Overview of Alaska Paid Sick Leave Law
Recently, Alaska voters approved Ballot Measure 1 (unofficial results), introducing the Alaska paid sick leave law, which mandates paid sick leave for all employees working in Alaska. This new law will take effect on July 1, 2025.
Who Is Covered?
Specifically, the law applies to all employers and employees in Alaska, with some limited exceptions. These exceptions include apprentices, workers in work therapy programs, prison inmates, and employees covered by the federal Railroad Unemployment Insurance Act, among other narrow exclusions.
Paid Sick Leave Accrual and Usage
Under this law, employees earn one hour of paid sick leave for every 30 hours worked. Moreover, employers with 15 or more employees may cap both accrual and usage at 56 hours per year. On the other hand, employers with fewer than 15 employees may cap accrual and usage at 40 hours per year. However, employers are free to offer more generous accrual rates and limits if they choose.
In addition, exempt employees accrue leave based on a 40-hour workweek unless their normal workweek is fewer than 40 hours. Furthermore, paid sick leave will begin accruing on July 1, 2025, or at the start of employment, whichever occurs later. Importantly, unused leave will carry over to the following year but will not increase the amount of leave employees may use annually.
Permitted Uses of Paid Sick Leave
Employees may use paid sick leave as it accrues for several reasons. First, it covers mental or physical illness, including diagnosis, treatment, and preventative care. Additionally, employees can use the leave to care for a family member who is ill or requires medical attention. Family members include immediate family, domestic partners, foster children, legal wards, and others closely related by blood or through similar relationships.
Moreover, the law also covers absences related to domestic violence, sexual assault, or stalking. Employees may use paid sick leave to obtain medical or psychological care, access victim services, secure relocation assistance, use legal services, or participate in investigations or legal proceedings.
Employee and Employer Responsibilities
Employees are required to notify their employers in advance if their need for paid sick leave is foreseeable and to schedule such leave in a way that minimizes disruption to the employer’s operations. For absences longer than three consecutive workdays, employers may request reasonable documentation verifying the need for paid sick leave.
In terms of usage, paid sick leave may be used in hourly increments or according to the smallest increment allowed by the employer’s payroll system. It is important to note that employers are not required to pay out unused accrued paid sick leave upon termination.
Furthermore, employers may not retaliate against employees for using paid sick leave, interfere with their use of such leave, require employees to find replacement workers, or enforce absence-control policies that penalize employees for using paid sick leave.
Employers must also provide written notice to employees detailing their paid sick leave rights, accruals, and anti-retaliation protections. This notice must be given at the start of employment or within 30 days of the law’s effective date.
Policy Flexibility
Employers have the flexibility to adopt policies that provide more generous accrual rates, higher caps, or additional benefits, as long as those policies comply with the statute.
How Madison Resources Supports You
To assist with tracking and managing paid sick leave for employees in Alaska, please use the SICK pay code. Madison Resources’ systems will accrue this leave as required by law. Additionally, you can monitor your employees’ available paid sick leave through our online reporting system, MOS. Should you have any questions about reporting, please reach out to your payroll specialist.
Additional Resources and Contact Information
For more detailed information, visit the Alaska Department of Labor’s FAQ page at:
https://labor.alaska.gov/lss/ballot-1-faq-2025.html
You can also sign up for alerts here:
https://aws.state.ak.us/OnlinePublicNotices/Default.aspx
For direct contact, use the following information:
Alaska Department of Labor & Workforce Development
PO Box 111149, Juneau, AK 99811
Phone: (907) 269-4900
Email: labor.webmaster@alaska.gov
Recommended Next Steps
Finally, we always recommend consulting your attorney, CPA, or industry professional to obtain personalized guidance regarding compliance with Alaska’s paid sick leave law.
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