Comprehensive Business Guide to Missouri’s Paid Sick and Safe Time Law

By Jeanette Coleman, SPHR & SHRM-SCP on Jul 15, 2025
4 min read 3 Comments

A group of diverse employees in a professional office setting discussing compliance with Missouri’s new Paid Sick and Safe Time law.

UPDATE: Missouri's Paid Sick Leave Law has been officially repealed. While the law remains in effect through August 27, 2025, employers must take action now to remain compliant and plan for what comes next. Read what employers need to do before and after the repeal >>

ORIGINAL POST: 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.

Eligible Uses of Paid Sick Time

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:

Physical or mental illness.
Preventative medical care.
Domestic violence, sexual assault or stalking-related situations.
Needs created by public health emergencies.
Potential exposure to communicable diseases.

Accrual and Usage

The law sets limits on how paid sick time is accrued and how it can be used:

Employees accrue one hour of paid sick time for every 30 hours worked beginning May 1, 2025*.
Small employers can limit annual use to 40 hours.
Larger employers can limit annual use to 56 hours.
Carryover from year to year is limited to 80 hours.

*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.

Important Employer Obligations

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:

Sick time

Documentation signed by a health care professional indicating that leave is necessary.

Safe time

One of the following types of documentation selected by the employee:

A police report indicating that the individual was a victim;
A written statement from an employee or a victim service provider’s agent affirming that the individual is or was receiving services;
Documentation signed by a health care professional;
A court document indicating that the individual is or was involved in a legal action; or
An employee’s written statement affirming that the time is being taken or was taken for a covered reason.

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).

Notice and Documentation

Employers must ensure employee awareness of the new law by:

Providing written notice to employees by April 15, 2025, on a single piece of paper at least 8.5” x 11” in 14-point or larger type that includes the following information:
- Beginning May 1, 2025, employees accrue and are entitled to use earned paid sick time at the rate of one hour of earned paid sick time for every 30 hours of work, and may use earned paid sick time, subject to the law’s limits and terms;
- Employers cannot retaliate against employees who request or use earned paid sick time;
- Employees have the right to bring a lawsuit if earned paid sick time is denied or they are retaliated against for exercising their rights under the law; and
- Contact information for the state labor department.
Displaying a state-provided poster in the workplace.

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Employer Next Steps

Between now and May 1, employers should take the following steps to ensure compliance with the new regulations:

Monitor the Missouri Department of Labor website for clarification and updates because the law is silent or unclear on some matters, such as when employees must be paid for the new leave and annual accrual caps.
Review and update current leave policies.
Consult legal counsel or a trusted certified professional employer organization like Axcet HR Solutions for guidance to avoid penalties for non-compliance, which could include:
- Potential lawsuits
- Damages up to twice the value of unpaid sick time
- Possible criminal liability for willful violations

Partner with Axcet HR Solutions to Stay Ahead of Compliance

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.

Written by

Jeanette Coleman, SPHR & SHRM-SCP

Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years.

As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow.

With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges.

Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, payroll administration, and employee risk management.

Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce.

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Comprehensive Business Guide to Missouri’s Paid Sick and Safe Time Law

Eligible Uses of Paid Sick Time

Accrual and Usage