Compliance Conundrum: Status of the Ballot Measures for Minimum Wage and Paid Leave and Employers’ Next Steps

The election is over and now all that is left is tabulation of the results, which ballot measures passed, which did not, and what are the next steps for compliance with the ballot measure that did pass.  

Over the last few weeks, GovDocs has blogged about ballot measures for increased minimum wage and paid sick leave in several states. We have been watching the results in these jurisdictions. While none of the results have been certified yet, we do have the status on these measures. Per CNN Politics tracking of the Ballot Measures, here is the status as of Tuesday, Nov. 12. 

Status of Minimum Wage Ballot Measures

Alaska – Measure 1 increasing the minimum wage to $15 is projected to pass with 56.6% approving increased minimum wage and 43.4% opposing the increase. An estimated 69% of the votes have been reported so far. 

Arizona – Proposition 138, which would allow for tipped workers to be paid less per hour than minimum wage, is projected not to pass. 74.7% of the voters opposed the measure and 25.3% approved it. An estimated 88% of the votes have been counted on this issue. 

California – Proposition 32, which would increase the state minimum wage to $18 by 2026 and adjust the rate annually thereafter based on cost of living, is extremely close at this time. 49.1% of voters have approved the measure and 50.9% of voters have opposed it. An estimated 78% of the votes are in on this issue. This one is too close to call right now. 

Massachusetts – Question 5 would have gradually increased tipped worker wages until it met the state minimum wage in 2029. This measure is not projected to pass with 64% voting no and 36% voting yes. An estimated 67% of the votes have been counted on this measure. 

Missouri – Proposition A, which would establish a state minimum wage of $13.75 by 2025, is projected to pass with 57.6% voting yes and 42.4% voting no and 99% of the votes in. 

Status of Paid Sick Leave Ballot Measures

Alaska – Measure 1, which would provide paid sick leave to workers, is projected to pass with 56.6% approving and 43.4% opposing it. An estimated 69% of the votes have been reported so far.  

Missouri – Proposition A would require employers to provide paid sick leave to employees and is projected to pass with 57.6% voting yes and 42.4% voting no. 99% of the votes are in. 

Nebraska – Measure 436 would require employers to provide paid sick leave to workers in Nebraska. The measure is projected to pass with 74.4% of voters approving the measure and 25.6% opposing it. Approximately 98% of the votes are in on this measure. 

Complying With the Ballot Measures

Alaska – Employers in Alaska should prepare for the minimum wage increase to $13.00 per hour on July 1, 2025. The next scheduled increases under the measure will be to $14.00 per hour on July 1, 2026, and $15.00 per hour on July 1, 2027. After this, the minimum wage in Alaska will increase based on inflation. 

In addition to the minimum wage increase, employers in Alaska should prepare to provide paid sick leave to employees effective July 1, 2025. Employees who work for large employers (those with 15 or more employees) are eligible for up to 56 hours of paid sick leave per year. Small employers in Alaska (those with less than 15 employees) need to provide employees with up to 40 hours of paid sick leave per year. Employees must accrue 1 hour of paid sick leave for every 30 hours worked. 

Measure 1 in Alaska also included a captive audience ban, which prohibits employers from requiring attendance or taking adverse action against an employee who refuses to attend an employer sponsored meeting intended to communicate the employer’s position about religious or political matters. 

California employers should continue to keep an eye on the minimum wage ballot measure until all votes are in.  

Missouri – Employers in Missouri should prepare for the Jan. 1, 2025, increase in minimum wage to $13.75. The minimum wage will then increase the following year on Jan.1, 2026, to $15.00 and will be indexed annually thereafter on January 1 each year. 

Employers have a little more time to prepare for the paid sick leave requirements, which will begin on May 1, 2025. Employees who work for a large employer (those with 15 or more employees) are eligible for up to 56 hours of paid sick leave per year and small employers (those with less than 15 employees) are eligible for up to 40 hours of paid sick leave per year. Employees must accrue 1 hour of paid sick leave for every 30 hours worked. 

Nebraska – Employers in Nebraska have almost a year to prepare for paid sick leave which goes into effect on Oct. 1, 2025. Large employers (those with 20 or more employees) are required to provide up to 56 hours of paid sick leave per year. Employers with less than 20 employees must provide employees with up to 40 hours of paid sick leave per year. Employees must accrue paid sick leave at a rate of 1 hour for every 30 hours worked. 

Conclusion

Stay tuned for more information as we continue to follow the ballot measures through to conclusion. Our Associate Counsel, Dana Holle, will be providing a webinar on November 20: Get Ready for 2025: Minimum Wage Updates and Trends, and will provide updated information on the ballot measures affecting minimum wage at that time.