Missouri has officially repealed its short-lived statewide paid sick leave law, but employers still have compliance responsibilities for the next several weeks. On July 10, 2025, Governor Mike Kehoe signed HB 567 into law, repealing the state’s newly enacted paid sick leave mandate and halting future inflation-based increases to the minimum wage set to begin in 2027.
The changes take effect on August 28, 2025—giving employers a short window to comply with current rules, adjust internal policies and communicate clearly with employees.
Here’s what the repeal means, what’s still in effect for now, and how Missouri employers should prepare.
Even though the law has been repealed, it doesn’t vanish immediately. Employers must continue complying with the original paid sick leave law through August 27, 2025.
That means:
If your company introduced a new paid sick leave policy in response to the law that took effect May 1, now is the time to assess how you’ll handle those benefits going forward.
Starting August 28, employers are no longer required to provide or accrue paid sick leave under state law. However, that doesn't mean you can—or should—simply erase what’s been earned.
Here are key decisions employers will need to make:
There is no current state guidance on how to implement the repeal, which means employers are responsible for deciding how to proceed in a way that’s legally sound and culturally appropriate.
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While much of the focus has been on paid sick leave, HB 567 also affects Missouri’s minimum wage schedule.
Here’s the breakdown:
Employers should prepare for the 2026 jump, but after that, any increases would require new legislative or ballot action.
For small and mid-sized businesses, particularly those with limited HR infrastructure, this repeal may offer welcome flexibility. But the timing is tricky.
The law was only in effect for a few short months, and now employers have to unwind changes—without much state guidance to go on.
If your company adjusted its policies to comply with the law, it’s critical to:
It’s also worth watching for potential future changes. Activists are already pushing to revive paid sick leave through a state constitutional amendment, possibly landing on the 2026 ballot.
So while this repeal is significant, it may not be the end of the conversation.
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As the August 28 repeal date approaches, HR leaders should take these proactive steps to ensure a smooth transition:
| Task | Why It Matters |
| Review all leave policy changes made since May 1 | Identify what was tied to Prop A compliance |
| Decide how to treat accrued leave | Avoid employee confusion or legal risk |
| Update PTO policies, if needed | Provide clarity going forward |
| Notify employees in writing | Build trust and maintain transparency |
| Consult legal counsel | Ensure you're on solid ground during the transition |
Missouri’s repeal of its short-lived paid sick leave law is a powerful reminder of how quickly employment legislation can shift—and how important it is for HR and business leaders to remain agile. If your company adjusted policies to meet the May 2025 requirements, now is the time to re-evaluate and chart a clear path forward.
If you're an Axcet client, you're not in this alone. Our certified HR consultants are already tracking these developments and will help you navigate every step of the transition, from reviewing your current policies to communicating updates with your team. Please don’t hesitate to reach out to your dedicated Axcet HR consultant with any questions or concerns.
And if you're not yet working with Axcet, this moment highlights the value of having an experienced HR partner in your corner. We’d be happy to help your business stay compliant and confident—no matter how the laws change. Learn more about our certified PEO services or schedule a consultation today >>