/>iWhen did you last look at your employee leave policies? As the calendar turns to a new year, new changes often arrive, and 2025 is no exception. Employers should take note of the recent updates to state leave laws that went into effect on January 1, 2025.
Here are some states have implemented new or expanded leave laws as of January 1, 2025:
Connecticut
Employers with 25 or more employees working in the state of Connecticut must provide paid sick leave to all employees. Employees can accrue one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year. Employers now have the option to frontload the paid sick leave at the beginning of each year, rather than being required to carry over unused leave to the next year. This leave can be used for the diagnosis, care, or treatment of an employee’s or their family member’s illness or injury, or for specific needs related to family violence or sexual assault.
Delaware
Employers with 10 or more employees primarily working in Delaware must begin making payroll deductions for the Delaware Paid Family and Medical Leave Program. Employers are required to contribute 0.8% of wages, and they can require their employees to pay up to 50% of the cost of the program. The first contribution payment is due by April 30, 2025.
Maine
Maine employers are also required to begin making payroll deductions to the state’s Paid Family and Medical Leave Program. Unlike Delaware, the law applies to any employer with at least one employee based in Maine. Employers with 15 or more employees must contribute 1% of wages to the program, with the option to deduct up to 50% of this contribution from employees’ wages. Employers with fewer than 15 employees must contribute 0.5% of wages, and they can deduct the entire contribution from employees’ wages. Employers covered by this law must ensure they are registered in the Maine Leave Contributions Portal to start making payments. The first payment is due by April 30, 2025.
New York
New York now requires employers to provide all employees residing in the state with an additional 20 hours of paid prenatal personal leave for any healthcare services related to pregnancy. This includes services such as physical exams, medical procedures, testing, consultations with healthcare providers, end of pregnancy care, and fertility treatment. This leave is available only to the pregnant employee receiving healthcare services and does not extend to spouses, partners, or other support persons. Pregnant employees using this leave will be paid at their regular rate of pay or the applicable minimum wage rate, whichever is greater. Once the pregnancy concludes, the employee is no longer eligible for this additional leave.
Upcoming Changes in Other States
These are just a few of the state leave laws that took effect at the start of 2025. However, additional changes are on the horizon, including Michigan’s Earned Sick Time Act, effective February 21, 2025; Missouri’s paid sick leave law, effective May 1, 2025; and Nebraska’s paid sick leave law, effective October 1, 2025. As more laws are introduced throughout the year, staying informed about these changes is essential for ensuring compliance and effectively supporting employees.
