Michigan's New Sick Leave Law: What You NEED To Know!🤯

Navigating employee benefits can be complex, but understanding what is the new law about sick days in michigan is now crucial for both employers and employees. The Michigan Department of Labor and Economic Opportunity (LEO) provides resources outlining employee rights and employer responsibilities. Paid time off (PTO) policies within your organization must now align with these updated regulations to ensure compliance. The impact of this change extends to small businesses, requiring a review of existing human resources (HR) practices to accommodate the new mandates. Staying informed about what is the new law about sick days in michigan helps protect both your business and your workforce.

Image taken from the YouTube channel MP: Wired for HR , from the video titled Understanding Michigan’s New Sick Leave Law – Effective February 21, 2025 .

Michigan's New Sick Leave Law: What You NEED To Know!🤯

This guide provides a clear explanation of Michigan's Paid Medical Leave Act, focusing on what is the new law about sick days in Michigan. We'll break down the key components in a straightforward manner.

Understanding the Basics of the Paid Medical Leave Act (PMLA)

The Paid Medical Leave Act (PMLA) ensures that eligible employees in Michigan have the right to earn and use paid sick leave. This law aims to provide workers with financial security when they need time off for their own or their family's health needs. It's vital for both employees and employers to understand their respective rights and responsibilities under this law.

Who is Covered?

• Employees: Generally, employees working for covered employers are eligible for paid medical leave. Specific eligibility criteria exist, which we'll discuss further.
• Employers: Most employers with 50 or more employees are required to provide paid medical leave. Smaller employers may be exempt; however, they may still be subject to other leave requirements.

Key Components of the PMLA

To fully understand what is the new law about sick days in Michigan, it is crucial to explore its main provisions.

Accrual Rate

Employees accrue paid medical leave at a rate of at least one hour for every 30 hours worked. This accrual rate ensures a steady accumulation of sick leave over time.

Accrual Cap

The law allows employers to set a cap on the amount of sick leave an employee can accrue in a benefit year. The accrual cap cannot be lower than 40 hours.

Usage Cap

Employers can also limit the amount of paid medical leave an employee uses in a benefit year to 40 hours.

Reasons for Using Paid Medical Leave

Employees can use paid medical leave for various reasons, including:

• Employee's Own Illness or Injury: To care for their own physical or mental illness, injury, or health condition.
• Family Member's Illness or Injury: To care for a family member with a physical or mental illness, injury, or health condition. Family members include a child, spouse, parent, grandparent, grandchild, or sibling.
• Preventive Care: For medical appointments and other preventive medical care.
• Domestic Violence or Sexual Assault: To address the effects of domestic violence or sexual assault (medical, legal, or psychological).

Notice Requirements

Employees are generally required to provide reasonable notice to their employer when requesting paid medical leave. If the leave is foreseeable, employees should provide advance notice. If the leave is unforeseeable, employees should provide notice as soon as practicable.

Employer Responsibilities

Employers have several obligations under the PMLA, including:

1. Providing Notice: Employers must inform employees of their rights and responsibilities under the PMLA.
2. Maintaining Records: Employers must keep accurate records of employee accrual and usage of paid medical leave.
3. Non-Retaliation: Employers are prohibited from retaliating against employees for requesting or using paid medical leave.

Interplay with Other Laws

The PMLA interacts with other leave laws, such as the Family and Medical Leave Act (FMLA). Understanding how these laws work together is important.

FMLA vs. PMLA

The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons. The PMLA provides paid leave, but for fewer reasons. An employee may be eligible for both FMLA and PMLA leave simultaneously, potentially receiving paid leave during their FMLA absence if the reason qualifies under both laws.

Practical Examples

Let's illustrate what is the new law about sick days in Michigan with some practical examples.

• Example 1: An employee works 40 hours per week. Under the PMLA, they accrue approximately 1.33 hours of paid medical leave per week (40 hours / 30 = 1.33).
• Example 2: An employee needs to take three days off to care for a sick child. They can use their accrued paid medical leave to cover those days, provided they have sufficient leave available.

Resources and Further Information

For detailed information and updates on Michigan's Paid Medical Leave Act, refer to the following resources:

• Michigan Department of Labor and Economic Opportunity (LEO) website
• Legal counsel specializing in employment law

This guide provides a solid understanding of what is the new law about sick days in Michigan. Keep in mind that this is not legal advice, and you should consult with legal professionals for specific guidance regarding your situation.

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