As employee leave laws continue to evolve, new 2025 Paid Sick Leave Laws in Michigan & Missouri are rolling out key changes to their paid Sick and Safe Time policies. Whether you’re operating in Missouri, Michigan, or managing employees across multiple states, it’s critical to understand and prepare for these updates.
What is the Missouri Sick and Safe Time Law?
Starting May 1, 2025, Missouri employers will be required to offer paid sick leave to eligible employees. This new law applies to private employers, with two following key provisions:
Who is Covered Under the Missouri Sick and Safe Time Law?
Most private employers. Exemptions apply to nonprofit, charitable, religious, and educational organizations, as well as retail/service employers with annual gross sales under $500,000.
What is the Accrual Rate?
1 hour of sick time for every 30 hours worked.
What is Covered?
Illness or preventative care for the employee or a family member, closures due to public health emergencies, or issues related to domestic violence, sexual assault, or stalking.
What Steps do Missouri Employers Need to Take?
Now is the time to review your current policies and determine if you’ll be using the accrual or frontload method. Please feel free to reach out to the Human Resources team at HR Delivered to assist you with communication and best practices of the changes, including updating your Employee Handbook.
Written notice of the “earned paid sick time” policy must be provided to employees. At minimum, single piece of 8.5 x 11 paper in no less than 14-point font and include the following information:
- Employees accrue paid sick time at the rate of 1 hour earned for every 30 hours worked
- Employers are prohibited from taking retaliatory action against employees who request or use paid sick leave
- Employees have a right to bring a civil action if paid sick leave is denied
- The company’s HR point of contact for the employee.
What is the Michigan Earned Sick Time Act (ETSA)?
In February 2025, Michigan implemented its Earned Sick Time Act (ESTA), greatly expanding paid leave entitlements. Here’s what Michigan employers need to know:
Who Is Covered under ETSA?
All Michigan employers, regardless of size, unless exempt by law.
What is the Accrual Rate?
1 hour for every 30 hours worked.
What is covered?
Covered uses Include illness, injury, preventative care, maternity/paternity leave, care for family members, domestic violence, and public health emergencies.
What Steps do Michigan Employers Need to Take?
Evaluate whether your current sick leave or PTO policy meets the new standards. If using frontloading, ensure the correct amount is provided and clearly communicated.
Staying compliant with Sick and Safe Time laws is more than just ticking boxes — it’s about protecting your employees and your business. Non-compliance can result in hefty penalties, reputational damage, and potential lawsuits.
Need help reviewing your policy or rolling out these changes? Your HR Consultant is here to help. Reach out today to ensure you’re prepared.