Jefferson City, MO – Missouri voters have recently decided in favor of Proposition A, ushering in a new era of workplace benefits with the approval of a statewide paid sick leave law. Set to take effect on May 1, 2025, this law will mark a significant shift for workers across the state, granted that no legal hindrances obstruct its enactment.
The law mandates that all private employers in Missouri grant paid sick leave, though it exempts some groups such as those employed in educational, charitable, religious, or nonprofit sectors, foster care stand-ins, small retail or service businesses generating under $500,000 annually, and incarcerated individuals.
Under the new system starting May 1, 2025, eligible workers will accrue a minimum of one hour of paid sick leave for every 30 hours worked. For businesses with 15 or more employees, there’s a ceiling of 56 hours on the use of paid sick time per year. Smaller businesses can set the limit at 40 hours annually.
Additionally, employers have the choice to provide paid sick time progressively as it’s earned, or to allocate all anticipated sick time at the start of the year. At year-end, workers can carry over up to 80 hours of unused paid sick time. However, in lieu of carryover, employers have the option to compensate employees for unused sick time, provided they ensure immediate availability of such time for the next calendar year.
This new legislation allows employees to utilize their earned paid sick time for a variety of reasons including personal or family illness, medical diagnosis, and prevention, as well as for circumstances involving public health emergencies or domestic violence, among others.
Regarding employer compliance, the law stipulates that workers must be informed about the paid sick leave policy through written notice either within 14 days of employment or by April 15, 2025, whichever is later. The Missouri Department of Labor and Industrial Relations is also expected to produce a standardized notice and poster for workplaces.
Employers can request reasonable notice for foreseeable leaves and immediate notice for unforeseen circumstances. In cases where sick leave exceeds three consecutive workdays, companies can ask for reasonable documentation to substantiate the leave’s necessity, with strict confidentiality requirements on the nature of personal health information.
In terms of documentation, we’re looking at a policy where paid sick leave can be recorded in the smallest increment used by the employer’s payroll system. Employer records on hours worked and sick leave taken must be maintained for a minimum of three years, available for inspection by the Missouri Department of Labor and Industrial Relations to ensure compliance with the law.
Firms are also advised to rethink even generous existing leave policies to ensure they align with minimum statutory requirements, and are encouraged to seek legal counsel to navigate this new terrain.
Moreover, Missouri’s new paid sick leave law aligns with similar measures recently voted into law in Alaska and Nebraska, as these states too prioritize worker health and well-being during increasingly unpredictable times.
As a new piece in the evolving puzzle of labor law, Missouri voters have taken a clear stand on the importance of employee health and safety, setting a precedent that may inspire further action across the United States. All details, individuals, circumstances, and legal information outlined in this article are subject to verification and corrections. For inquiries or concerns regarding this article, please contact [email protected].