Applies to: All Employers with AK Employees
Effective: July 1, 2025
Quick Look
- Alaska voters approved Ballot Measure No. 1 which provides workers with paid sick leave.
DISCUSSION
Alaska voters approved Ballot Measure No. 1 which provides workers with paid sick leave. Below are the key requirements of the law.
Covered Employers. The law applies to all Alaska employers with differences in accrual based on the size of the employer.
Accrual. Employers with 15 or more employees must provide one hour of earned paid sick time for every 30 hours worked, but usage can be capped at 56 hours per year. Employers with fewer than 15 employees must provide one hour of earned paid sick time for every 30 hours worked, but usage can be capped at 40 hours per year.
Carryover. Employers must allow employees to carry over accrued, unused sick leave from year to year, subject to the usage cap above.
Qualifying Reasons. Paid sick leave can be used for:
- An employee’s mental or physical illness, injury or health condition; the employee’s need for medical diagnosis, care, or treatment; or the employee’s need for preventative medical care;
- Care or assistance to the employee’s family member relating to the needs described above. “Family member” means an immediate family member as defined pursuant to AS § 39.52.960(11); a domestic partner; a foster child, legal ward, or person to whom an employee stands in loco parentis; a foster parent, adoptive parent, legal guardian, or a person who stood in loco parentis when the employee was a minor child; or any other individual related by blood or whose close association is the equivalent of a family relationship; or
- Absences necessary due to domestic violence, sexual assault, or stalking, provided the leave is to allow the employee to obtain for the employee or a family member: medical or psychological attention; services from a victim’s aid organization; relocation or steps to secure an existing home; or legal services, including participation in any investigation or civil or criminal proceeding.
Usage and Notice. Employees can request to take earned paid sick leave at any time. Employees must make a good faith effort to provide notice when the need is foreseeable. When it is not, an employer may require notice as soon as practicable.
Employers must also provide a written notice to employees about their rights under the law upon the start of employment or within 30 days of the law’s effective date.
Documentation. Reasonable documentation of a covered purpose may be required for earned paid sick leave of three or more consecutive workdays.
Interaction with Existing PTO Policies. Employers who already provide PTO that meets the minimum requirements of the law do not have to provide additional paid sick leave.
Prohibited Actions. Employers cannot take retaliatory or discriminatory actions against employees or former employees for exercising their rights under the law.
ACTION ITEMS
- Review and update leave policies to include paid sick leave.
- Update procedures to track time worked for accrual purposes.
- Have appropriate personnel trained on the requirements.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that OneDigital is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2024 OneDigital
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