Missouri: Voters Approve Paid Sick Leave
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APPLIES TO All Employers with Employees in MO |
EFFECTIVE May 1, 2025 |
QUESTIONS? Contact HR On-Call |
Quick Look
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Discussion:
Voters approved Proposition A which mandates employers to provide paid sick leave. Effective May 1, 2025, Missouri employers must provide their employees paid sick leave at a rate of one hour for every 30 hours worked.
Covered Employer. The law applies to all Missouri employers with differences in accrual based on the size of the employer.
Covered Employee. The law applies to all employees that are employed in the state. The law does not address remote workers whose work is directed from the state.
Qualifying Reasons. Paid sick leave can be used for:
- An employee’s mental or physical illness, or health conditions; an employee’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or the need for preventative medical care;
- Care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; care of a family member who needs preventative medical care;
- Closure of the employee’s place of business by order of a public official due to a public health emergency, or an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency, or care for oneself or a family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or family member’s presence in the community may jeopardize the health of others because of their exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease; or
- Absence necessary due to domestic violence, sexual assault, or stalking, provided the leave is to allow the employee to obtain for the employee or the employee’s family member:
- Medical attention needed to recover from physical or psychological injury or disability caused by domestic violence, sexual assault, or stalking;
- Services from a victim services organization;
- Psychological or other counseling;
- Relocation or taking steps to secure an existing home due to the domestic violence, sexual assault, or stalking; or
- Legal services, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence, sexual assault, or stalking.
Accrual. Employers with 15 or more employees must provide one hour of earned paid sick time for every 30 hours worked, but usage can be capped at 56 hours per year. Employers with fewer than 15 employees must provide one hour of earned paid sick time for every 30 hours worked, but usage can be capped at 40 hours per year.
Carryover. Employers must allow employees to carry over at least 80 hours of accrued, unused sick leave from year to year.
Frontloading. Employers can frontload paid sick leave, but unused sick leave must be paid out at the end of year and employees cannot carry over unused leave.
Usage and Notice. Employees can request to take earned paid sick leave at any time. Employees must make a good faith effort to provide notice when the need is foreseeable. When it is not, an employer may require notice as soon as practicable. There must be a written policy with the required procedures for providing notice.
Employers must also provide a written notice to employees about their rights under the law on a single piece of paper at least 8.5 x 11 in. with no less than 14-point font within 14 calendar days of hire or on April 15, 2025. A poster is also required to be displayed. The Missouri Department of Labor and Industrial Relations will create model notices and posters.
Documentation. Reasonable documentation of a covered purpose may be required for earned paid sick leave of three or more consecutive workdays.
Interaction with Existing PTO Policies. Employers who already provide PTO that meets the minimum requirements of the law do not have to provide additional paid sick leave.
Prohibited Actions. Employers cannot take retaliatory or discriminatory actions against employees or former employees for exercising their rights under the law.
Action Items
- Review and update leave policies to include paid sick leave.
- Update procedures to track time worked for accrual purposes.
- Provide required notice and display required poster when available.
- Have appropriate personnel trained on the requirements.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2024 ManagEase