Effective Beginning Feb 21, 2025:
Earned Sick Time Act
LEO has updated their FAQS. Click on the link to review the details.
Several highlights that are of significance:
- Earned sick time may be used in 1-hour increments or the smallest increment that the employer uses to account for absences of use of other time.
- If you frontload time, you do not have to permit carry over. This allows for simple administration and policy language to include reasons for time including those covered under ESTA.
- Employers should still make a distinction between foreseeable and unforeseeable use of time, particularly heeding with caution if they are looking to discipline for such.
- Employers can discipline employees for misuse, including enforcing a 3 day no call, no show. Employers can handle if the case arises in which an employee was legitimately incapacitated. Employers could ask for documentation.
- Keep in mind that if your policy provides sufficient time to use as PTO, Vacation or sick, you have met the accrual minimums for ESTA, and employees are not entitled to more time.
- When asking for documentation, an employer does not have to pay the out-of-pocket costs associated with such.
- Small businesses under 10 employees: do not have to provide the 32 hours of unpaid time (only 40 hours of paid) and effective date is pushed 10/1/2025.
We are still waiting on a finalized Posting Notice to be provided by LEO, that is linked in the FAQ landing page.
Posting Requirements
Earned Sick Time Act – Required Poster
Earned Sick Time Act – Required Poster Spanish – (coming soon)
Brochure
An Overview of the Earned Sick Time Act (coming soon)
An Overview of the Earned Sick Time Act- Spanish (coming Soon)
With these changes, are your policies in line and ready for rollout? Connect with us for support.
