Arizona follows federal law under USERRA, which means there are no additional state-mandated protections or benefits beyond those provided by the federal government. However, private employers in Arizona may choose to offer additional benefits, such as paid military leave or the continuation of benefits beyond the requirements of USERRA.

    Voting Leave in Arizona

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

    Arizona State Holidays for 2025

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

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    César Chávez Day

    Memorial Day

    Independence Day

    Labor Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    Wednesday, January 1

    Monday, January 20

    Monday, February 17

    Monday, March 31

    Monday, May 26

    Friday, July 4

    Monday, September 1

    Tuesday, November 11

    Thursday, November 27

    Thursday, December 25

  • Alaska Leave Laws And Holidays 2025

    Alaska Leave Laws And Holidays 2025

    As we move into 2025, understanding the intricacies of Alaska Leave Laws and holiday policies is crucial for both employers and employees. Alaska leave laws unique blend of state and federal regulations shapes the landscape for various types of leave, including Paid Time Off (PTO), sick leave, maternity and paternity leave, and military leave. Additionally, the state observes a series of holidays that may impact work schedules and employee benefits. Whether you’re navigating the complexities of leave entitlements or planning around state-recognized holidays, using tools like the Day Off app can help you stay organized. This comprehensive guide will ensure you’re informed and compliant with Alaska Leave Laws and regulations in 2025.

    Paid Time Off (PTO) in Alaska

    Leave Quota

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

    Rückstellung

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

    Roll Over

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

    Payout and Payment of Accrued, Unused Vacation on Termination

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

    Sick Leave in Alaska

    State Laws – Leave Quota

    Alaska does not have a statewide mandate requiring private employers to provide paid sick leave to their employees. This means that there is no state law specifying a required leave quota for sick leave. The decision to offer paid or unpaid sick leave is typically left to the discretion of the employer. However, public sector employees and workers in certain cities or industries might have specific sick leave provisions.

    Employers in Alaska who choose to provide sick leave should clearly define the leave quota in their company policies. This quota may vary depending on factors such as the employee’s length of service, job classification, and the company’s overall leave policy.

    Federal Laws – Leave Quota

    At the federal level, the Family and Medical Leave Act (FMLA) is the primary legislation that impacts sick leave policies in Alaska. FMLA entitles eligible employees to take up to 12 weeks of unpaid leave per year for specific medical and family reasons, including serious health conditions. However, FMLA does not mandate paid sick leave, nor does it specify a leave quota for sick days.

    Federal contractors and employees of companies with federal contracts may be subject to Executive Order 13706, which requires that employees working on or in connection with covered federal contracts be provided with up to seven days (56 hours) of paid sick leave annually.

    Payout in Sick Leave

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

    Employers are encouraged to clarify their payout policies for sick leave in their employee handbooks to avoid any potential disputes.

    Maternity, Paternity, FMLA in Alaska

    Private Sector Employees

    as of 2025, there is no state-mandated requirement for private sector employers to provide paid maternity or paternity leave. The provision of such leave is generally at the discretion of the employer. Many private employers may choose to offer some form of maternity or paternity leave, either paid or unpaid, as part of their benefits package.

    Private sector employees in Alaska are often reliant on federal regulations like the Family and Medical Leave Act (FMLA) to secure unpaid time off for maternity and paternity leave. Employers that provide paid leave do so based on their internal policies, and the terms of such leave, including duration and pay, can vary significantly between companies.

    Additional State Laws

    Alaska does not have additional state laws that specifically mandate maternity or paternity leave beyond what is required by federal law. However, employers in Alaska may offer various forms of leave, such as parental leave, through their own policies. These can include paid time off (PTO), short-term disability insurance, or unpaid leave beyond what is covered under FMLA.

    While there are no specific state laws, employees should be aware that some municipalities or larger companies in Alaska may have their own regulations or agreements that provide for maternity and paternity leave. It’s advisable for employees to review their employment contracts or company policies to understand their rights and benefits fully.

    Public Sector Employees

    Public sector employees in Alaska, including state and local government workers, may have different entitlements compared to those in the private sector. While Alaska does not have a universal paid maternity or paternity leave law, public sector employees may have access to more generous leave options. These can include extended unpaid leave, paid leave through accrued sick or annual leave, and additional benefits provided through collective bargaining agreements.

    Some public sector employees may also benefit from state-specific policies or programs that offer partial wage replacement during maternity or paternity leave. This varies by department and job classification, so public sector employees should consult with their HR departments for specific details.

    Family and Medical Leave Act (FMLA)

    The FMLA is a federal law that applies to both private and public sector employees in Alaska. Under FMLA, eligible employees are entitled to take up to 12 weeks of unpaid leave per year for qualifying family and medical reasons, including the birth or adoption of a child. FMLA leave is job-protected, meaning that employees are entitled to return to the same or an equivalent position at the end of their leave.

    To be eligible for FMLA in Alaska, employees must work for a covered employer (typically one with 50 or more employees) and meet specific requirements, such as having worked for the employer for at least 12 months and having logged at least 1,250 hours of service during the previous 12 months.

    Bereavement Leave in Alaska

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

    Jury Duty in Alaska

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

    Payout

    Court pay: Employees who serve as jurors in Alaska are paid $25.00 – $50.00 a day and a mileage reimbursement of 0.54 per mile.

    Employer pay:  Alaska law doesn’t require private employers to pay employees for jury duty.

    Best practices. An employer doesn’t have to pay the regular wages if an employee is serving on a jury, but many choose to do so. Most employers have policies that specify whether they are willing or not to pay employees who are serving on jury duty. Although, an employer may require an employee to sign over their jury duty paycheck.

    Military Leave in Alaska

    In 2025, employees in Alaska who are called to military service are entitled to unlimited unpaid leave under Alaska Stat. § 26.05.075. This applies to members of the organized state militia, which includes the Alaska National Guard, Alaska Naval Militia, and Alaska State Defense Force.

    The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) continues to provide comprehensive protection to all employees in the United States, including those in Alaska. USERRA safeguards the employment rights of Army and Air National Guard members called to federal service, ensuring they can return to their civilian jobs with the same pay, seniority, and benefits as if they had not been absent.

    In addition to USERRA, Alaska state law provides further employment protections for members of the organized state militia. Specifically, these employees are entitled to:

    • Unlimited Unpaid Leave of Absence: When called to active state service, members can take an unlimited unpaid leave of absence.
    • Reinstatement Rights: Upon the conclusion of their active service, employees are entitled to be reinstated to their previous position or a similar one that offers equivalent pay, seniority, and benefits.
    • Protection for Disabled Service Members: If an employee sustains a disability during active service and can no longer perform their previous job, they are entitled to a comparable position. To secure reemployment, the employee must request it within 30 days of being cleared for full-time work by a physician (AK Stat. Sec. 26.05.075).
    • Anti-Discrimination Protections: Employers are prohibited from discriminating against members of the state National Guard or naval militia due to their service (AK Stat. Sec. 26.05.340).

    For public employees, additional protections apply. If an employee is summoned to active duty by the governor, they are entitled to five days of leave without loss of pay, time, or efficiency rating. However, this paid leave is capped at 16.5 working days within a 12-month period (Alaska Statutes, section 39.20.340).

    Payout

    Military leave in Alaska remains unpaid, except for the specific provisions allowing public employees limited paid leave when summoned to active duty by the governor.

    Voting Leave in Alaska

    In Alaska, employees are entitled to take time off to vote in statewide elections. Under Alaska state law, if an employee does not have sufficient time to vote outside of working hours, they are entitled to up to two hours of paid leave to cast their ballot. This time off is typically granted at the beginning or end of the workday, whichever allows the most convenient scheduling without disrupting the employee’s work obligations.

    Employers in Alaska are required to accommodate this voting leave, ensuring that employees have the opportunity to participate in elections. However, if an employee has at least two consecutive hours outside of their work schedule when the polls are open, the employer is not obligated to grant additional time off.

    It’s important for both employers and employees to understand their rights and responsibilities regarding voting leave to ensure compliance with state law and to support civic participation. In 2025, Alaska continues to uphold these provisions, recognizing the importance of allowing employees the time they need to vote in elections.

    Alaska State Holidays in 2025

    In 2025, Alaska law continues to not require private employers to provide employees with paid or unpaid holiday leave. Private employers in Alaska have the discretion to determine whether to offer holiday leave and under what conditions. This means that employers can require employees to work on holidays if needed.

    Employers are not obligated to pay a premium, such as 1½ times the regular rate, for holiday work unless the employee qualifies for overtime under applicable overtime laws. If a private employer chooses to offer paid or unpaid holiday leave, they must adhere to their established company policies or the terms of the employment contract.

    Alaska officially observes 11 state holidays, and these remain the recognized holidays for the state in 2025.

    A list of holidays celebrated in Alaska in 2025:

    Holiday

    New Year’s Day

    Martin Luther King Jr. Day

    Presidents’ Day

    Seward’s Day

    Good Friday

    Memorial Day

    Independence Day

    Labor Day

    Alaska Day

    Veterans Day

    Thanksgiving Day

    Christmas Day

    Date

    Wednesday, January 1, 2025

    Monday, January 20, 2025

    Monday, February 17, 2025

    Monday, March 31, 2025

    Friday, April 18, 2025

    Monday, May 26, 2025

    Friday, July 4, 2025

    Monday, September 1, 2025

    Saturday, October 18, 2025

    Tuesday, November 11, 2025

    Thursday, November 27, 2025

    Thursday, December 25, 2025