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Arizona Leave Laws And Holidays 2025

Arizona’s leave laws and holiday regulations is crucial for both employers and employees to ensure compliance and fair workplace practices. Arizona leave laws encompass a range of protections and benefits, including paid time off (PTO), sick leave, and holiday entitlements. With tools like the “Day Off” app, managing and tracking these leave benefits has never been easier, helping both employers and employees stay organized. These laws are designed to support workers’ rights while providing businesses with guidelines for managing employee absences effectively. Whether you are navigating PTO accruals, sick leave entitlements, or observing state-recognized holidays, this comprehensive guide to Arizona’s leave laws and holidays in 2025 will help you stay informed and compliant with the latest regulations.

Paid Time Off (PTO) in Arizona

Leave Quota

In Arizona leave laws, employers have the discretion to establish their own Paid Time Off (PTO) policies, including the amount of leave employees are entitled to annually. While there is no state-mandated minimum for PTO, many employers offer between 10 to 20 days per year, depending on factors like tenure, job role, and company policy.

Accrual

PTO in Arizona is typically accrued based on the number of hours worked. Employers may set up accrual rates such as a certain number of hours per pay period. For instance, an employee might accrue 1 hour of PTO for every 40 hours worked. Accrual rates can vary widely depending on the employer’s policy, and some employers may offer front-loaded PTO, where the entire leave quota is provided at the start of the year.

Rollover

Arizona leave laws allows employers to determine whether or not PTO can be rolled over from one year to the next. Some companies implement a “use-it-or-lose-it” policy, requiring employees to use their PTO within the calendar year or lose it. However, other employers may permit unused PTO to roll over, often with a cap on the maximum amount that can be carried over. For example, an employer might allow a rollover of up to 40 hours of unused PTO, with any additional unused time being forfeited.

Payment of Accrued Unused Vacation on Termination

Arizona leave laws does not require employers to pay out unused PTO or vacation time upon termination unless there is a policy or contractual agreement stating otherwise. If an employer’s policy or contract specifies that accrued vacation will be paid out, the employer must honor this agreement. It is essential for employees to be aware of their company’s specific policies regarding PTO payout at termination, as practices can vary.

Paid Sick Leave in Arizona

Federal Laws – Leave Quota

At the federal level, the United States does not mandate a specific leave quota for Paid Time Off (PTO) or vacation time. Instead, leave policies, including the amount of PTO and how it accrues, are generally left to the discretion of employers. The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave, or federal holidays, and there is no federal requirement for PTO. This means that in Arizona, as in other states, the specifics of PTO leave quotas are determined by individual employers.

However, certain federal laws do impact leave policies, particularly in situations involving family and medical needs. The Family and Medical Leave Act (FMLA) is the primary federal law affecting leave quotas, allowing eligible employees to take up to 12 weeks of unpaid leave per year for specific family and medical reasons, with the guarantee of job protection. This leave can be used for situations such as the birth of a child, adoption, personal or family illness, or to care for an immediate family member with a serious health condition. FMLA leave is unpaid but provides critical job security for those who need it.

Paid Sick Leave in Arizona

While there is no federal law requiring paid sick leave, Arizona has its own state laws to address this need. The Arizona Fair Wages and Healthy Families Act mandates that employers provide paid sick leave to employees. The amount of paid sick leave an employee can accrue depends on the size of the employer:

For employers with 15 or more employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year.
For employers with fewer than 15 employees: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 24 hours per year.

Employees can use accrued paid sick leave for various purposes, including:

Personal or family illness.
Medical appointments.
Domestic violence-related needs, including seeking legal services or relocation.

Unused paid sick leave can be carried over to the following year, but employers may limit the amount of carryover to 40 hours (for larger employers) or 24 hours (for smaller employers). Alternatively, employers can choose to pay out unused sick leave at the end of the year and provide a fresh allotment at the beginning of the next year.

Maternity, Paternity, and FMLA in Arizona

Maternity Leave

In Arizona leave laws, maternity leave is primarily governed by federal law under the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave for the birth and care of a newborn child. During this leave, an employee’s job is protected, and they are entitled to continue their group health insurance coverage under the same terms as if they had not taken leave.

Eligibility requirements for FMLA include:

Working for a covered employer (generally, employers with 50 or more employees).
Having worked for the employer for at least 12 months.
Having completed at least 1,250 hours of work in the 12 months preceding the leave.
Working at a location where the employer has 50 or more employees within a 75-mile radius.

In addition to FMLA, some employers may offer paid maternity leave as part of their benefits package, although this is not mandated by law. Employees should check with their employers to understand the specific maternity leave benefits available to them.

Paternity Leave

Paternity leave in Arizona is also covered under the FMLA, which allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for the birth and care of their newborn child, or for the adoption or foster care placement of a child. Like maternity leave, paternity leave under the FMLA is unpaid, but the employee’s job is protected during the leave period.

Some employers may offer paid paternity leave as a benefit, although it is not required by law. The availability and length of paid paternity leave can vary widely between employers, so employees should inquire about their specific entitlements.

Family and Medical Leave Act (FMLA)

The FMLA serves as the primary federal law providing job-protected leave for family and medical reasons, including both maternity and paternity leave. The 12 weeks of leave under the FMLA can be used for various purposes, such as:

The birth and care of a newborn child.
The placement of a child for adoption or foster care.
To care for a spouse, child, or parent with a serious health condition.
The employee’s own serious health condition that makes them unable to perform their job.

Arizona does not currently have additional state-level family and medical leave laws that expand upon the FMLA. However, the state’s Fair Wages and Healthy Families Act provides paid sick leave, which can be used in certain situations that overlap with FMLA leave, such as caring for a family member with a serious health condition.

While the FMLA provides important protections, it does not mandate paid leave. Employees who require income during their leave may need to explore other options, such as short-term disability insurance, employer-provided paid leave, or the use of accrued paid time off (PTO).

Bereavement Leave in Arizona

bereavement leave is not mandated by state law, meaning employers are not legally required to provide time off for employees to grieve the loss of a loved one. However, many employers choose to offer bereavement leave as part of their benefits package, typically allowing employees to take between 3 to 5 days off with pay. This leave is intended to give employees time to manage funeral arrangements, attend services, and cope with their loss. The specifics of bereavement leave, such as the amount of time off and whether it is paid or unpaid, are determined by the employer’s internal policies. Employees should consult their employer’s handbook or HR department to understand the bereavement leave options available to them in 2025.

Jury Duty Leave in Arizona

employees are entitled to take leave for jury duty without fear of losing their jobs. State law mandates that employers must allow employees to take time off to serve on a jury. This protection ensures that employees can fulfill their civic duty without the risk of termination or any other form of retaliation. Employers are not required to pay employees for time spent on jury duty, although some may choose to do so as part of their benefits package.

Payout for Jury Duty Leave

While Arizona law does not require employers to pay employees during their jury duty leave, employees typically receive a small stipend from the court for each day they serve on a jury. This amount, however, is usually nominal and is intended to cover basic expenses like transportation and meals rather than replace lost wages. Employees who are concerned about income during jury duty should review their employer’s policies or consider using accrued paid time off (PTO) to supplement their earnings during this period. Employers are encouraged to clearly communicate their policies regarding jury duty leave and any associated payouts to ensure employees are fully informed of their rights and options in 2025.

Military Leave in Arizona

Federal Law

Military leave in Arizona is primarily governed by federal law under the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA protects the job rights of individuals who voluntarily or involuntarily leave their civilian employment to undertake military service or certain types of service in the National Disaster Medical System. Under USERRA, employees are entitled to take leave for military service and are guaranteed reemployment in their civilian jobs with the same seniority, status, and pay they would have attained had they not taken leave. USERRA applies to all employers in Arizona, regardless of size, and covers all types of military duty, including active duty, reserve duty, and training.

Key protections under USERRA include:

Reemployment rights: Eligible employees have the right to return to their job after military service, provided they meet certain requirements regarding the duration and nature of the service.
Protection from discrimination: Employers cannot discriminate against employees or prospective employees based on their military service.
Continuation of benefits: Employees on military leave are entitled to continue their health insurance coverage for up to 24 months and may elect to continue other benefits.

State Law

Arizona state law complements federal protections by offering additional benefits to public sector employees. Arizona law provides public employees, including state, county, and municipal employees, with paid military leave for up to 30 days per year for military training, drills, or call-ups. This leave is separate from other forms of leave, such as vacation or sick leave, and ensures that public employees do not suffer financial loss when fulfilling their military obligations.

For private-sector employees, Arizona follows federal law under USERRA, which means there are no additional state-mandated protections or benefits beyond those provided by the federal government. However, private employers in Arizona may choose to offer additional benefits, such as paid military leave or the continuation of benefits beyond the requirements of USERRA.

Voting Leave in Arizona

employees are entitled to time off to vote in statewide elections if they do not have sufficient time outside of their working hours to do so. Employers are required to provide up to three hours of paid leave for voting. However, this leave is only necessary if the employee’s work schedule does not provide at least three consecutive hours of non-working time during the polls’ open hours. Employees must request this leave prior to Election Day, and employers may specify the hours during which the employee can be absent. This ensures that all eligible voters have the opportunity to participate in the democratic process without facing penalties or loss of wages.

Arizona State Holidays for 2025

In 2025, no federal or state law in Arizona mandates that employers provide either paid or unpaid holiday leave to employees. This means that private employers have the discretion to require their employees to work on holidays, including Thanksgiving, Christmas, New Year’s Day, or any other holiday. Employers are not legally obligated to pay employees extra, such as 150% of the regular pay rate, for working on these holidays. Instead, they can compensate employees at their standard rate, just as they would for any regular workday. However, some employers may choose to treat holidays as overtime and offer premium pay for holiday work. If an employer decides to implement paid or unpaid holiday leave, they must adhere to any established company policies or employment contracts that are in place.

Holiday

New Year’s Day

Martin Luther King Jr. Day

Presidents’ Day

César Chávez Day

Memorial Day

Independence Day

Labor Day

Veterans Day

Thanksgiving Day

Christmas Day

Date

Wednesday, January 1

Monday, January 20

Monday, February 17

Monday, March 31

Monday, May 26

Friday, July 4

Monday, September 1

Tuesday, November 11

Thursday, November 27

Thursday, December 25

August 28, 2024

Alaska Leave Laws And Holidays 2025

As we move into 2025, understanding the intricacies of Alaska Leave Laws and holiday policies is crucial for both employers and employees. Alaska leave laws unique blend of state and federal regulations shapes the landscape for various types of leave, including Paid Time Off (PTO), sick leave, maternity and paternity leave, and military leave. Additionally, the state observes a series of holidays that may impact work schedules and employee benefits. Whether you’re navigating the complexities of leave entitlements or planning around state-recognized holidays, using tools like the Day Off app can help you stay organized. This comprehensive guide will ensure you’re informed and compliant with Alaska Leave Laws and regulations in 2025.

Paid Time Off (PTO) in Alaska

Leave Quota

Paid Time Off (PTO) policies are generally determined by employers rather than state law. This means that the leave quota—how much PTO an employee is entitled to—can vary significantly between companies. Employers may choose to offer a set number of PTO days based on factors such as length of service, employee rank, or industry standards. It’s common for companies to offer between 10 to 20 days of PTO per year.

Accrual

Accrual refers to the process by which employees earn PTO over time. In Alaska, as in many other states, employers may use an accrual system where PTO is accumulated incrementally. For example, an employee might earn PTO at a rate of 1.5 days per month, resulting in 18 days of PTO by the end of the year. Employers may also opt for a lump sum allocation at the beginning of the year or when the employee is hired.

Roll Over

The rollover policy dictates whether unused PTO can be carried over into the next year. In Alaska, the decision to allow rollover is typically left to the employer. Some companies may implement a “use-it-or-lose-it” policy, where any unused PTO is forfeited at the end of the year, while others may allow partial or full rollover of unused days. Some employers cap the number of days that can be rolled over, ensuring that employees use their PTO regularly.

Payout and Payment of Accrued, Unused Vacation on Termination

Alaska does not have a specific state law requiring employers to pay out unused PTO upon termination of employment. However, if an employer has a written policy or practice of paying out accrued, unused vacation, they are typically required to honor it. This means that if an employee has accumulated PTO and the company’s policy states that it will be paid out upon termination, the employer must comply.

Sick Leave in Alaska

State Laws – Leave Quota

Alaska does not have a statewide mandate requiring private employers to provide paid sick leave to their employees. This means that there is no state law specifying a required leave quota for sick leave. The decision to offer paid or unpaid sick leave is typically left to the discretion of the employer. However, public sector employees and workers in certain cities or industries might have specific sick leave provisions.

Employers in Alaska who choose to provide sick leave should clearly define the leave quota in their company policies. This quota may vary depending on factors such as the employee’s length of service, job classification, and the company’s overall leave policy.

Federal Laws – Leave Quota

At the federal level, the Family and Medical Leave Act (FMLA) is the primary legislation that impacts sick leave policies in Alaska. FMLA entitles eligible employees to take up to 12 weeks of unpaid leave per year for specific medical and family reasons, including serious health conditions. However, FMLA does not mandate paid sick leave, nor does it specify a leave quota for sick days.

Federal contractors and employees of companies with federal contracts may be subject to Executive Order 13706, which requires that employees working on or in connection with covered federal contracts be provided with up to seven days (56 hours) of paid sick leave annually.

Payout in Sick Leave

as with many other states, there is no requirement for employers to pay out unused sick leave upon an employee’s termination. Sick leave is typically viewed as a benefit to be used when needed rather than as earned compensation, so unused sick leave is generally forfeited when employment ends. However, if an employer’s policy or an employment contract explicitly states that unused sick leave will be paid out, the employer is obligated to follow through with this provision.

Employers are encouraged to clarify their payout policies for sick leave in their employee handbooks to avoid any potential disputes.

Maternity, Paternity, FMLA in Alaska

Private Sector Employees

as of 2025, there is no state-mandated requirement for private sector employers to provide paid maternity or paternity leave. The provision of such leave is generally at the discretion of the employer. Many private employers may choose to offer some form of maternity or paternity leave, either paid or unpaid, as part of their benefits package.

Private sector employees in Alaska are often reliant on federal regulations like the Family and Medical Leave Act (FMLA) to secure unpaid time off for maternity and paternity leave. Employers that provide paid leave do so based on their internal policies, and the terms of such leave, including duration and pay, can vary significantly between companies.

Additional State Laws

Alaska does not have additional state laws that specifically mandate maternity or paternity leave beyond what is required by federal law. However, employers in Alaska may offer various forms of leave, such as parental leave, through their own policies. These can include paid time off (PTO), short-term disability insurance, or unpaid leave beyond what is covered under FMLA.

While there are no specific state laws, employees should be aware that some municipalities or larger companies in Alaska may have their own regulations or agreements that provide for maternity and paternity leave. It’s advisable for employees to review their employment contracts or company policies to understand their rights and benefits fully.

Public Sector Employees

Public sector employees in Alaska, including state and local government workers, may have different entitlements compared to those in the private sector. While Alaska does not have a universal paid maternity or paternity leave law, public sector employees may have access to more generous leave options. These can include extended unpaid leave, paid leave through accrued sick or annual leave, and additional benefits provided through collective bargaining agreements.

Some public sector employees may also benefit from state-specific policies or programs that offer partial wage replacement during maternity or paternity leave. This varies by department and job classification, so public sector employees should consult with their HR departments for specific details.

Family and Medical Leave Act (FMLA)

The FMLA is a federal law that applies to both private and public sector employees in Alaska. Under FMLA, eligible employees are entitled to take up to 12 weeks of unpaid leave per year for qualifying family and medical reasons, including the birth or adoption of a child. FMLA leave is job-protected, meaning that employees are entitled to return to the same or an equivalent position at the end of their leave.

To be eligible for FMLA in Alaska, employees must work for a covered employer (typically one with 50 or more employees) and meet specific requirements, such as having worked for the employer for at least 12 months and having logged at least 1,250 hours of service during the previous 12 months.

Bereavement Leave in Alaska

Bereavement Leave in Alaska is typically governed by employer policies rather than state-mandated laws. There is no statewide requirement for employers to provide paid or unpaid bereavement leave, leaving the decision to the discretion of each company. Employers who offer bereavement leave generally allow employees to take a few days off following the death of a close family member, with some companies offering additional paid leave. Public sector employees may have more defined policies regarding bereavement leave, depending on their specific department or collective bargaining agreements. Employees are encouraged to review their company’s leave policies to understand their entitlements in the event of a loss.

Jury Duty in Alaska

In Alaska leave laws in 2025, employees are entitled to take time off for jury duty without fear of losing their job. Under Alaska law, employers are required to provide unpaid leave for the duration of an employee’s jury service. While employers are not obligated to pay employees during their jury duty, they are prohibited from taking any adverse actions against them, such as firing or demoting them for fulfilling their civic duty. Employees should notify their employers as soon as they receive a jury summons, and upon return, they are generally entitled to resume their job with the same pay and benefits as before. Some employers may choose to offer paid jury duty leave as part of their company policies, but this is not mandated by state law.

Payout

Court pay: Employees who serve as jurors in Alaska are paid $25.00 – $50.00 a day and a mileage reimbursement of 0.54 per mile.

Employer pay: Alaska law doesn’t require private employers to pay employees for jury duty.

Best practices. An employer doesn’t have to pay the regular wages if an employee is serving on a jury, but many choose to do so. Most employers have policies that specify whether they are willing or not to pay employees who are serving on jury duty. Although, an employer may require an employee to sign over their jury duty paycheck.

Military Leave in Alaska

In 2025, employees in Alaska who are called to military service are entitled to unlimited unpaid leave under Alaska Stat. § 26.05.075. This applies to members of the organized state militia, which includes the Alaska National Guard, Alaska Naval Militia, and Alaska State Defense Force.

The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) continues to provide comprehensive protection to all employees in the United States, including those in Alaska. USERRA safeguards the employment rights of Army and Air National Guard members called to federal service, ensuring they can return to their civilian jobs with the same pay, seniority, and benefits as if they had not been absent.

In addition to USERRA, Alaska state law provides further employment protections for members of the organized state militia. Specifically, these employees are entitled to:

Unlimited Unpaid Leave of Absence: When called to active state service, members can take an unlimited unpaid leave of absence.
Reinstatement Rights: Upon the conclusion of their active service, employees are entitled to be reinstated to their previous position or a similar one that offers equivalent pay, seniority, and benefits.
Protection for Disabled Service Members: If an employee sustains a disability during active service and can no longer perform their previous job, they are entitled to a comparable position. To secure reemployment, the employee must request it within 30 days of being cleared for full-time work by a physician (AK Stat. Sec. 26.05.075).
Anti-Discrimination Protections: Employers are prohibited from discriminating against members of the state National Guard or naval militia due to their service (AK Stat. Sec. 26.05.340).

For public employees, additional protections apply. If an employee is summoned to active duty by the governor, they are entitled to five days of leave without loss of pay, time, or efficiency rating. However, this paid leave is capped at 16.5 working days within a 12-month period (Alaska Statutes, section 39.20.340).

Payout

Military leave in Alaska remains unpaid, except for the specific provisions allowing public employees limited paid leave when summoned to active duty by the governor.

Voting Leave in Alaska

In Alaska, employees are entitled to take time off to vote in statewide elections. Under Alaska state law, if an employee does not have sufficient time to vote outside of working hours, they are entitled to up to two hours of paid leave to cast their ballot. This time off is typically granted at the beginning or end of the workday, whichever allows the most convenient scheduling without disrupting the employee’s work obligations.

Employers in Alaska are required to accommodate this voting leave, ensuring that employees have the opportunity to participate in elections. However, if an employee has at least two consecutive hours outside of their work schedule when the polls are open, the employer is not obligated to grant additional time off.

It’s important for both employers and employees to understand their rights and responsibilities regarding voting leave to ensure compliance with state law and to support civic participation. In 2025, Alaska continues to uphold these provisions, recognizing the importance of allowing employees the time they need to vote in elections.

Alaska State Holidays in 2025

In 2025, Alaska law continues to not require private employers to provide employees with paid or unpaid holiday leave. Private employers in Alaska have the discretion to determine whether to offer holiday leave and under what conditions. This means that employers can require employees to work on holidays if needed.

Employers are not obligated to pay a premium, such as 1½ times the regular rate, for holiday work unless the employee qualifies for overtime under applicable overtime laws. If a private employer chooses to offer paid or unpaid holiday leave, they must adhere to their established company policies or the terms of the employment contract.

Alaska officially observes 11 state holidays, and these remain the recognized holidays for the state in 2025.

A list of holidays celebrated in Alaska in 2025:

Holiday

New Year’s Day

Martin Luther King Jr. Day

Presidents’ Day

Seward’s Day

Good Friday

Memorial Day

Independence Day

Labor Day

Alaska Day

Veterans Day

Thanksgiving Day

Christmas Day

Date

Wednesday, January 1, 2025

Monday, January 20, 2025

Monday, February 17, 2025

Monday, March 31, 2025

Friday, April 18, 2025

Monday, May 26, 2025

Friday, July 4, 2025

Monday, September 1, 2025

Saturday, October 18, 2025

Tuesday, November 11, 2025

Thursday, November 27, 2025

Thursday, December 25, 2025

August 27, 2024

Alabama Leave Laws And Holidays 2025

employers and employees in Alabama need to stay informed about Alabama Leave Laws and recognized holidays to ensure compliance and maintain a well-balanced work environment. Utilizing tools like Day Off can help businesses and employees manage time off effectively. While Alabama relies heavily on federal laws like the Family and Medical Leave Act (FMLA) to regulate employee leave, the state also observes unique holidays that reflect its cultural heritage. This article provides a detailed overview of Alabama’s leave laws, including vacation, sick leave, and military leave, as well as a comprehensive list of holidays recognized in Alabama for 2025. Understanding these aspects is crucial for businesses to manage their workforce effectively and for employees to exercise their rights regarding time off.

Paid Time Off (PTO) in Alabama

Leave Quota

In Alabama Leave Laws, Paid Time Off (PTO) policies, including leave quotas, are typically determined by individual employers rather than mandated by state law. Alabama does not have a specific state requirement for the amount of PTO that must be offered to employees. Employers have the discretion to set leave quotas based on their internal policies and agreements with employees. The typical leave quota may vary significantly depending on the industry, the size of the business, and the specific terms outlined in employment contracts.

Accrual

The accrual of PTO in Alabama Leave Laws is also left to the discretion of the employer. Common accrual methods include:

Lump-Sum Accrual: Employees receive a set amount of PTO at the beginning of the year or their employment anniversary.
Pro-Rated Accrual: PTO is accrued incrementally, often on a per-pay-period basis, allowing employees to earn PTO gradually over time.

Employers may set specific accrual rates, such as a certain number of hours per month or per year, and they may have caps on how much PTO can be accrued at any given time.

Rollover

Rollover policies, which determine whether unused PTO can be carried over from one year to the next, are determined by the employer. In Alabama:

Limited Rollover: Some employers may allow a certain amount of unused PTO to roll over to the next year, often with a cap on the maximum amount that can be carried over.
No Rollover: Other employers might have a “use-it-or-lose-it” policy, where any unused PTO is forfeited at the end of the year.
Unlimited Rollover: A few employers may allow all unused PTO to roll over indefinitely, though this is less common.

Payment of Accrued, Unused Vacation on Termination

Alabama Leave Laws does not have a state law that mandates the payment of accrued, unused vacation upon termination. This means that whether or not employees are entitled to receive payment for unused PTO when they leave the company depends on the employer’s policies and the terms outlined in the employment agreement.

Payout Required by Policy: If an employer’s policy or the employment contract stipulates that unused PTO will be paid out upon termination, the employer is legally obligated to follow through with this payment.
No Payout Policy: If there is no policy or the policy specifically states that unused PTO will not be paid upon termination, the employer is not required to provide payment.

Employers should clearly communicate their policies regarding the payout of unused PTO to avoid disputes.

Sick Leave in Alabama

State Laws – Leave Quota

As of 2025, Alabama Leave Laws does not have a state-mandated sick leave law requiring private employers to provide paid or unpaid sick leave to employees. However, local governments or certain municipalities within the state might have their own requirements. It is important for employers to stay updated on any local regulations that might impact their sick leave policies.

Key Points:

No state-mandated requirement for paid sick leave in Alabama.
Employers are not required by state law to offer paid or unpaid sick leave, but they may choose to do so voluntarily.
Employers should review local ordinances and agreements that might impose different requirements.

Federal Laws – Leave Quota

Under federal law, sick leave policies are largely governed by the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons. This includes the employee’s own serious health condition or the need to care for an immediate family member with a serious health condition.

Eligibility:

Employees must have worked for the employer for at least 12 months.
They must have worked at least 1,250 hours over the past 12 months.
The employer must have at least 50 employees within a 75-mile radius.

Key Points:

FMLA provides unpaid, job-protected leave, but it does not require paid sick leave.
Employers may offer paid sick leave in conjunction with or beyond FMLA requirements.

Accruals

In Alabama Leave Laws, since there is no state-mandated sick leave, the accrual of sick leave is typically at the discretion of the employer. Employers who choose to offer sick leave may establish their own accrual policies, which might vary based on the company size, industry, or specific employee agreements.

Common Accrual Practices:

Hourly Accrual: Employees earn sick leave based on the number of hours worked, such as 1 hour of sick leave for every 30 hours worked.
Annual Accrual: Employees are granted a specific number of sick leave days or hours at the beginning of each year.
Capped Accrual: Some employers set a maximum limit on the amount of sick leave an employee can accrue.

Payout

Alabama does not require employers to pay out unused sick leave upon an employee’s termination, resignation, or retirement. However, if an employer has a policy or agreement in place that promises such a payout, they are generally required to honor that agreement.

Key Considerations:

Policy-Driven: Payout policies are determined by the employer’s internal policies or employment agreements.
No Legal Obligation: There is no state requirement for sick leave payout unless it’s stipulated in an employment contract or company policy.

Maternity, Paternity, FMLA in Alabama

Maternity Leave

As of 2025, Alabama does not have a state-specific law that mandates paid maternity leave for employees. However, eligible employees in Alabama are protected under the federal Family and Medical Leave Act (FMLA), which allows for unpaid, job-protected leave for maternity-related reasons.

Key Points:

No State Mandate: Alabama does not require employers to provide paid maternity leave.
Federal FMLA Coverage: Eligible employees can take up to 12 weeks of unpaid leave for the birth of a child and to care for the newborn.

FMLA and Maternity Leave in Alabama

Eligibility: Employees must have worked for their employer for at least 12 months and logged at least 1,250 hours during the 12 months preceding the leave.
Duration: Up to 12 weeks of unpaid, job-protected leave.
Job Protection: The employee is entitled to return to the same or an equivalent position after the leave.
Health Insurance: During FMLA leave, the employer must maintain the employee’s health insurance coverage under the same terms as if the employee were working.

Paternity Leave

Similar to maternity leave, Alabama does not have a state law mandating paternity leave. However, under the FMLA, eligible employees (including fathers) are entitled to take unpaid, job-protected leave for the birth of their child or to care for their newborn.

Key Points:

No State Mandate: There is no state-mandated paternity leave in Alabama.
FMLA Coverage: Fathers can use FMLA leave for paternity purposes.

FMLA and Paternity Leave in Alabama

Eligibility: The same eligibility requirements apply for paternity leave under the FMLA as for maternity leave.
Duration: Up to 12 weeks of unpaid leave.
Job Protection: Employees are entitled to return to their job or an equivalent position after their leave ends.
Flexibility: FMLA leave can be taken intermittently or on a reduced schedule with employer approval.

Family and Medical Leave

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees in Alabama with the right to take unpaid, job-protected leave for specific family and medical reasons, including maternity and paternity leave.

Key Features of FMLA:

Eligibility Criteria: Employees must have worked for their employer for at least 12 months and logged at least 1,250 hours in the past 12 months. The employer must have at least 50 employees within a 75-mile radius.
Leave Duration: Up to 12 weeks of unpaid leave in a 12-month period.
Covered Reasons:
- The birth and care of a newborn child.
- The placement of a child for adoption or foster care.
- To care for an immediate family member (spouse, child, or parent) with a serious health condition.
- For the employee’s own serious health condition that makes them unable to perform the essential functions of their job.
Job Protection: Employees are entitled to return to the same or an equivalent position after their leave ends.
Health Insurance Continuation: Employers must maintain group health insurance coverage under the same terms as if the employee continued working.

Bereavement Leave in Alabama

As of 2025, Alabama does not have a state law that mandates bereavement leave for employees. Bereavement leave refers to the time off that an employee may take following the death of a close family member. Since there is no state requirement, whether or not an employer provides bereavement leave, paid or unpaid, is typically determined by the employer’s policies or individual employment contracts.

Key Points:

No State Mandate: Alabama does not require employers to provide bereavement leave, either paid or unpaid.
Employer Discretion: Employers in Alabama have the flexibility to create their own policies regarding bereavement leave. These policies may vary widely between different employers and industries.
Common Practices:
- Some employers offer a set number of days (typically 3 to 5) of paid bereavement leave for the death of an immediate family member, such as a spouse, child, parent, or sibling.
- Other employers may provide unpaid leave or allow employees to use accrued paid time off (PTO) or vacation days for bereavement purposes.
- Policies might also differ depending on the relationship to the deceased, with different amounts of leave granted for immediate family members versus extended family or close friends.

Jury Duty Leave in Alabama

Jury Duty Leave in 2025 is an important provision that ensures employees can fulfill their civic duties without fear of losing their jobs. Under Alabama law, employers are required to grant leave to employees who are summoned for jury duty, allowing them to participate in the legal process. This leave is generally unpaid, but employees are protected from being terminated or facing any form of retaliation due to their absence for jury service. Employers may not require employees to use their vacation or other paid leave for this purpose. By mandating Jury Duty Leave, Alabama upholds the principle that serving on a jury is a critical civic responsibility that should be accessible to all eligible citizens without jeopardizing their employment.

Military Leave in Alabama

Federal Law

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), federal law ensures that employees who are members of the military reserves, National Guard, or other uniformed services are entitled to take leave for military duties. USERRA mandates that employers must provide job protection, maintain benefits, and reinstate employees to their previous positions or equivalent roles upon their return from service. Additionally, USERRA prohibits discrimination against employees based on their military service.

state law

Alabama state law complements federal protections by ensuring that members of the Alabama National Guard and other state military forces are granted leave from their civilian employment to perform military duties. State law typically aligns with USERRA but may provide additional protections or extend coverage to certain state-specific military duties. Alabama law also mandates that state employees receive up to 168 hours (21 days) of paid military leave per calendar year when engaged in military training or duty.

Federal vs. State Law

While both federal and state laws provide robust protections for military service members, they differ in certain aspects. USERRA applies broadly to all employers, both public and private, and covers all types of military service. On the other hand, Alabama’s state law specifically benefits public employees, offering them paid leave for military duties, which is not mandated by federal law. In cases where both federal and state laws apply, the law that provides the greater benefit to the employee takes precedence. For instance, a public employee in Alabama might be entitled to paid leave under state law, whereas a private sector employee would rely primarily on the unpaid leave protections offered by USERRA.

Payout

under Alabama state law, public employees who are on military leave for training or active duty are entitled to their regular pay for up to 168 hours annually. This paid leave ensures that employees do not suffer financially while fulfilling their military obligations. In contrast, federal law under USERRA does not require employers to pay employees during their military leave, but it does ensure that employees can return to their jobs with their seniority, status, and pay intact. Thus, in Alabama, public employees benefit from paid military leave, while private employees are more likely to have unpaid leave, with their job security protected under federal law.

Voting Leave In Alabama

Voting Leave in 2025 is designed to ensure that employees have the opportunity to participate in the democratic process without sacrificing their employment. Alabama law provides that employees who do not have three consecutive hours of non-working time while the polls are open may be entitled to up to one hour of paid leave to vote. This time off must be requested in advance, and the employer has the discretion to specify the time during which the employee may leave to vote. This provision is crucial in promoting voter participation and ensuring that all eligible citizens can exercise their right to vote, regardless of their work schedule. However, this leave is typically not granted if the employee has sufficient time outside of working hours to vote.

Payout

Voting leave is unpaid in Alabama.

Alabama State Holidays in 2025

Alabama will observe a variety of state holidays, providing residents with opportunities to celebrate significant historical events, cultural traditions, and national observances.

Holiday

New Year’s Day

Robert E. Lee/Martin Luther King Jr. Birthday

George Washington/Thomas Jefferson Birthday

Confederate Memorial Day

Memorial Day

Jefferson Davis’ Birthday

Independence Day

Labor Day

Columbus /Fraternal /American Indian Heritage Day

Veterans Day

Thanksgiving Day

Christmas Day

Date

Wednesday, January 1

Monday, January 20

Monday, February 17

Monday, April 28

Monday, May 26

Monday, June 2

Friday, July 4

Monday, September 1

Monday, October 13

Tuesday, November 11

Thursday, November 27

Thursday, December 25

August 26, 2024

North Dakota Leave Laws And Holidays

Understanding Paid Time Off (PTO) and leave policies can be confusing, especially since rules vary by state. In North Dakota leave laws, there aren’t strict state requirements for vacation, sick leave, or other time off, but there are important guidelines and federal laws to consider. This article breaks down the key points of North Dakota Leave Laws, including PTO, vacation accruals, sick leave, maternity and paternity leave, bereavement leave, and jury duty leave. Whether you’re an employer setting up policies or an employee wanting to know your rights, this guide, along with tools like Day Off, will help you understand the basics of time off in North Dakota.

Paid Time Off (PTO) in North Dakota

Vacation Leave Quota

North Dakota does not have a legal requirement for vacation leave.

In North Dakota, there is no mandate for private employers to offer paid or unpaid vacation leave. However, should an employer choose to provide vacation time, they must adhere to applicable state laws, company policies, and employment contracts.

Accruals

Vacation accrual is not mandatory in North Dakota, though it is a common practice.

Employers in North Dakota have the flexibility to establish their own vacation accrual systems, which can be based on various increments such as daily, weekly, bi-weekly, semi-monthly, or monthly, often aligned with pay periods. Monthly pay periods are the most common in the state.

Employers also have the option to cap the amount of vacation time an employee can accumulate.

Roll Over (Carry Over, Brought Forward)

Use-It-or-Lose-It policies are permitted.

Employers in North Dakota are allowed to implement a “use-it-or-lose-it” policy, where employees must use their vacation time by a certain date—often the end of the year—or forfeit it. While this policy is legal, employers must ensure that employees are well-informed and given sufficient opportunity to take their vacation.

Statutory Provisions Addressing Vacation Pay

PTO is treated as wages in North Dakota.

When an employer offers PTO, it is considered part of the employee’s wages. This includes various types of leave such as annual leave, personal days, and earned time off, among other benefits that compensate employees for their vacation time.

Payment of Accrued, Unused Vacation on Termination

Accrued PTO must be paid out upon termination, with some exceptions.

Employers are generally required to pay out any accrued PTO at the regular rate of pay when an employee leaves. However, exceptions exist if an employer clearly communicated at the start of employment that accrued PTO may not be paid under certain conditions, such as if the employee resigns without giving at least five days’ notice, or if the employee has worked for less than one year.

Sick Leave in North Dakota

Federal Laws – Leave Quota

Federal law provides 12 weeks of unpaid sick leave.

Under the Family and Medical Leave Act (FMLA), eligible employees in North Dakota, like those in other states, are entitled to 12 weeks of unpaid, job-protected leave for certain medical and family reasons. Eligibility requires that the employee has worked for the employer for at least 12 months, putting in at least 25 hours per week, or 1,250 hours over the past year, at a location with 50 or more employees within a 75-mile radius.

The FMLA allows leave for personal medical issues, caring for a seriously ill family member, or for the birth or adoption of a child.

Employers may offer additional sick leave benefits beyond what is federally required.

North Dakota State Laws

No state-mandated sick leave.

North Dakota does not have additional state laws requiring employers to provide sick leave, whether paid or unpaid. If an employer does offer sick leave, they must follow their own established policies or employment agreements.

Payout

Sick leave in North Dakota is typically unpaid.

Maternity, Paternity, and FMLA in North Dakota

Federal Law

The FMLA provides 12 weeks of unpaid maternity or paternity leave.

Under the FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for family or medical reasons, including maternity and paternity leave. This leave must typically be taken continuously unless the employer allows otherwise. The Pregnancy Discrimination Act (PDA) is another federal law that protects pregnant employees from discrimination in all employment aspects, including hiring, firing, pay, job assignments, and leave.

Additional State Laws in North Dakota

North Dakota does not have additional laws governing maternity or paternity leave.

The North Dakota Human Rights Act prohibits employment discrimination based on various factors, including pregnancy. It requires that pregnancy be treated similarly to other temporary disabilities concerning leave and job reinstatement.

Payout

Maternity and paternity leave in North Dakota are unpaid.

Bereavement Leave in North Dakota (Funeral Leave)

Employers are not obligated to provide bereavement leave.

There is no legal requirement in North Dakota for employers to offer paid or unpaid bereavement leave. However, many employers do provide at least two days of bereavement leave. If an employer offers bereavement leave, they must adhere to their established policies or practices.

Payout

Bereavement leave in North Dakota is generally unpaid.

Jury Duty Leave in North Dakota

Employers must allow unpaid time off for jury duty or witness service.

Employers are required to provide unpaid, job-protected leave to employees for jury duty or witness service. Employees may need to present their jury summons to their employer within a reasonable timeframe to be granted the necessary leave. Employers cannot penalize employees for serving on a jury.

Payout

Employers in North Dakota are not required to pay employees for jury duty leave, though employees who serve as jurors receive $25.00 per day from the court.

Military Leave in North Dakota

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) applies to all employers in the U.S., including those in North Dakota.

USERRA protects employees called to active duty in the U.S. military, including reinstatement rights, protection from discrimination, continuation of health care benefits for up to 24 months, and up to 5 years of unpaid leave for military service.

North Dakota State Law

North Dakota does not have additional military leave protections beyond USERRA. Only members of the National Guard or Civil Air Patrol are guaranteed job security under state law.

Payout

Military leave in North Dakota is unpaid.

Voting Leave in North Dakota

Employers are encouraged, but not required, to allow time off for voting.

North Dakota law encourages employers to create programs allowing employees time off to vote if their work schedule conflicts with polling hours. However, this is not mandatory, and employees do not have a guaranteed right to time off for voting.

Payout

Voting leave in North Dakota is unpaid.

North Dakota State Holidays in 2024

Private employers are not required to provide holiday leave.

North Dakota law does not require private employers to provide paid or unpaid leave for state holidays. Employers can require employees to work on holidays. However, many employers in North Dakota do offer paid holidays. The state officially observes 11 holidays.

August 25, 2024

North Carolina Leave Laws And Holidays

Understanding your rights under North Carolina Leave Laws is important for both employees and employers. Whether it’s about vacation time, sick leave, or other absences, knowing the rules can help you avoid confusion and make better decisions. This guide explains the basics of PTO in North Carolina leave laws, how vacation time is earned, the rules around sick leave, and what to expect for jury duty, military service, and more. We’ll also highlight how tools like the Day Off app can help you manage and track your time off more effectively. By the end, you’ll have a clear picture of how PTO works in North Carolina and what you need to know under state and federal laws.

Paid Time Off (PTO) in North Carolina

Vacation Leave Quota

In North Carolina, there is no legal requirement for employers to provide vacation days, whether paid or unpaid. However, it is common practice in the private sector for employees to receive about 10 days of paid vacation after completing one year of service. The specifics of paid time off (PTO) can vary based on factors like industry, location, and the employee’s tenure with the company.

If employers choose to offer vacation leave, they must ensure it aligns with state law, company policy, and any employment contracts.

Accrual

While North Carolina does not mandate an accrual system for vacation days, many companies opt to implement one. Employers can design their own systems for accruing vacation time, whether it be daily, weekly, semi-monthly, or monthly increments, typically based on the pay period. Although North Carolina does not have a mandatory payday requirement, pay periods can range from daily to monthly. Employers may also set a cap on the amount of vacation time employees can accumulate, but employees must be informed of such policies in writing.

Roll Over (Carry Over, Brought Forward)

North Carolina allows “use-it-or-lose-it” vacation policies. These policies require employees to forfeit unused vacation time after a specified period, such as the end of the year. For such policies to be valid, employees must be informed in writing. If they are not notified, they cannot lose accrued vacation time.

Statutory Provisions Addressing Vacation Pay

While employers are not required to offer vacation pay, those who do must adhere to the terms outlined in their vacation policy. This policy should cover how vacation is earned or accrued, the possibility of rolling over unused vacation time, the conditions under which vacation leave must be taken, and the circumstances under which employees might lose their vacation pay upon termination. It should also specify whether vacation pay can be substituted for time off.

Payment of Accrued, Unused Vacation on Termination

Whether an employee is entitled to payment for accrued, unused vacation upon termination depends on the employer’s policy or employment contract. Employers can establish policies that deny payment of accumulated vacation time under certain conditions, such as failing to provide a two-week notice or not being employed on a specific date. However, these conditions must be clearly communicated to employees in advance. If the company policy or contract specifies that vacation pay will be paid upon termination, the employer is obligated to do so. If no such policy exists, the employer must still pay out any accrued vacation time to the departing employee.

Sick Leave in North Carolina

Federal Law – Leave Quota

Federal law mandates 12 weeks of unpaid, job-protected sick leave under the Family and Medical Leave Act (FMLA), which applies to North Carolina as it does in other states. To qualify for FMLA benefits, employees must have been employed for at least 12 months and have worked at least 1,250 hours in the previous year. They must also work at a location where the company employs at least 50 people within a 75-mile radius. The FMLA allows eligible employees to take up to 12 weeks off for personal medical reasons, to care for a close family member with a serious illness, or for maternity or paternity leave. Employers may offer additional sick leave benefits beyond the federal requirements.

North Carolina State Laws

There are no additional state laws in North Carolina that require employers to provide paid or unpaid sick leave beyond the federal FMLA requirements. However, if an employer decides to offer sick leave benefits, they must adhere to the terms outlined in the employment contract or employee handbook, which could create a legal obligation to provide such benefits.

Payout
Sick leave in North Carolina is unpaid.

Maternity, Paternity, FMLA in North Carolina

Federal Law

Under the FMLA, eligible employees are entitled to 12 weeks of unpaid, job-protected leave for maternity or paternity reasons. The Pregnancy Discrimination Act (PDA) further protects pregnant employees from discrimination in all areas of employment, including hiring, firing, pay, job assignments, promotions, and leave.

Additional State Laws in North Carolina

North Carolina does not have additional laws regarding maternity or paternity leave beyond what is provided by the FMLA and PDA. The state does, however, allow parents or guardians up to four hours of unpaid leave under the Small Necessities Law (also known as Parental Involvement Leave) to attend their child’s school-related activities.

Payout
Maternity and paternity leave in North Carolina are unpaid.

Bereavement Leave in North Carolina (Funeral Leave)

North Carolina does not require employers to provide bereavement leave, whether paid or unpaid. However, many employers offer at least two days of leave for this purpose. If an employer provides bereavement leave, they must follow their established bereavement policy.

Payout
Bereavement leave in North Carolina is typically unpaid.

Jury Duty Leave in North Carolina

Employers in North Carolina must provide unpaid time off for employees who are summoned for jury duty. Employees must inform their employers within a reasonable period of time after receiving a jury summons to be granted leave. Employers are prohibited from firing, threatening, penalizing, or punishing employees for fulfilling their jury duty obligations.

Payout
Employers are not required to pay employees for time spent on jury duty. However, some employers choose to compensate their employees for this civic duty. Jurors in North Carolina receive $12.00 per day from the court, although this amount is considered minimal.

Military Leave in North Carolina

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that applies to all U.S. employers. It protects employees who are called to active duty, including those in the U.S. Armed Forces, Reserves, and National Guard. USERRA provides reinstatement rights, protection from discrimination, and up to five years of unpaid leave for military service. It also ensures that employees can continue their group health care benefits for up to 24 months during their leave.

North Carolina State Law

In addition to USERRA, North Carolina provides unpaid leave to members of the National Guard activated by the state governor. Employers must reinstate employees returning from active duty to their former job or a similar one with equivalent seniority, status, and salary. For active duty lasting less than 30 days, employees must apply to return to work within five days. For longer service, they must apply within 14 days.

Payout
Military leave in North Carolina is generally unpaid. Employers are not required to provide paid leave for military service, but USERRA requires that military leave be treated comparably to other types of leave.

Voting Leave in North Carolina

North Carolina does not have a law requiring employers to provide time off for voting. If an employer chooses to allow employees time to vote, they may decide whether or not to compensate them for it.

Payout
Voting leave is unpaid in North Carolina.

North Carolina State Holidays for 2024

North Carolina law does not require private employers to provide paid or unpaid leave for holidays. However, most employers offer at least seven paid holidays. There is no legal obligation for employers to offer holiday pay, and employees are not entitled to premium pay for working on holidays unless eligible for overtime pay.

North Carolina officially observes 12 state holidays.

August 22, 2024

Federal Holidays 2025: United States Calendar

Federal holidays 2025 in the United States are specific days designated by the government where federal employees receive a day off, and many private-sector employees are also granted time off or receive holiday pay. These holidays alongside effective leave management, reflect the nation’s history, culture, and values, offering a time for citizens to pause and celebrate or reflect on significant events and people. In 2025, there are eleven federal holidays, each with its own importance.

List of Federal Holidays 2025

1. New Year’s Day – Wednesday, January 1, 2025

New Year’s Day marks the first day of the year according to the Gregorian calendar. It is a time for new beginnings, resolutions, and reflecting on the past year. Many people celebrate with fireworks, parties, and by watching the traditional ball drop in Times Square, New York.

2. Martin Luther King Jr. Day – Monday, January 20, 2025

Celebrated on the third Monday of January, this holiday honors Dr. Martin Luther King Jr., a leader of the Civil Rights Movement who advocated for nonviolent activism against racial discrimination. The day is dedicated to remembering his contributions and promoting civil rights and equality.

3. Presidents’ Day – Monday, February 17, 2025

Presidents’ Day, originally established to honor George Washington’s birthday, is now recognized as a day to celebrate all U.S. presidents, particularly Washington and Abraham Lincoln. It is observed on the third Monday in February and is often associated with sales and events reflecting American patriotism.

4. Memorial Day – Monday, May 26, 2025

Memorial Day is observed on the last Monday of May to honor the men and women who have died in military service to the United States. It is a day of remembrance, often marked by parades, ceremonies, and visits to cemeteries and memorials.

5. Juneteenth National Independence Day – Thursday, June 19, 2025

Juneteenth commemorates the emancipation of enslaved African Americans in the United States. The holiday marks June 19, 1865, when Union soldiers brought news of freedom to enslaved people in Galveston, Texas. Juneteenth became a federal holiday in 2021 and is a day to celebrate African American culture and progress toward equality.

6. Independence Day – Friday, July 4, 2025

Independence Day, commonly known as the Fourth of July, celebrates the adoption of the Declaration of Independence in 1776. This day is marked by fireworks, parades, barbecues, and various public and private events celebrating American freedom and patriotism.

7. Labor Day – Monday, September 1, 2025

Labor Day is observed on the first Monday in September and honors the contributions of American workers. It marks the unofficial end of summer and is often celebrated with picnics, parades, and various outdoor activities.

8. Columbus Day – Monday, October 13, 2025

Columbus Day commemorates the arrival of Christopher Columbus in the Americas on October 12, 1492. It is a day of mixed sentiments, celebrated by some as a recognition of Italian-American heritage and Columbus’s contributions, while others observe Indigenous Peoples’ Day to honor the history and cultures of Native American peoples.

9. Veterans Day – Tuesday, November 11, 2025

Veterans Day honors all military veterans who have served in the United States Armed Forces. It is observed on November 11, the anniversary of the armistice that ended World War I. The day is marked by ceremonies, parades, and various events to recognize the service and sacrifices of veterans.

10. Thanksgiving Day – Thursday, November 27, 2025

Thanksgiving Day is celebrated on the fourth Thursday of November and is a time for Americans to gather with family and friends to give thanks for the harvest and blessings of the past year. The day is traditionally associated with feasting, including turkey, stuffing, and various side dishes, as well as parades and football games.

11. Christmas Day – Thursday, December 25, 2025

Christmas Day celebrates the birth of Jesus Christ and is widely observed as a cultural holiday, marked by gift-giving, festive decorations, and religious services. It is a time for family gatherings and sharing in the joy of the holiday season.

Impact of Federal Holidays 2025 on Work

Federal holidays in the United States play a significant role in shaping the work environment, affecting both public and private sector operations. These holidays are recognized nationwide and provide a range of implications for businesses, employees, and the overall economy.

1. Paid Time Off and Compensation

For federal employees, these holidays mean a guaranteed paid day off, offering a break from their regular work schedules. In the private sector, many companies also provide paid time off (PTO) on federal holidays, although this is not mandated by law. Employers may provide additional compensation, such as time-and-a-half pay, to employees who are required to work on these days, especially in industries like retail, healthcare, and emergency services.

2. Impact on Business Operations

On federal holidays 2025, government offices, banks, and schools typically close, which can impact business operations that rely on these services. For instance, financial transactions may be delayed due to bank closures, and companies that do business with government agencies might experience slower responses or processing times. Additionally, holidays like Labor Day and Thanksgiving often see a reduction in overall business activity as employees take time off, leading some businesses to close or operate on reduced hours.

3. Workplace Productivity and Morale

Federal holidays 2025 can have a positive impact on workplace morale, offering employees a much-needed break to recharge. This time off can help prevent burnout and improve productivity when employees return to work. Moreover, holidays like Independence Day and Christmas, which are widely celebrated, often foster a sense of unity and shared purpose among employees, enhancing workplace culture.

4. Holiday Scheduling and Planning

Businesses must plan ahead to accommodate federal holidays, particularly in terms of staffing and deadlines. Companies often need to adjust schedules to ensure essential functions are covered while still allowing employees to enjoy their time off. This planning might include arranging shifts, notifying clients of altered business hours, and managing workload to avoid any disruptions in service.

5. Retail and Hospitality Sector

For businesses in the retail and hospitality sectors, federal holidays can be among the busiest times of the year. Holidays such as Black Friday (following Thanksgiving) and the Christmas shopping season see a surge in consumer activity, leading businesses to hire additional staff and offer promotions to attract customers. While these sectors experience increased demand, employees may be required to work during these peak times, often receiving holiday pay as an incentive.

6. Legal Compliance

Employers must be aware of the legal requirements related to federal holidays, particularly in states where specific labor laws mandate holiday pay or provide guidelines on how holidays should be observed. Compliance with these laws is crucial to avoid potential disputes or penalties.

Public and Private Sector

Federal holidays 2025 in the United States are officially recognized days when federal employees receive paid time off. These holidays also significantly impact the private sector, but how they are observed can vary depending on the employer.

Public Sector:

Time Off: In the public sector, federal employees receive a guaranteed paid day off on federal holidays. Government offices, including federal agencies, courts, and public schools, are typically closed on these days.

Private Sector:

Time Off: In the private sector, there is no legal requirement for employers to give employees paid time off on federal holidays, although many do. Some companies may close entirely, while others remain open and offer additional compensation, such as time-and-a-half pay, to employees who work on these holidays.
Variability: The observance of federal holidays in the private sector can vary widely by industry, company policy, and state law. For example, essential services like healthcare, retail, and hospitality often remain operational, and employees might be required to work, sometimes with extra pay.

FAQ on Federal Holidays 2025 in the United States

1. What happens if a federal holiday falls on a weekend?

If a federal holiday falls on a Saturday, it is usually observed on the preceding Friday. If it falls on a Sunday, it is observed on the following Monday. This allows employees to still receive a day off, even if the holiday itself is on a weekend.

2. Are federal holidays the same across all states?

Yes, federal holidays are recognized nationwide, meaning they are observed across all states. However, individual states may also recognize additional holidays that are specific to their region or culture, which are not considered federal holidays.

3. Do all employees receive time off on federal holidays?

Not all employees are guaranteed time off on federal holidays. While federal employees automatically receive paid time off, private-sector employers are not legally required to provide paid holidays. However, many private companies choose to offer paid time off or holiday pay as a benefit to their employees.

4. How do federal holidays affect deadlines for federal services?

Federal holidays can extend deadlines for various federal services. For instance, if a tax filing deadline falls on a federal holiday, the deadline is typically extended to the next business day. This applies to other deadlines related to federal services as well.

5. Are federal holidays considered in calculating overtime pay?

In general, federal holidays are not automatically counted towards overtime unless the employee works on the holiday itself. If an employee works on a federal holiday, they may be entitled to holiday pay or overtime pay, depending on their employer’s policies and state laws.

6. Can employers require employees to work on federal holidays?

Yes, employers in the private sector can require employees to work on federal holidays, unless there is a specific contract or agreement that states otherwise. In such cases, employees may receive additional compensation, such as time-and-a-half or double-time pay, depending on the employer’s policies.

7. How are federal holidays different from state holidays?

Federal holidays are recognized by the federal government and apply to federal employees and institutions across the country. State holidays, on the other hand, are specific to individual states and may not be recognized nationwide. Some state holidays might also overlap with federal holidays.

8. What is the significance of federal holidays for businesses that operate internationally?

For businesses that operate internationally, federal holidays in the U.S. can impact communication and operations. International partners need to be aware that U.S.-based companies may have reduced hours or be closed entirely on these days, which can affect business transactions, shipping, and customer support.

9. How do federal holidays affect the stock market?

The U.S. stock markets (NYSE, NASDAQ) typically close on federal holidays. In cases where a holiday falls on a weekend, the markets observe the holiday on the nearest weekday. This can affect trading schedules, with no market activity on these days, which investors and traders need to plan around.

10. Are federal contractors entitled to paid holidays?

Federal contractors are not automatically entitled to paid holidays unless specified in their contract. The terms of paid time off for holidays are usually negotiated in the contract between the federal agency and the contractor. It’s important for contractors to review their agreements to understand their entitlements.

11. Do federal holidays affect Social Security and other benefit payments?

Federal holidays can delay the processing and delivery of Social Security and other benefit payments if the scheduled payment date falls on a holiday. Typically, the payment is issued on the nearest business day before the holiday to avoid delays.

12. How do federal holidays impact travel in the United States?

Federal holidays often lead to increased travel as many Americans take advantage of the long weekends. This can result in higher demand for flights, hotels, and rental cars, often driving up prices. Airports and highways also tend to be busier, potentially leading to delays and longer travel times.

13. Can an employee refuse to work on a federal holiday?

In the private sector, whether an employee can refuse to work on a federal holiday depends on their employment contract and company policies. Some employers may have specific policies allowing employees to request these days off, but generally, if scheduled to work, the employee is expected to fulfill their duties unless they negotiate time off.

14. Do federal holidays impact postal services?

Yes, the United States Postal Service (USPS) does not deliver mail on federal holidays, with the exception of specific express services. Post offices are also closed on these days, which may delay mail and package deliveries.

15. How do federal holidays influence school schedules?

Public schools across the U.S. generally close on federal holidays, allowing students and staff to observe the day. These closures are factored into the academic calendar, and in some cases, additional breaks or events might be scheduled around these holidays.

16. Are there any federal holidays that specifically honor Indigenous peoples?

While Columbus Day is a federal holiday, it is increasingly recognized as Indigenous Peoples’ Day in many states and cities. This day honors the history, culture, and contributions of Native American peoples, acknowledging the impact of colonization.

17. Do all government agencies close on federal holidays?

Most federal government offices close on federal holidays, but essential services, such as law enforcement, fire departments, and emergency medical services, continue to operate. Additionally, some federal services, such as national parks, may remain open, albeit with reduced staffing.

18. Are federal holidays the same every year?

The specific dates for federal holidays vary slightly each year, especially for those observed on a specific day of the week (e.g., the third Monday in January for Martin Luther King Jr. Day). However, the set of holidays remains consistent from year to year.

19. How do federal holidays affect jury duty?

If you are scheduled for jury duty on a federal holiday, the court will typically reschedule your service for the next available business day. Jurors are not required to report on federal holidays.

20. Are there any religious observances included in federal holidays?

Christmas Day is the only federal holiday that is religious in origin, marking the celebration of the birth of Jesus Christ. However, it is widely observed as a cultural holiday as well, regardless of religious affiliation.

Conclusion

Federal holidays 2025 in the United States serve as important moments for reflection, celebration, and rest. They play a crucial role in shaping the work environment, offering federal employees guaranteed time off while influencing private sector practices in various ways. While public sector employees uniformly receive these days off, the private sector’s observance can vary, often influenced by industry, company policies, and state regulations.

Understanding the implications of federal holidays from workplace productivity to legal compliance helps both employers and employees navigate these important days effectively. Whether it’s honoring historical figures like Martin Luther King Jr. or celebrating national pride on Independence Day, federal holidays remain integral to American cultural and work life.

August 21, 2024

Long Weekends in 2025 For USA

Long weekends in 2025 are precious opportunities to recharge and enjoy a break from the daily grind without dipping too much into your vacation days. Leave management plays a crucial role in ensuring you can maximize these breaks. In 2025, the calendar offers numerous chances to extend your weekends, whether for a quick getaway or some much-needed relaxation. However, making the most of these long weekends often requires careful planning, particularly when it comes to arranging time off from work. This guide will help you understand how to navigate time-off requests and strategies to ensure you can enjoy those extra days.

Understanding Your Company’s Leave Policy

Before requesting time off, it’s crucial to understand your company’s leave policy. This includes:

Paid Time Off (PTO) Policy: Determine how much paid time off you’re entitled to and how it accrues throughout the year. Some companies have flexible PTO policies, while others might have more rigid guidelines.
Blackout Dates: Be aware of any blackout dates—periods during which your company might restrict time-off requests due to high business demand. Knowing these in advance helps avoid conflicts.
Approval Process: Understand the procedure for requesting time off, including who needs to approve your request and how far in advance you should submit it.
Carryover Rules: If your company allows unused vacation days to be carried over into the next year, consider using these to extend long weekends in 2025.

Long Weekends in 2025: A Month-by-Month Breakdown

Let’s delve into the key long weekends of 2025, providing you with ample time to plan your getaways.

January

1. New Year’s Day (Wednesday, January 1)

- Suggested Days Off: Thursday, January 2, and Friday, January 3
- Long Weekend: Wednesday, January 1 – Sunday, January 5
- Plan: Start 2025 on the right foot with a five-day break by taking just two additional days off. This extended weekend is perfect for recovering from New Year’s Eve festivities or setting intentions for the year ahead. Consider a winter retreat to a cozy cabin, a skiing trip, or a quiet stay at home to rest and rejuvenate.

2. Martin Luther King Jr. Day (Monday, January 20)

- Long Weekend: Saturday, January 18 – Monday, January 20
- Plan: Honor Martin Luther King Jr.’s legacy with a long weekend dedicated to reflection, community service, or a brief winter getaway. This is a great time to volunteer or participate in events commemorating civil rights while also enjoying a few days of relaxation.

February

1. Presidents’ Day (Monday, February 17)

Long Weekend: Saturday, February 15 – Monday, February 17
Plan: Presidents’ Day weekend is a winter staple in the United States, often associated with ski trips, mountain retreats, and winter sports. If you’re not a fan of the cold, consider a cultural trip to Washington, D.C., to visit historical landmarks and museums, or take a short vacation to a warmer destination.

March

1. St. Patrick’s Day (Monday, March 17)

Long Weekend: Saturday, March 15 – Monday, March 17
Plan: While St. Patrick’s Day isn’t a federal holiday, the Monday placement creates an ideal long weekend for those who celebrate. Consider visiting cities with large Irish communities, like Boston, New York, or Chicago, where parades and festivities are in full swing. Alternatively, use this weekend as an excuse for a short spring break getaway.

April

1. Good Friday and Easter (Friday, April 18 – Sunday, April 20)

- Long Weekend: Friday, April 18 – Monday, April 21 (Easter Monday)
- Plan: Easter weekend provides an opportunity for family gatherings, religious observances, or a spring getaway. If you have Easter Monday off, you can enjoy a four-day weekend perfect for a trip to a countryside retreat or a visit to a city known for its Easter celebrations, such as Rome or Seville.

2. Earth Day (Tuesday, April 22)

- Suggested Days Off: Monday, April 21
- Long Weekend: Saturday, April 19 – Tuesday, April 22
- Plan: Celebrate Earth Day with a long weekend dedicated to nature. Take this opportunity to visit national parks, participate in conservation activities, or simply spend time outdoors appreciating the beauty of the planet.

May

1. Memorial Day (Monday, May 26)

Long Weekend: Saturday, May 24 – Monday, May 26
Plan: Memorial Day weekend marks the unofficial start of summer in the United States. This is a prime time for a beach getaway, a lakeside retreat, or a road trip to a favorite summer destination. Barbecues, outdoor concerts, and family gatherings are also popular ways to spend this extended weekend.

June

1. Juneteenth (Thursday, June 19)

Suggested Days Off: Friday, June 20
Long Weekend: Thursday, June 19 – Sunday, June 22
Plan: Juneteenth, now a federal holiday, celebrates the emancipation of enslaved African Americans. This long weekend is perfect for attending cultural events, exploring African American history, or simply enjoying a summer break. Consider visiting historical sites or participating in local festivals.

July

1. Independence Day (Friday, July 4)

Long Weekend: Friday, July 4 – Sunday, July 6
Plan: Independence Day falling on a Friday in 2025 offers a classic three-day summer weekend. Celebrate with fireworks, parades, and outdoor activities. Whether you’re planning a beach vacation, a camping trip, or a neighborhood barbecue, this long weekend is ideal for enjoying the height of summer.

August

1. Labor Day (Monday, September 1)

Long Weekend: Saturday, August 30 – Monday, September 1
Plan: As the unofficial end of summer, Labor Day weekend is a chance for one last summer getaway. Many people take advantage of this weekend for beach trips, mountain retreats, or simply relaxing at home before the fall season begins. It’s also a great time for back-to-school shopping or preparing for the upcoming busy months.

October

1. Columbus Day (Monday, October 13)

Long Weekend: Saturday, October 11 – Monday, October 13
Plan: Columbus Day is a perfect time for a fall getaway, especially to regions where autumn foliage is at its peak. New England, the Appalachian Mountains, and the Great Smoky Mountains are all excellent destinations for leaf-peeping and enjoying the crisp fall air. For those who prefer city trips, many places offer fall festivals and cultural events during this time.

November

1. Veterans Day (Tuesday, November 11)

- Suggested Days Off: Monday, November 10
- Long Weekend: Saturday, November 8 – Tuesday, November 11
- Plan: Extend your weekend by taking Monday off for a four-day break. Use this time to honor veterans by visiting memorials, participating in parades, or spending quality time with family and friends. The cool autumn weather also makes this a great time for hiking or outdoor activities.

2. Thanksgiving (Thursday, November 27)

- Long Weekend: Thursday, November 27 – Sunday, November 30
- Plan: Thanksgiving is one of the most anticipated long weekends of the year. It’s the perfect time for family gatherings, feasting, and reflecting on what you’re grateful for. Consider extending your break by adding a day or two off before or after Thanksgiving, turning it into a five-day holiday for more travel flexibility. Popular activities include holiday shopping on Black Friday, visiting relatives, or taking a short vacation.

December

1. Christmas (Thursday, December 25)

- Suggested Days Off: Friday, December 26
- Long Weekend: Thursday, December 25 – Sunday, December 28
- Plan: Christmas falling on a Thursday provides a natural long weekend. By taking off the following Friday, you can enjoy a four-day break to spend with family, engage in festive activities, or simply relax. Whether you’re staying at home or traveling to be with loved ones, this time is perfect for celebrating the holiday season.

2. New Year’s Eve (Wednesday, December 31)

- Suggested Days Off: Thursday, January 1, and Friday, January 2 (2026)
- Long Weekend: Wednesday, December 31 – Sunday, January 4 (2026)
- Plan: Ring in the New Year with a long weekend by taking off the first two days of 2026. This extended break is ideal for reflecting on the past year, setting goals for the new one, and celebrating with friends and family. Consider traveling to a destination known for its New Year’s Eve festivities, such as New York City, Sydney, or Tokyo.

Strategizing Your Time-Off Requests

Successfully arranging time off requires more than just submitting a request. Here’s how to strategize effectively:

Plan Early: The sooner you plan your long weekends, the better your chances of getting the time off approved. Popular holidays and long weekends, such as Memorial Day or Thanksgiving, are often in high demand. Aim to submit your requests several months in advance to increase your likelihood of approval.
Coordinate with Colleagues: If you work in a team, coordinate with your colleagues to ensure there’s adequate coverage while you’re away. Offering to cover for a colleague during their time off can also help build goodwill, making it easier for you to request time off in return.
Prioritize Critical Projects: Before submitting your request, ensure that any critical tasks or projects are on track or that you’ve delegated responsibilities. This shows your manager that you’re committed to maintaining productivity even when you’re away.
Be Flexible: If possible, be flexible with your dates. If your initial request is denied, having alternative dates in mind can increase your chances of approval.

Managing Workload Before and After Your Time Off

To fully enjoy your long weekends in 2025 without the stress of returning to a mountain of work, it’s important to manage your workload effectively:

Prioritize Tasks: In the days leading up to your time off, focus on completing high-priority tasks. Use a to-do list or a project management tool to stay organized and ensure nothing critical is left unfinished.
Delegate Responsibilities: If your role involves tasks that can’t be paused, delegate them to a trusted colleague. Ensure they have all the information and resources needed to carry out the tasks effectively.
Set Expectations: Let your team know when you’ll be unavailable and when you’ll be back. Communicate clearly about how urgent matters should be handled in your absence, and set realistic expectations for your availability during the long weekend.
Ease Back into Work: Upon returning, take time to catch up on emails and messages before diving back into full work mode. It might be helpful to block off the first few hours of your return to focus on catching up and re-prioritizing your workload.

FAQs: Managing Time Off for Long Weekends

1. How can I approach my manager about taking time off for long weekends?

When approaching your manager, it’s best to be clear and direct about your request. Explain how the time off will help you recharge and maintain productivity. Ensure you have a plan in place for how your tasks will be handled while you’re away. Present your request well in advance, particularly for popular long weekends, and be prepared to discuss any potential impacts on your workload and how you plan to mitigate them.

2. What should I do if multiple colleagues want the same days off?

If multiple colleagues request the same days off, it can create a challenge for team coverage. To navigate this, consider discussing the situation as a team and coming to a consensus on who takes which days. If needed, propose a rotation system where everyone has an equal chance to enjoy long weekends throughout the year. You can also offer to be flexible and take different dates if your manager or team requires specific coverage.

3. Can I take time off for a long weekend if I’m in the middle of a big project?

Yes, but it requires careful planning. Before you take time off, assess the project’s timeline and ensure that key milestones are met before you leave. Delegate any critical tasks to colleagues and make sure they have all the information they need to keep the project on track. Communicate your availability and establish check-in points if necessary, but try to minimize interruptions during your time off.

4. What should I do if my time-off request is denied?

If your time-off request is denied, ask for feedback to understand the reason. There could be factors such as staffing needs or project deadlines that influenced the decision. Use this information to adjust your request—consider alternative dates or offer to take on additional responsibilities upon your return. Stay professional and understanding, and work with your manager to find a compromise.

5. How can I manage the guilt of taking time off when my workload is heavy?

It’s common to feel guilty about taking time off, especially during busy periods. However, it’s important to remember that regular breaks are crucial for maintaining your mental and physical health, which in turn improves your overall productivity and effectiveness. To manage this guilt, focus on completing high-priority tasks before you leave, clearly communicate your plans with your team, and remind yourself that time off is a benefit you’ve earned.

6. Can I use half-days to create longer weekends if my company’s policy is strict about full vacation days?

If your company allows it, using half-days can be a smart way to extend your weekends without taking full vacation days. For example, you could take a half-day on Friday or Monday to create a longer weekend. This approach works well if you need a bit more time to relax but don’t want to use up your full PTO allowance.

7. How do I handle urgent work that comes up while I’m on a long weekend?

Before you leave, set clear boundaries about your availability and how urgent issues should be handled. Designate a colleague to act on your behalf or to contact you only if something truly urgent arises. Set up an out-of-office reply that provides alternative contacts for urgent matters. If possible, limit your availability to specific times or check-ins to ensure you’re still getting the most out of your time off.

8. What if my company has a strict “no time off during busy seasons” policy?

If your company has a strict policy during peak periods, it’s important to plan your long weekends outside of these busy seasons. Review the calendar and identify non-peak times when you can take advantage of extended weekends. If taking time off during a busy period is unavoidable, discuss the situation with your manager to find a solution that works for both you and the company.

9. How can I effectively use my carryover vacation days to maximize long weekends?

If your company allows vacation days to be carried over into the next year, strategically use these days to extend long weekends, especially early in the year. This approach lets you enjoy extended breaks without impacting your current year’s PTO balance. Review your carryover days and plan to use them on dates that align with holidays or low-workload periods.

10. Is it okay to take multiple long weekends close together?

Taking multiple long weekends close together is generally acceptable as long as it doesn’t negatively impact your work responsibilities. However, it’s important to communicate with your manager and team to ensure your absences won’t cause any disruptions. Balance your requests with the needs of the business and be flexible if adjustments are needed.

Conclusion

Long weekends in 2025 present an excellent opportunity to recharge and make the most of your time off without depleting your vacation days. By understanding your company’s leave policies, planning your requests strategically, and managing your workload effectively, you can enjoy these extended breaks to their fullest. Whether you’re planning a quick getaway, a staycation, or just some downtime, these tips will help you navigate time-off requests and return to work feeling refreshed and ready to take on new challenges.

August 20, 2024

New York Leave Laws And Holidays

Understanding Paid Time Off (PTO) and New York leave laws is important for both employers and employees. Whether you’re planning your time off or managing a team, knowing your rights and responsibilities can make a big difference. This guide, brought to you by Day Off, breaks down New York Leave Laws, covering key areas like vacation leave, sick leave, and maternity or paternity leave. It also explains how accrual systems work and what protections are in place under federal and state laws. Whether you’re looking to create fair policies or just want to know what you’re entitled to, this guide gives you the essential information you need about PTO and leave in New York.

Paid Time Off (PTO) in New York

Vacation Leave Quota

In New York leave laws, state law does not obligate employers to offer vacation leave, whether paid or unpaid. Private employers have the discretion to establish their own policies regarding vacation leave. While there is no legal requirement, it is common practice for many employers to provide vacation time as part of their benefits package. Typically, employees in the U.S. receive around 10 paid days off annually after completing a year of service, though this amount can vary based on the industry, location, and employee tenure.

If an employer does decide to offer vacation leave, it must align with state regulations, the company’s established policies, and any employment contracts in place.

Accrual

There is no legal mandate in New York requiring employers to use an accrual system for vacation time. However, many companies choose to implement such a system, often tied to the pay period. Employers can design their vacation accrual policies, which may include weekly, biweekly, semimonthly, or monthly increments.

In New York leave laws, the official payroll frequencies are weekly and semimonthly, meaning employers must pay most hourly employees on these schedules. Employers are allowed to set limits on the amount of vacation time an employee can accrue, provided they inform the employees of this policy in advance.

Roll Over (Carry Over, Brought Forward)

Employers in New York are permitted to implement a “Use-It-or-Lose-It” policy, which prevents employees from carrying over unused vacation time from one year to the next. This policy is legal as long as employees are informed of it beforehand, leading to the loss of untaken vacation time.

Statutory Provisions Addressing Vacation Pay

When offering paid vacation, employers must adhere to their own policies or the terms outlined in the employment contract.

Payment of Accrued, Unused Vacation on Termination

The rules surrounding the payment of accrued, unused vacation upon termination of employment are governed by the employer’s policy or the employment contract. New York law has not definitively stated whether employers can enforce a policy that causes employees to forfeit accrued vacation time upon termination. Therefore:

Employers must pay out any accrued vacation if their policy or contract requires it.
If the policy or contract is silent on this issue, employers are still generally expected to pay out unused vacation time.
Employers can create policies that deny payment for unused vacation upon termination, but these policies must be clearly communicated to employees in advance.

Sick Leave in New York

Federal Laws – Leave Quota

Under the federal Family and Medical Leave Act (FMLA), employees in New York are entitled to 12 weeks of unpaid, job-protected sick leave. To qualify for FMLA benefits, employees must have worked for their employer for at least 12 months (or 1,250 hours over the past year) and be employed at a location with at least 50 employees within a 75-mile radius.

The FMLA covers various situations, including:

Personal illness or injury.
Caring for a close family member with a serious health condition.
Maternity or paternity leave.

Employers may offer more generous sick leave benefits beyond the federal requirements.

New York State Laws

All private employers in New York must provide sick leave, but whether this leave is paid or unpaid depends on the size of the employer and their net income. The specifics are as follows:

Employers with 0-4 employees and an annual net income of $1 million or less: Up to 40 hours of unpaid sick leave.
Employers with 0-4 employees and an annual net income over $1 million: Up to 40 hours of paid sick leave.
Employers with 5-99 employees: Up to 40 hours of paid sick leave.
Employers with 100+ employees: Up to 56 hours of paid sick leave per calendar year.

Employees accrue sick leave at a rate of 1 hour per 30 hours worked, with accrual beginning immediately upon hire. Employees can roll over unused sick leave from one year to the next.

Sick leave can be used for various reasons, including:

The employee’s own physical or mental illness, injury, or health issue.
Care for a sick family member.
Issues related to domestic violence, family offenses, sexual offenses, stalking, or human trafficking.

Employees must be paid their regular rate for any paid sick leave taken, but employers are not required to pay out unused sick leave upon termination.

Paid Sick Leave in Westchester County

In Westchester County, employers with five or more employees must provide paid sick leave (unpaid if fewer than five employees). All employees working over 80 hours annually in the county are entitled to sick leave. Employees accrue 1 hour for every 30 hours worked, with a maximum accrual and usage of 40 hours per year. Sick leave can be used for the employee’s or a family member’s illness, preventive care, or exposure to communicable diseases.

Maternity, Paternity, FMLA in New York

Federal Law

Under the FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for family or medical reasons, including maternity or paternity leave. This leave is typically taken continuously unless otherwise agreed upon with the employer.

The Pregnancy Discrimination Act (PDA) also protects pregnant employees from discrimination in all aspects of employment.

Additional State Laws in New York

New York’s Paid Family Leave (PFL) law provides partial income replacement and job protection for employees taking leave for certain family or medical reasons. Employees are entitled to 12 weeks of paid leave, receiving 67% of their average weekly wage, up to a cap of 67% of the Statewide Average Weekly Wage. The current maximum weekly benefit is $1,068.36.

PFL benefits are funded through employee salary deductions, with employers having the option to cover these costs voluntarily. Employees are eligible for PFL after 26 weeks of full-time employment or 175 days of part-time employment. PFL provides job reinstatement and continued health insurance during the leave.

New York also has a Temporary Disability Benefits Law, requiring employers to provide short-term disability coverage for employees temporarily unable to work due to pregnancy or childbirth.

Adoptive Parents Leave

Employers who provide parental leave must offer the same leave to adoptive parents, applicable to children under five years old or under 18 if the child has special needs.

Bereavement Leave in New York (Funeral Leave)

New York leave laws does not legally require employers to provide bereavement leave. However, many employers do offer this benefit, typically granting up to three days off for the death of a close family member.

Jury Duty Leave in New York

Employers in New York are required to provide leave for employees serving on jury duty. Employees must present their jury summons to receive the necessary leave. Employers cannot penalize employees for fulfilling their civic duty, but they are not required to pay for this leave unless the employer has 10 or more employees, in which case they must pay at least $40 per day for the first three days of jury service.

Witness Leave and Crime Victim Leave in New York

Employees who are crime victims or witnesses in criminal trials are entitled to unpaid leave to attend court proceedings. Employees must provide notice and certification to their employer to qualify for this leave.

Military Leave in New York

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects employees called to active duty in the U.S. military, ensuring they can return to their jobs after completing their service. USERRA provides up to five years of unpaid leave, reinstatement rights, protection from discrimination, and the continuation of health benefits for up to 24 months.

New York State Law

New York also provides additional protections for military members, allowing for unpaid leave for service-related activities. Upon returning, employees are entitled to reinstatement to their previous job or a similar one, provided they apply within the appropriate timeframe. Employers are prohibited from terminating these employees without cause for 12 months following their return.

New York Military Family Leave (Military Spouse Leave)

This law provides up to 10 days of unpaid leave for employees who are spouses of deployed military service members. The leave can only be taken while the spouse is on leave during their deployment.

Voting Leave in New York

Employees in New York who do not have sufficient time to vote outside their work hours are entitled to up to two hours of paid leave to vote. The employer can specify when this leave is taken, typically at the beginning or end of the workday. Employees must notify their employer at least two days in advance if they intend to take time off to vote.

New York State Holidays for 2024

New York law does not require private employers to provide paid or unpaid holiday leave. Employers may require employees to work on holidays, but many offer paid holidays as part of their benefits package. Employers are not required to pay extra for holiday work unless the employee qualifies for overtime. However, if an employer offers holiday leave, it must follow the terms of its policy or employment contract.

New York officially observes 13 state holidays in 2024.

August 20, 2024

New Mexico Leave Laws And Holidays

Understanding leave policies is important for both employers and employees, especially when it comes to New Mexico Leave Laws and how they relate to Paid Time Off (PTO) and “Day Off” policies. These laws cover various types of leave, including PTO, sick leave, and maternity leave, with specific rules that can vary widely. This guide breaks down the key points of New Mexico’s leave laws, including vacation accrual, sick leave, and jury duty, making it easier for businesses to stay compliant and for employees to know their rights. Whether you’re setting up “Day Off” policies or just want to know what you’re entitled to, this guide has the essential information you need.

Paid Time Off (PTO) in New Mexico

Vacation Leave Quota

New Mexico leave laws does not mandate employers to provide vacation days. There is no legal requirement for private employers in New Mexico to offer paid or unpaid vacation leave. However, if an employer decides to provide vacation leave, they must adhere to relevant state laws, established company policies, and the terms of employment contracts.

Accruals

Although not mandatory, the accrual system is commonly used by companies in New Mexico leave laws. Employers have the flexibility to design their own vacation accrual system, which could be structured in weekly, semi-monthly, or monthly increments, often tied to the pay period. Semi-monthly and monthly pay periods are the most prevalent in the state. Employers may also implement a cap on the amount of vacation time an employee can earn.

Roll Over (Carry Over, Brought Forward)

Employers in New Mexico are permitted to adopt a “Use-It-or-Lose-It” policy, which requires employees to forfeit any unused vacation time after a certain date, such as the end of the year. Since state statutes do not specifically address this type of policy, employers have the discretion to enforce it.

Statutory Provisions Addressing Vacation Pay

There are no specific statutory provisions in New Mexico regarding vacation pay. Accrued and unused vacation time is not considered wages under state law, and employers are not legally required to provide vacation pay.

Payment of Accrued, Unused Vacation on Termination

State law does not require employers to pay out unused vacation time upon termination of employment. However, if an employer has a PTO policy that allows for the accrual of vacation or other PTO, any unused accrued amounts are considered earned wages and must be included in the employee’s final paycheck. The rules for final pay differ for employees who are terminated versus those who resign.

Payout

Employers are obligated to pay out accrued vacation time only if their PTO policy includes a provision for it.

Sick Leave in New Mexico

Federal Laws – Leave Quota

Federal law, under the Family and Medical Leave Act (FMLA), requires employers to provide 12 weeks of unpaid, job-protected leave. This applies to New Mexico, as it does in all states. Employees are eligible for FMLA benefits if they have worked for at least 12 months, have accumulated 1,250 hours in the previous year, and work at a location with at least 50 employees within a 75-mile radius. FMLA allows eligible employees to take up to 12 weeks off for personal medical reasons, to care for a close family member with a serious illness, or for maternity or paternity leave.

Payout

FMLA leave is unpaid.

New Mexico Paid Sick Law

Effective July 1, 2022, New Mexico’s paid sick leave law requires all employers to provide their employees with 1 hour of earned paid sick leave for every 30 hours worked. This applies to all types of employees, including part-time, seasonal, and temporary workers. Employers may choose to frontload the leave on January 1 each year and may cap annual sick leave accrual at 64 hours. Accrued but unused paid sick leave can be carried over to the next year. Employees may begin accruing and using paid sick leave immediately upon hire.

Payout

Employers are not required to pay out unused sick leave when employment ends.

Bernalillo County, New Mexico

In Bernalillo County, employers with two or more employees must provide 1 hour of paid leave for every 32 hours worked, up to 56 hours within three years. This leave can be used for any purpose, making Bernalillo County one of the few places with such a law, alongside Nevada and Maine.

Maternity, Paternity, FMLA in New Mexico

Federal Law

The FMLA provides up to 12 weeks of unpaid maternity or paternity leave, with job protection. Additional protection is offered under the Pregnancy Discrimination Act (PDA), which prohibits discrimination based on pregnancy in all aspects of employment, including hiring, firing, pay, and benefits.

Additional State Laws in New Mexico

The New Mexico Human Rights Act requires employers with four or more employees to protect against discrimination related to pregnancy, childbirth, or related medical conditions. Pregnancy and childbirth must be treated as any other temporary disability for employment purposes, including the provision of fringe benefits.

Payout

Maternity leave in New Mexico is unpaid.

Bereavement Leave in New Mexico (Funeral Leave)

Employers in New Mexico are not required by law to provide paid or unpaid bereavement leave. However, many employers do offer at least two days of bereavement leave. If an employer chooses to provide bereavement leave, they must adhere to their established policy or practice.

Payout

Bereavement leave is generally unpaid.

Jury Duty Leave in New Mexico

Employers must provide employees with unpaid, job-protected leave to serve on a jury or attend jury selection. Employees may be required to provide their employer with reasonable notice of their jury summons. Employers cannot force employees to use their annual leave, vacation, or sick leave for jury duty, nor can they penalize employees for serving on a jury.

Payout

Employers are not required to pay employees for jury duty leave. Jurors in New Mexico receive $7.50 per day from the court.

Military Leave in New Mexico

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) applies to all employers in the U.S., including those in New Mexico. USERRA provides job protection and reinstatement rights to employees called to active duty, and it ensures that they can continue group health benefits for up to 24 months during their leave. Employees are entitled to up to five years of unpaid leave for military service, with certain exceptions.

New Mexico State Law

In addition to USERRA, New Mexico law requires that service members be reinstated to their former job (or an equivalent position) after military service, provided they apply for reinstatement within 90 days of discharge. They retain their seniority and benefits and cannot be terminated without cause within one year of reemployment. Employers cannot discriminate against or penalize employees for their military service.

Payout

Military leave is unpaid.

Voting Leave in New Mexico

Employers in New Mexico must provide up to two hours of paid time off for voting, but only if the employee does not have sufficient non-working hours to vote. Employers can designate the time when this leave can be taken, and employees cannot be penalized for taking time off to vote.

Payout

Voting leave is paid by the employer.

New Mexico State Holidays in 2024

New Mexico leave laws does not require private employers to provide paid or unpaid holiday leave. While private employers are not obligated to grant holiday leave, most do offer paid holidays to their employees. New Mexico officially observes 11 state holidays.

August 18, 2024

New Jersey Leave Laws And Holidays

Understanding paid time off (PTO) and leave policies can be confusing, especially with different rules at the state and federal levels. In New Jersey leave laws, it’s important to know your rights as an employee and what employers need to provide. This guide covers New Jersey Leave Laws, including PTO, vacation leave, sick leave, and more, with a special focus on using tools like the Day Off app to manage your time effectively. It explains what the law requires, what decisions employers can make, and how these policies affect your work-life balance. Whether you’re an employee or employer, this article gives you the key information you need about PTO and leave in New Jersey for 2024.

Paid Time Off (PTO) in New Jersey

Vacation Leave Quota

In New Jersey leave laws, there is no legal requirement for employers to offer paid or unpaid vacation leave to their employees. This lack of regulation allows companies to establish their own vacation policies, including paid time off (PTO) and paid holidays. While employers are free to decide whether or not to provide these benefits, they must adhere to any relevant state laws, company policies, or employment contract terms if they do choose to offer vacation leave.

Accrual

Employers in New Jersey are not obligated to use an accrual system for PTO, but it is a common practice among many companies. The accrual system typically operates based on the pay period, with semi-monthly and monthly pay periods being the most common in the state. Employers may also implement policies that cap the amount of vacation time an employee can accrue.

Roll Over (Carry Over, Brought Forward)

New Jersey leave laws permits employers to implement a “use-it-or-lose-it” policy regarding vacation time. This policy requires employees to forfeit any unused vacation time after a specified date, such as the end of the calendar year. Since this policy is not specifically addressed by state law, employers have the discretion to enforce it as they see fit.

Statutory Provisions Addressing Vacation Pay

In New Jersey leave laws, accrued but unused vacation time is not classified as wages. The state’s wage laws do not regulate the accrual or rollover of vacation time from one year to the next, leaving these decisions to the discretion of employers.

Payment of Accrued, Unused Vacation on Termination

There is no legal requirement in New Jersey for employers to pay out unused vacation time upon termination of employment. However, if an employment agreement, union contract, or company policy stipulates that unused vacation will be paid out, the employer must honor those terms. Failure to do so may give the employee grounds for a claim.

Payout

Employers are required to pay out accrued vacation time only if it is specified in an employment agreement, union contract, or company policy.

Sick Leave in New Jersey

Federal Laws – Leave Quota

Under federal law, specifically the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave for medical or family reasons. To qualify for FMLA benefits, employees must have worked for their employer for at least 12 months, accumulating a minimum of 1,250 hours within the previous year, and must be employed at a location with at least 50 employees within a 75-mile radius. FMLA leave can be used for personal medical issues, to care for a close family member with a serious health condition, or for maternity/paternity leave.

Payout

FMLA leave is unpaid.

New Jersey Family Leave Act (NJFLA)

In addition to FMLA, the New Jersey Family Leave Act (NJFLA) provides eligible employees with up to 12 weeks of leave within a 24-month period. NJFLA applies to employers with 30 or more employees and can be used for bonding with a new child or caring for a family member with a serious health condition. It is important to note that NJFLA does not cover leave for the employee’s own medical conditions. If both FMLA and NJFLA apply, the two leaves will run concurrently.

New Jersey employees may also be eligible for Family Leave Insurance benefits, which are funded through payroll deductions.

Payout

NJFLA leave can be unpaid, paid, or a combination of both, depending on the employer’s policies and the availability of insurance benefits.

New Jersey Paid Sick Leave

New Jersey law mandates that all employers, regardless of size, provide paid sick leave to their employees. Employees earn one hour of paid sick leave for every 30 hours worked, with a maximum yearly accumulation of 40 hours. Paid sick leave can be used for various reasons, including the employee’s own health needs, caring for a relative, public health emergencies, attending school-related events for a child, or addressing issues related to domestic violence.

Employees can start accruing paid sick leave from their first day of employment, though employers may impose a waiting period of up to 120 days before the leave can be used. Employees are allowed to carry over up to 40 hours of unused sick leave into the next year, but employers may limit the total amount of leave that can be accumulated.

Payout

Employers are not required to pay employees for unused paid sick leave when their employment ends.

Maternity, Paternity, and FMLA in New Jersey

Federal Law

The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for eligible employees, including for maternity and paternity leave. The Pregnancy Discrimination Act (PDA) further protects pregnant workers from discrimination in all aspects of employment.

Additional State Laws in New Jersey

The New Jersey Family Leave Act (NJFLA) offers up to 12 weeks of leave within a 24-month period for family-related reasons, including maternity and paternity leave. Additionally, the Temporary Disability Insurance (TDI) Program provides up to two-thirds of an employee’s wages for up to four weeks before childbirth and up to six weeks after childbirth, with potential extensions for complications.

Payout

While FMLA and NJFLA leaves are unpaid, employees may be eligible for paid benefits under the Temporary Disability Insurance Program or Family Leave Insurance.

Bereavement Leave in New Jersey (Funeral Leave)

Employers in New Jersey are not legally required to provide bereavement leave, whether paid or unpaid. However, many employers do offer at least two days of leave following the death of an immediate family member. If an employer does provide bereavement leave, they must follow their established policies or practices.

Payout

Bereavement leave is typically unpaid.

Jury Duty Leave in New Jersey

New Jersey law requires employers to grant unpaid, job-protected leave for employees serving on jury duty. Employees may be required to provide their jury summons to their employer in advance. Employers cannot force employees to use other types of leave, such as vacation time, for jury duty. Moreover, employers are prohibited from penalizing employees in any way for fulfilling their jury service obligations.

Payout

Employees serving as jurors receive $5.00 per day from the court. Private employers are not required to pay employees for time spent on jury duty.

Military Leave in New Jersey

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the employment rights of individuals called to active duty in the U.S. military, including the U.S. Armed Forces, Reserves, and National Guard. USERRA guarantees reinstatement rights, protection from discrimination, continuation of healthcare benefits for up to 24 months, and up to five years of unpaid leave for military service.

New Jersey State Law

New Jersey state law provides additional protections, requiring employers to reemploy military service members in their previous positions or in similar roles upon their return from active duty. These protections extend to participation in military training or attending service schools for up to three months within a four-year period. Employees returning from active duty cannot be fired without valid cause for one year after reemployment.

Payout

Military leave is unpaid.

Voting Leave in New Jersey

New Jersey law does not require employers to provide time off for voting. If an employer chooses to allow voting leave, they have the discretion to decide whether or not the time off is paid. Although most states mandate time off for voting, New Jersey is not among them.

Payout

Voting leave is typically unpaid.

New Jersey State Holidays for 2024

New Jersey observes 13 public holidays in 2024. However, private employers are not obligated to provide paid or unpaid leave for these holidays. Employers have the option to require employees to work on holidays, though many in New Jersey do offer paid holidays as a benefit.

August 15, 2024

Category: Holidays

Arizona Leave Laws And Holidays 2025

Paid Time Off (PTO) in Arizona

Leave Quota

Accrual

Rollover

Payment of Accrued Unused Vacation on Termination

Paid Sick Leave in Arizona

Federal Laws – Leave Quota

Paid Sick Leave in Arizona

Maternity, Paternity, and FMLA in Arizona

Bereavement Leave in Arizona

Jury Duty Leave in Arizona

Payout for Jury Duty Leave

Military Leave in Arizona

Federal Law

State Law

Voting Leave in Arizona

Arizona State Holidays for 2025

Holiday

Date

Alaska Leave Laws And Holidays 2025

Paid Time Off (PTO) in Alaska

Leave Quota

Accrual

Roll Over

Payout and Payment of Accrued, Unused Vacation on Termination

Sick Leave in Alaska

State Laws – Leave Quota

Federal Laws – Leave Quota

Payout in Sick Leave

Maternity, Paternity, FMLA in Alaska

Private Sector Employees

Additional State Laws

Public Sector Employees

Family and Medical Leave Act (FMLA)

Bereavement Leave in Alaska

Jury Duty in Alaska

Payout

Military Leave in Alaska

Voting Leave in Alaska

Alaska State Holidays in 2025

A list of holidays celebrated in Alaska in 2025:

Holiday

Date

Alabama Leave Laws And Holidays 2025

Paid Time Off (PTO) in Alabama

Leave Quota

Accrual

Rollover

Payment of Accrued, Unused Vacation on Termination

Sick Leave in Alabama

State Laws – Leave Quota

Federal Laws – Leave Quota

Accruals

Payout

Maternity, Paternity, FMLA in Alabama

Maternity Leave

Paternity Leave

Family and Medical Leave

Bereavement Leave in Alabama

Jury Duty Leave in Alabama

Military Leave in Alabama

Federal Law

state law

Federal vs. State Law

Payout

Voting Leave In Alabama

Alabama State Holidays in 2025

Holiday

Date

North Dakota Leave Laws And Holidays

Paid Time Off (PTO) in North Dakota

Vacation Leave Quota

Accruals

Roll Over (Carry Over, Brought Forward)

Statutory Provisions Addressing Vacation Pay

Payment of Accrued, Unused Vacation on Termination

Sick Leave in North Dakota

Federal Laws – Leave Quota