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Every employer has faced it: an employee needs to take the day off due to a child’s fever, a sudden illness or a medical appointment. And whether you're running a small business or managing HR for a multi-state organization, a common question arises: Are we required to offer paid sick leave?
The answer depends on multiple factors—including your location, company size and internal policies. With a growing number of paid sick leave laws at the state and local levels, keeping up with compliance is more important than ever.
This guide will walk you through the current landscape of paid sick leave laws, highlighting where mandates exist, what the federal government requires, and how to approach paid sick leave policies in 2025.
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As of 2025, there is no federal law requiring private employers to provide paid sick leave to employees.
However, the Family and Medical Leave Act (FMLA) does require certain employers to provide unpaid, job-protected leave in specific circumstances:
FMLA applies to private-sector employers with 50 or more employees for at least 20 workweeks in the current or prior calendar year. While FMLA is generally unpaid, employers may require or permit employees to use accrued paid leave during their FMLA absence.
⚠️ Note: Some federal contractors are subject to Executive Order 13706, which mandates paid sick leave under specific contract types.
As of May 2025, 20 states and Washington, D.C. have paid sick leave laws:
Each law varies in employer coverage, employee eligibility, accrual rates, permitted uses and carryover rules.
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Across jurisdictions, common permissible uses include:
Some states also allow use for mental health care or to seek legal help in response to domestic violence.
In addition to state laws, more than 30 municipalities have local paid sick leave ordinances—including:
Local laws may have stricter accrual rules, broader family definitions or unique documentation requirements. Some states preempt local regulation, so it’s essential to check applicable laws based on your locations.
Even if paid sick leave is not required, some states still regulate how sick leave can be used:
Although Missouri’s paid sick leave law went into effect on May 1, 2025, it will now be repealed as of August 28, 2025. Governor Mike Kehoe signed HB 567 into law on July 10, officially ending the short-lived mandate.
Until August 27, 2025, employers are still required to comply fully with the law.
Missouri’s current paid sick leave law requires:
Accrual at one hour per 30 hours worked
Usage cap of 40 hours (for employers with fewer than 15 employees) or 56 hours (for those with 15 or more employees)
Carryover of unused sick time, up to 80 hours
Covered reasons include personal illness, caring for a family member, public health emergencies, and recovery from domestic or sexual violence
Employer responsibilities include providing written notice and posting a workplace flyer outlining employee rights
Employers will no longer be required to accrue or provide paid sick leave under state law.
However, you’ll need to decide how to treat accrued time already earned by employees.
Policy adjustments, employee communications, and PTO realignment may be needed.
📘 Get the full breakdown of what to do now and after the repeal takes effect: Missouri Paid Sick Leave Law Repealed – What Employers Need to Know >>
To reduce risk and manage leave effectively:
Managing compliance with overlapping paid sick leave laws can be complex—especially for small businesses with lean HR teams.
Axcet HR Solutions, a Kansas City-based certified Professional Employer Organization (PEO), helps:
Let us simplify your leave management and support your workforce.
Explore Axcet’s HR Support Services »
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