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On November 5, 2024, Missouri voters approved Proposition A, creating a new statewide paid sick and safe time law. This comprehensive legislation – set to be certified by the Missouri Secretary of State in early December – will bring significant changes for businesses across the state after it takes effect May 1, 2025.
It applies to all employers, with different standards for those with 15 or more employees versus those considered “small employers.” The law includes several notable exemptions, such as casual employees like babysitters and golf caddies, incarcerated individuals and employees of small local newspapers.
Additional guidance is expected from the Missouri legislature, but this is what is known right now.
The new law extends paid sick time to employees to care for themselves or a diverse range of family members and personal connections. These include relatives like children, spouses and parents, as well as romantic partners and individuals for whom the employee provides critical health or safety-related care. Employees can use leave for “sick,” “safe” and “other” reasons such as:
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The law sets limits on how paid sick time is accrued and how it can be used:
*Employers who already make enough paid leave available to meet the law’s requirements need not provide additional paid sick time, as long as employees are allowed to use the paid time off for the same purposes and under the same conditions.
Under the new law, employees may use paid sick time immediately after they accrue it. Once it’s accrued, employers must grant the paid sick time as soon as an employee requests it.
With employees who use leave on three or more consecutive workdays, employers may require “reasonable” documentation that the time was used for a reason designated by the law.
The law offers the following examples of reasonable “sick” and “safe” absences:
One of the following types of documentation selected by the employee:
The law stipulates that an employer may not require documentation to explain the nature of the illness, details of the underlying health needs or details of the domestic violence, sexual assault or stalking (unless otherwise required by law).
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Employers must ensure employee awareness of the new law by:
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Between now and May 1, employers should take the following steps to ensure compliance with the new regulations:
The new paid sick and safe time law brings significant changes for Missouri employers, but you don’t have to navigate them alone. As Kansas City’s certified PEO, Axcet HR Solutions offers expert guidance to help businesses like yours comply with evolving regulations.
From updating leave policies to implementing employee communications, our dedicated HR and compliance specialists are here to ensure your business is prepared for May 1, 2025, and beyond. Schedule a consultation today to discuss how Axcet can help safeguard your business against potential compliance risks.
Let Axcet be your compliance partner—so you can focus on what you do best: growing your business.
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