New State Paid Leave Laws Effective in 2025

With the start of the new year, there are several paid leave laws that go into effect that employers should have on their radar to manage and understand their compliance obligations. Below is an overview of the new state laws or updates to existing state laws regarding paid leave requirements that will occur in 2025. 

Alaska Paid Sick Leave 2025

Alaska is one of three states that passed a ballot measure requiring employers to provide paid sick leave to employees. Their law is effective July 1, 2025. Large employers in Alaska (those with 15 or more employees) must provide  eligible employees up to 56 hours of paid sick leave per year. Small employers (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.  

Connecticut Paid Sick Leave 2025

In May of 2024, Connecticut expanded its state’s paid sick leave law. Effective Jan. 1, 2025, the state’s paid sick leave law will apply to employers with 25 or more employees working in Connecticut. Then, on Jan. 1, 2026, the paid sick leave law will extend to employers with 11 or more employees, and on Jan. 1, 2027, the law will apply to employers with one or more employees. The new law also expands the eligible reasons for taking leave, accelerates the accrual rate to 1 hour for every 30 hours worked, places limitations on required documentation, and extends additional notice requirements. 

Delaware Paid Family and Medical Leave 2025

Not a new law – Delaware established its Paid Family and Medical Leave program in 2023, but here’s a reminder. Effective Jan. 1, 2025, covered employers must begin contributing payroll deductions to fund the Delaware Paid Family and Medical Leave program. The first due date is April 30, 2025. 

Maine Paid Family and Medical Leave Program 2025

Maine’s Paid Family and Medical Leave program has been in effect since 2023. So, again, not a new law, but just a reminder. Payroll deductions for the Paid Family and Medical Leave program begin on Jan. 1, 2025. Employers with 15 or more employees must contribute 1 percent of wages to the program. Up to half of this contribution may be deducted from employees’ wages. Employers with less than 15 employees are required to contribute 0.5 percent of wages, the entire amount of which may be deducted from employees’ wages. 

Missouri Paid Sick Leave 2025

Missouri was another state which passed a ballot measure last November requiring employers to provide paid sick leave to employees. Effective May 1, 2025, large employers in Missouri (those with 15 or more employees) must provide  eligible employees up to 56 hours of paid sick leave per year and small employers (those with less than 15 employees) must provide eligible employees 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 Paid Sick Leave 2025

Under Nebraska’s ballot measure, large employers with 20 or more employees are required to provide eligible employees up to 56 hours of paid sick leave per year starting on Oct. 1, 2025. Employers with less than 20 employees must provide eligible 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. 

New York Paid Prenatal Care 2025

New York’s paid prenatal care takes effect on Jan. 1, 2025. Under this law employers are required to provide up to 20 hours of paid leave for health care services received by an employee during their pregnancy or related to their pregnancy. This is in addition to other paid leave requirements in New York. 

Washington Paid Sick Leave Law 2025

Washington expanded its paid sick leave law effective Jan. 1, 2025 to include as a covered family member any person who regularly resides in the employee’s home or whose relationship creates an expectation of care.  

Conclusion

We continue to see activity in the states passing new paid leave laws and amending existing paid leave laws. Employers should be aware of where these laws exist, how they apply to their business and employees, and what their compliance obligations are under these laws. For assistance managing the complexities of paid leave laws, GovDocs’ Paid Leave product provides the information employers need to ensure they have the most up-to-date paid leave requirements to maintain compliance with these laws.