Proposition A, passed by Missouri voters, introduces mandatory paid sick leave and significant minimum wage increases, effective in 2025. All private employers who are not exempt must comply with these requirements by the designated deadlines.
This summary is based on official guidance from the Missouri Department of Labor.
1. Effective Dates
Paid sick leave accrual begins: May 1, 2025
Written notice of policy must be provided to employees: By April 15, 2025
2. Paid Sick Leave Requirements
Accrual Rate:
Employees must earn 1 hour of paid sick leave for every 30 hours worked
Hours do not need to be worked consecutively or within a single week
Benefit Amount:
Employers with fewer than 15 employees must allow employees to use up to 40 hours of paid sick time per year
Employers with 15 or more employees must allow up to 56 hours per year
Employers may allow additional time through their written policies, but it is not required
Carryover:
Employees may carry over up to 80 hours of unused paid sick time into the next year
Alternatively, employers may pay out up to 80 hours at year-end and immediately provide the full required amount for the next year
Benefit Year:
Employers may define their own consecutive 12-month period as the “benefit year” (e.g., May 1 to April 30)
Covered Family Members:
Includes spouse, child, parent, grandparent, grandchild, sibling, domestic partner, or others for whom the employee is responsible
Permitted Uses of Sick Leave:
For the employee’s or a family member’s illness, injury, or health condition
For diagnosis, care, treatment, or preventive care
For public health emergencies that close a workplace or school
To address issues related to domestic violence, sexual assault, or stalking
3. Employer Responsibilities
Recordkeeping:
Employers must maintain records of hours worked and sick leave used for at least three years
Notice Requirement:
Employers must provide written notice to employees by April 15, 2025, explaining their sick leave rights
Anti-Retaliation:
Employers may not retaliate against employees who use or request paid sick leave
Existing Leave Policies:
If an employer already offers paid leave that meets or exceeds the accrual and usage requirements of Proposition A, no additional sick time needs to be provided.
Employers should carefully review their policies to ensure they comply with the law’s specific conditions, including permitted uses and required protections.
4. Who Is Not Considered an Employee Under the Law?
The following individuals are excluded from Proposition A’s paid sick time requirements:
Volunteers or individuals working with religious/charitable organizations without a formal employment relationship
Foster parents
Youth camp workers employed less than four months a year
Students receiving tuition reimbursement from their employer
Casual workers in private homes working fewer than six hours per occasion
Casual babysitters (not daycare workers)
Railroad workers as defined under federal law
Casual or intermittent caddies and newsboys
Elected officials
Prisoners
Certain newspaper employees under federal exemption rules
5. Exempt Employers
The following employers are not subject to Proposition A’s sick leave provisions:
Federal and state government
Political subdivisions, including state agencies, boards, commissions, and instrumentalities
Counties, municipalities, school districts, and public higher education institutions
Private retail and service businesses whose annual gross volume of sales or business done is less than $500,000
6. Minimum Wage Increases
January 1, 2025: Minimum wage increases to $13.75 per hour
January 1, 2026: Increases to $15.00 per hour
Beginning in 2027: Minimum wage will be adjusted annually based on the Consumer Price Index (CPI)
For complete details and official FAQs, visit the Missouri Department of Labor’s Proposition A page.