© Seyfarth Shaw LLP 2025 Employment Laws on the Horizon | 5 Leaves of Absence “qualifying acts of violence” and to provide leave and reasonable accommodations not only to employees who are victims but also to employees whose covered family members are victims if the employer has 25 or more employees; allows an employee to use paid sick leave to cover qualifying act of violence leave; and creates a notice requirement applicable to all employers. (A.B. 2499; Seyfarth Post) MO (Eff. 5/1/25) – The earned paid sick time law takes effect, which provides leave for domestic violence. (Petition No. 2024-38) MN (Eff. 7/1/25) – MN’s FML insurance program provides MN workers with up to 12 weeks of paid leave, including safe leave for domestic violence victims. Paid benefits begin January 1, 2026. (H.F. 2) Family Medical Leave OR (Operative 7/1/24 (OFLA) & 1/1/25 (PLO)) – OR amended its unpaid Family Leave Act and Paid FML Insurance laws. It recategorizes what purposes of leave fall under FLA vs. PFMLI and added the legal process for adopting or fostering a child; prohibits FLA and PFMLI leave from running concurrently; removes the 4 weeks of unpaid family leave previously provided; entitles employees to use other accrued leaves in addition to receiving PFMLI benefits, to a combined total not to exceed an employee’s full wages; caps bereavement at 4 weeks per year; amends when an employee may take leave without prior notice; and amends when an employer may request a medical verification. (S.B. 1515) CA (Eff. 1/1/25) – Employers now are prohibited from requiring employees use up to 2 weeks of accrued, unused vacation time or PTO before they are eligible to receive CA paid family leave partial wage replacement benefits. (A.B. 2123) CO (Eff. 1/1/25) – The 2025 CO Family-Leave Insurance Premium Rate remain at 0.9%. The maximum family-leave premium, which is based on the federal Social Security wage base ($176,100 for 2025), increase to $792.45 for both employers and employees. (Newsletter) DE (Eff. 1/1/25) – Contributions begin for DE’s paid FMLA (Healthy DE Families Act). The law applies to employers with 10+ DE employees with limited requirements for employers with 10-24 employees. The regulations explain how to calculate an employer’s size and how a private plan is approved (due 9/1/24 – 12/1/24). Benefits are available beginning January 1, 2026. (Regulations) New Orleans, LA (Eff. 1/1/25) – The New Orleans Bill of Rights now includes the right to paid leave for medical and family purposes. It does not, however, create any enforceable rights, duties, obligations, or causes of actions beyond those guaranteed by the state and federal constitutions. (Ordinance) RI (Eff. 1/1/25 and 1/1/26) – Temporary disability insurance benefits gradually expand: beginning January 1, 2025, the maximum temporary caregiver benefits expands from 6 to 7 weeks and then on January 1, 2026, expands to 8 weeks. (H. 7171 / S. 2121) MA (Eff. 1/1/25) – The updated PFML contribution rates remain at 0.88% for employers with 25 or more covered employees and 0.46% for employers with fewer than 25 covered employees. The max. weekly PFML benefit increased to $1,170.64 per week. The new rates must be annually distributed to employees. (Announcement; Poster & Notices; Seyfarth Post; Seyfarth Post RE: Updated Notices)
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