Employment State Laws:
Taking Time Off

This chart highlights the state laws related to taking time off from work (for caregivers and individuals diagnosed with serious medical conditions), including family and medical leave, paid sick leave, vacation leave, bereavement leave, and paid family, medical, and general leave. Check back often, as this chart is updated frequently.

In some cases, there may be county, city, or other local laws related to taking time off. Sometimes these laws exist even if a state does not have a statewide law. There may also be additional state laws that apply to your situation. Information about these types of laws may be found by visiting our Resources by Location page and selecting your state.

For more information, see our Employment Materials & Resources.

Unpaid Leave

StateState Family & Medical Leave LawsEmployee Eligibility for State FMLA LawsIs there a State Medical Certification Form (Employee's Serious Health Condition)?Is there a State Medical Certification Form (Caregivers)?
ALABAMANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
ALASKAX (18 weeks in a 12 or 24 month period)https://www.akleg.gov/basis/statutes.asp#39.20.500Employees who work for a public employer and have worked 35 hours a week for 6 months or 17.5 hours a week for 12 months; the public employer must have at least 21 employees within a 50 mile radiusYeshttps://doa.alaska.gov/dop/fileadmin/absenceManagement/AFLA_FMLA_Notification.pdfYeshttps://doa.alaska.gov/dop/fileadmin/absenceManagement/AFLA_FMLA_Notification.pdf
ARIZONANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
ARKANSASNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
CALIFORNIAX (12 work weeks in a 12 month period)https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=12945.2.&lawCode=GOVEmployees who have worked for a covered employer for 1+ years, worked for 1,250 hours in the past 12 months, and who work for an employer with five or more full or part-time employeesYeshttp://calcivilrights.ca.gov/wp-content/uploads/sites/32/2022/12/CFRA-Certification-Health-Care-Provider_ENG.pdfYeshttps://calcivilrights.ca.gov/wp-content/uploads/sites/32/2022/12/CFRA-Certification-Health-Care-Provider_ENG.pdf
COLORADONohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
CONNECTICUTX (12 work weeks in a 12 month period)https://www.cga.ct.gov/current/pub/chap_557.htm#sec_31-51kkEmployees that have been employed by the employer for at least three consecutive months.Yeshttps://portal.ct.gov/-/media/das/statewide-hr/a---z-listing-task-pdfs/fmla-hr1.pdfYeshttps://portal.ct.gov/-/media/das/statewide-hr/a---z-listing-task-pdfs/fmla-caregiver-medical-certificate.pdf
DELAWARENohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
*DISTRICT OF COLUMBIAX (16 work weeks in a 24 month period)https://code.dccouncil.gov/us/dc/council/code/titles/32/chapters/5/subchapters/IEmployees who have worked for a covered employer for 1+ years, and worked for at least 1,000 hours during the 12 months prior to leave.Nohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
FLORIDANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
GEORGIANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
HAWAIIX (Family Leave only: 4 weeks per calendar year)https://dhrd.hawaii.gov/state-employees/employee-benefits/family-friendly-benefits/family-and-medical-leave/Employees (full-time or part-time) who perform services for at least 6 months for wages under a contract of hire.Nohttps://triagecancer.org/FMLACert-EmployeeYeshttps://labor.hawaii.gov/wsd/files/2022/03/HFLL-1_Certification-Optional-form-Rev-9-2020.pdf
IDAHONohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
ILLINOISNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
INDIANANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
IOWANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
KANSASNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
KENTUCKYNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
LOUISIANANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MAINEX (10 weeks per 2 year period)https://www.mainelegislature.org/legis/statutes/26/title26sec844.htmlEmployees who have worked for 12 consecutive months at private employer with 15+ employees, any state agency, or Any city, town or municipal agency that has 25 or more workers.Nohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MARYLANDNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MASSACHUSETTSNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MICHIGANYeshttps://www.michigan.gov/mdcs/-/media/Project/Websites/mdcs/FORMS/CS1838_DMO_FMLA_Eligibility_and_Designation_Notice.pdf?rev=2e91c6238fbe4a5fb9330ef84ac1ed1c&hash=C3BA71DF5D4D56C455EF89B7B55F7456Nohttps://triagecancer.org/FMLACert-Family
MINNESOTAX (Parental Leave Only: 12 weeks per 12 months)https://www.revisor.mn.gov/statutes/cite/181.941Employers with one or more employees. No length of work requirement for employees.Nohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MISSISSIPPINohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MISSOURINohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
MONTANANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NEBRASKANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NEVADANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NEW HAMPSHIRENohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NEW JERSEYNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NEW MEXICONohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NEW YORKNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NORTH CAROLINANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
NORTH DAKOTANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
OHIONohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
OKLAHOMANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
OREGONX (12 weeks of leave in 12 month period)https://www.oregonlegislature.gov/bills_laws/ors/ors659a.html#:~:text=659A.150%20Definitions%20for%20ORS%20659A.150%20to%20659A.186.Employees who have been employed by a covered employer (25+ employees) for 180 days before taking leave.Yeshttps://www.oregon.gov/boli/workers/Documents/OFLA-SHC-cert-template.pdfYeshttps://www.oregon.gov/boli/workers/Documents/OFLA-SHC-cert-template.pdf
PENNSYLVANIANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
*PUERTO RICO
RHODE ISLANDX (13 weeks per 24 months)https://webserver.rilegislature.gov//Statutes/TITLE28/28-48/28-48-2.htmEmployees are eligible to apply for leave if they are full time employees who work an average of 30 hours a week or more and have been employed continuously for at least 12 months by an employer with 50 or more employees.Nohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
SOUTH CAROLINANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
SOUTH DAKOTANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
TENNESSEENohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
TEXASNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
UTAHNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
VERMONTX (12 weeks per 12 months)https://legislature.vermont.gov/statutes/section/21/005/00472Employees who have worked for an employer with 15+ employees for an average of 30 hours per week for a year.Nohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
VIRGINIANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
WASHINGTONX (12-16 weeks per 12 months)https://paidleave.wa.gov/Employees who work a total of at least 820 hours for any Washington employers during the previous 12 months.Yeshttps://paidleave.wa.gov/app/uploads/2020/06/Paid-Leave-Certification-Forms-June2020.pdfYeshttps://paidleave.wa.gov/app/uploads/2020/06/Paid-Leave-Certification-Forms-June2020.pdf
WEST VIRGINIANohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
WISCONSINX (2 weeks per year for own serious health condition, 2 weeks per year for serious health condition of parent, child, or spouse)https://dwd.wisconsin.gov/er/civilrights/fmla/Employees who have worked for covered employer (50+ permanent employees during at least 6 of the last 12 months) for at least 52 consecutive weeks and for at least 1,000 hours in the preceding 52 week period.Yeshttps://dwd.wisconsin.gov/dwd/forms/erd/pdf/erd-10110.pdfYeshttps://dwd.wisconsin.gov/dwd/forms/erd/pdf/erd-10110.pdf
WYOMINGNohttps://triagecancer.org/FMLACert-EmployeeNohttps://triagecancer.org/FMLACert-Family
GUAMX (12 weeks per 12 months)https://law.justia.com/codes/guam/2022/title-22/division-1/chapter-3/Employees who work for an employer (with 25 or more employees) for 12 months and who have 1,000 hours of service with the employer in the last 12 months.NoNo
LAST UPDATED8/20258/20258/20258/2025

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Vacation Leave

Currently, there are no federal or state laws that require employers to provide paid vacation time. As a result, employers can create their own policies related to vacation time. This chart identifies state laws that address an employer's ability to limit an employee's accrued vacation leave, implement dates that an employee must use vacation time or lose it (“use-it-or-lose-it” policies), and if they must pay earned, unused vacation time to an employee when separated from employment. Typically, absent a law addressing these matters, an employer can set their own policies.

StateLaw on Capping Accrued LeaveLaw on "Use-it-or-lost-it" PoliciesPayment of Accrued Vacation Leave at End of Employment
ALABAMADictated by the employment agreement or the employer’s policy
ALASKADictated by the employment agreement or the employer’s policyhttps://labor.alaska.gov/lss/whfaq.htm
ARIZONADictated by the employment agreement or the employer’s policyhttps://www.azleg.gov/viewdocument/?docName=https%3A%2F%2Fwww.azleg.gov%2Fars%2F23%2F00350.htm; https://www.azleg.gov/viewdocument/?docName=https://www.azleg.gov/ars/23/00353.htm#:~:text=When%20an%20employee%20quits%20the,shall%20be%20paid%20by%20mail
ARKANSASDictated by the employment agreement or the employer’s policyArkansas Code Section 11-4-405
CALIFORNIAEmployers can place a cap on the amount of vacation time an individual can accrue.https://www.dir.ca.gov/dlse/faq_vacation.htmEmployers cannot have a "use-it-or-lose it" policy.https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB§ionNum=227.3.Employers must pay earned, unused vacation leave, regardless of the reason for separation. A collective bargaining agreement saying otherwise must be followed.https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB§ionNum=227.3.
COLORADOEmployers can place a cap on the amount of vacation time an individual can accrue.https://cdle.colorado.gov/dlss/labor-laws-by-topic/wage-and-hour-laws-including-paid-sick-leaveEmployers cannot have a "use-it-or-lose it" policy.https://cdle.colorado.gov/dlss/labor-laws-by-topic/wage-and-hour-laws-including-paid-sick-leaveEmployers must pay earned, unused vacation leave, regardless of the reason for separation.https://cdle.colorado.gov/sites/cdle/files/info_%233e_payment_of_earned_vacation_upon_separation_of_employment_5.29.2024_accessible.pdf
CONNECTICUTEmployers must follow the terms of their policy or employment agreement related to the employee's accrued, unused vacation time and other fringe benefits as wages, but cannot pay less than the earned average rate for the accrual period. This law is enforced by the Connecticut Department of Labor.https://www.cga.ct.gov/current/pub/chap_558.htm#sec_31-76k
DELAWAREEmployers do not have to pay earned vacation if the employer's policy is silent on paying earned, unused vacation leave. Employers must follow the terms of their policies to pay for earned, unused vacation leave.https://delcode.delaware.gov/title19/c011/index.html
*DISTRICT OF COLUMBIAAn employer may only cap the amount of vacation leave an employee may accrue if the employee has knowingly agreed to the policy or a contract that implements the cap.NRA v. Ailes, 428 A.2d 816 (D.C. App. 1981).Employers must pay earned vacation time, unless there is an agreement stating the employer will not pay earned vacation time.https://does.dc.gov/sites/default/files/dc/sites/does/page_content/attachments/FAQs%20for%20OWH-Final.pdf
FLORIDADictated by the employment agreement or the employer’s policy
GEORGIADictated by the employment agreement or the employer’s policy
HAWAIIEmployers are not required to pay out unused vacation time upon separation from employment unless there is an express agreement or uniform custom to do so.
IDAHOEmployers must pay accrued vacation to an employee if the employer's policy or contract requires it.https://casetext.com/case/ferguson-v-city-of-orofino
ILLINOISEmployers can have a "use-it-or-lose-it" policy, but must permit employees a reasonable opportunity to use the leave.https://www.ilga.gov/commission/jcar/admincode/056/056003000B05200R.htmlEmployers must pay all earned vacation. Employers cannot maintain a policy or employment contract requiring that employees give up accrued vacation upon separation from employment for any reason. The only exception to this rule is if a collective bargaining agreement says otherwise.https://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2402&ChapterID=68
INDIANAEmployers must pay accrued vacation to an employee if the employer's policy or contract requires it.https://law.justia.com/codes/indiana/title-22/article-2/chapter-9/section-22-2-9-2/
IOWADictated by the employment agreement or the employer’s policyhttps://law.justia.com/codes/iowa/2021/title-iii/chapter-91a/section-91a-4/?current=1
KANSASEmployers can restrict payment of vacation benefits in their vacation policy.https://www.dol.ks.gov/employers/workplace-laws/workplace-laws-faqs
KENTUCKYIf employers have a policy of vested vacation pay, they must pay vacation pay if the employee is terminated or leaves voluntarily. Employers are not required to pay employees for vacation pay that has not been earned as defined by their vacation policy.https://apps.legislature.ky.gov/law/statutes/statute.aspx?id=32050
LOUISIANAEmployers can have a "use-it-or-lose-it" policy at the end of the year as long as the policy is clear and employees have the opportunity to use ithttps://casetext.com/case/wyatt-v-avoyelles-parish-school-bdEmployers cannot refuse to pay earned vacation time, regardless of the reason for separation.https://www.legis.la.gov/legis/Law.aspx?d=83945
MAINEEmployers can have a "use-it-or-lose-it" policy at the end of the year as long as the policy is clear and employees have the opportunity to use ithttps://casetext.com/case/gibson-v-power-maintenance-internationalEmployers must pay earned, unused vacation leave, regardless of the reason for separation. A collective bargaining agreement saying otherwise must be followed.https://law.justia.com/codes/maine/2021/title-26/chapter-7/subchapter-2/section-626/?current=1
MARYLANDIf an employer provides paid vacation leave and the policy or contract is silent on payment after termination, the employer is required to pay an employee their unused, earned vacation leave.https://mgaleg.maryland.gov/mgawebsite/laws/StatuteText?article=gle§ion=3-505&enactments=false
MASSACHUSETTSEmployers can place a cap on the amount of vacation time an individual can accrue.https://www.mass.gov/doc/attorney-generals-advisory-on-vacation-policies/download#:~:text=An%20acceptable%20variation%20of%20an,all%20or%20part%20of%20it.An employer can have a "use-it-or-lose-it" policy, but must permit employees a reasonable opportunity to use the leave.https://www.mass.gov/doc/attorney-generals-advisory-on-vacation-policies/download#:~:text=An%20acceptable%20variation%20of%20an,all%20or%20part%20of%20it.Employers must pay earned leave, regardless of the reason for separation. Employers cannot enforce a vacation leave policy where an employee gives up their earned vacation on separation.https://malegislature.gov/Laws/GeneralLaws/PartI/TitleVII/Chapter41/Section111E
MICHIGANEmployers must pay fringe benefits according to the terms of their written contract or policy and cannot withhold any payments due at an employee's termination unless the employee agrees in writing of his own free willhttp://www.legislature.mi.gov/(S(2tutiumtjnnqd1tdllozsyep))/mileg.aspx?page=getobject&objectname=mcl-408-474
MINNESOTAThe employer's policy determines what vacation pay is due.https://www.revisor.mn.gov/statutes/cite/181.74
MISSISSIPPI
MISSOURI
MONTANAEmployers can place a cap on the amount of vacation time an individual can accrue.https://erd.dli.mt.gov/labor-standards/wage-and-hour-payment-act/wage-and-hour-faqEployers are not allowed to implement a "use-it-or-lose-it" policy for earned vacation time.https://erd.dli.mt.gov/labor-standards/wage-and-hour-payment-act/wage-and-hour-faqEmployers must pay earned vacation leave, regardless of the reason for separation. Once an employee earns vacation leave, it cannot be forfeited for any reason.https://erd.dli.mt.gov/labor-standards/wage-and-hour-payment-act/wage-and-hour-faq
NEBRASKAEmployers can place a cap on the amount of vacation time an individual can accrue.https://nebraskalegislature.gov/laws/statutes.php?statute=48-1229Employers are not allowed to implement a "use-it-or-lose-it" policy for earned vacation time.https://law.justia.com/cases/nebraska/supreme-court/2013/s-12-503-s-12-504.htmlEmployers can require employees to meet certain requirements before they can earn vacation leave. Once employees earn vacation, employers cannot deny payment for the vacation leave on separation.https://nebraskalegislature.gov/laws/statutes.php?statute=48-1229
NEVADAThe law doesn’t expressly allow employers to cap the amount of paid leave an employee may accrue, but it allows them to cap an employee’s use of paid leave at 40 hours in a benefit year.https://law.justia.com/codes/nevada/2021/chapter-608/statute-608-0197/?current=1Use-it-or-lose-it policies are allowed for vacation leave, provided that this leave is granted through an employer's own paid time off policy and not the paid time off accrued under state lawhttps://law.justia.com/codes/nevada/2021/chapter-608/statute-608-0197/?current=1Employers must pay earned, unused vacation leave, regardless of the reason for separation. A collective bargaining agreement saying otherwise must be followed.https://law.justia.com/codes/nevada/2021/chapter-608/statute-608-0197/?current=1
NEW HAMPSHIREDictated by the employment agreement or the employer’s policy
NEW JERSEY
NEW MEXICO
NEW YORKAn employer may cap the amount of vacation leave an employee may accrue over time, so long as employees are given prior notice of the policyhttps://scholar.google.com/scholar_case?case=1291739856191939120&q=70+AD2d+283&hl=en&as_sdt=6,45Employers can have a "use-it-or-lose-it" policy, but the employer must notify the employee in writing or by posting it in an accesible area.https://www.nysenate.gov/legislation/laws/LAB/195Employers are required to pay accrued vacation to an employee if their policy or contract requires it or if it is silent on the matter.https://dol.ny.gov/wages-and-hours-frequently-asked-questions
NORTH CAROLINAEmployers can cap the amount of vacation time an individual can accrue. Must specify this in their vacation policy.http://reports.oah.state.nc.us/ncac/title%2013%20-%20labor/chapter%2012%20-%20wage%20and%20hour/13%20ncac%2012%20.0306.htmlEmployers can have a "use-it-or-lose-it" policy, but it must be written in their vacation policy.http://reports.oah.state.nc.us/ncac/title%2013%20-%20labor/chapter%2012%20-%20wage%20and%20hour/13%20ncac%2012%20.0306.htmlEmployers are required to pay accrued vacation to an employee if its policy or contract requires it or if the contract is silent on the matter.https://www.ncleg.net/EnactedLegislation/Statutes/HTML/BySection/Chapter_95/GS_95-25.12.html
NORTH DAKOTAEmployers can have a "use-it-or-lose-it" policy but it must be written in their vacation policy.https://www.ndlegis.gov/information/acdata/pdf/46-02-07.pdfEmployers are required to pay accrued vacation leave. If an employee voluntarily resigns, paying earned vacation leave is not required if: (1) the employee was provided with written notice when hired; (2) the employee has been working for the employer for less than a year; (3) and, the employee gave the employer less than five days notice of resignation.https://www.ndlegis.gov/information/acdata/pdf/46-02-07.pdf
OHIOEmployers can have a "use-it-or-lose-it" policy but it must be written in their vacation policy.https://law.justia.com/cases/ohio/eleventh-district-court-of-appeals/2011/2011-ohio-3752.htmlAn employer's policy determines whether earned, unused vacation is paid on termination.
OKLAHOMAEmployers are required to provide vacation pay if its contract or policy specifically requires it.https://oklahomarules.blob.core.windows.net/titlepdf/Title_380.pdf
OREGONAccrued vacation time must be included in an employee’s final wages if the employment policy is open to interpretationhttps://www.oregonlegislature.gov/bills_laws/ors/ors652.html
PENNSYLVANIADictated by the employment agreement or the employer’s policyhttps://www.legis.state.pa.us/CFDOCS/LEGIS/LI/uconsCheck.cfm?txtType=HTM&yr=1961&sessInd=0&smthLwInd=0&act=0329.&CFID=341800948&CFTOKEN=51581063
RHODE ISLANDEmployers must pay earned vacation time if an employee has been employed for at least a year. Prior to a year, employers can require employees meet requirements in order to receive earned, unused vacation leave on separation.https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
SOUTH CAROLINAAn employer's policy determines whether earned, unused vacation is paid on terminationhttps://llr.sc.gov/wage/faq.aspx
SOUTH DAKOTA
TENNESSEEIf an employer's policy provides for paid vacation leave, they must follow their terms of the policy regarding payment of earned, unused vacation on termination.https://law.justia.com/codes/tennessee/title-50/chapter-2/part-1/section-50-2-103/
TEXASEmployers can limit the pay out for vacation leave upon separation. However, employers must follow the terms of their policies.https://statutes.capitol.texas.gov/Docs/LA/htm/LA.61.htm
UTAHDictated by the employment agreement or the employer’s policy
VERMONTIf employers have written policies related to vacation, they must follow those policies.https://labor.vermont.gov/sites/labor/files/doc_library/WH-13-Wage-and-Hour-Laws-2009.pdf
VIRGINIA
WASHINGTON
WEST VIRGINIAemployer may have a policy that it does not pay employees for accrued but unused vacation leave upon separation from employment but only if the policy is clearly stated in established policy or employment contracthttps://scholar.google.com/scholar_case?case=8684627187819056672&q=530+S.E.2d+676&hl=en&as_sdt=6,45Employers must pay for earned, unused vacation leave unless a clear policy or employment agreement provides otherwisehttps://labor.wv.gov/Wage-Hour/Wage_Collection/Documents/Fact%20Sheet/WPCA%20FACT%20SHEET%206%20-%20FINAL%20WAGES%20AFTER%20REVIEW.pdf
WISCONSINEmployers must pay for earned, unused vacation leave unless a clear policy or employment agreement provides otherwisehttps://law.justia.com/codes/wisconsin/2021/chapter-109/section-109-01/?current=1
WYOMINGemployer may have a policy that it does not pay employees for accrued but unused vacation leave upon separation from employment but only if the employee has acknowledged the employer’s forfeiture policy in writinghttps://wyoleg.gov/statutes/compress/title27.pdfEmployers must pay earned, unused vacation leave out based on their terms of their policy.https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/
Last updated8/20258/20258/2025

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Bereavement Leave Laws

StateHas a state bereavement leave lawEmployer/Employee Eligibility RequirementsFamily Members Allowed for Bereavement LeaveNumber of Days Allowed OffIs the leave paid?When can you take leave?
ALABAMA
ALASKA
ARIZONA
ARKANSAS
CALIFORNIAxhttps://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=202120220AB1949 Employer must have 5 or more employeesEmployee must have been employed for at least 30 days prior to leaveDeath of spouse, child, parent, sibling, grandparent, grandchild, domestic partner, parent-in-law or a reproductive loss (miscarriage, stillbirth, failed adoption, failed surrogacy, or unsuccessful assisted reproduction)Up to 5 daysUnpaid, but you can use accrued paid time off Leave can be used consecutively or intermittently within 3 months of the death
COLORADO
CONNECTICUT
DELAWARE
*DISTRICT OF COLUMBIA
FLORIDA
GEORGIA
HAWAII
IDAHO
ILLINOISxhttps://www.ilga.gov/legislation/publicacts/fulltext.asp?Name=102-1050 Employer must have 50 or more employeesEmployee must have worked for employer for at least 12 monthsEmployee must have worked for employer for at least 1,250 work hours during the previous 12-month periodDeath of child, stepchild, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparentUp to 10 workdaysUnpaidLeave must be completed with 60 days after the employee is notified of the death
INDIANA
IOWA
KANSAS
KENTUCKY
LOUISIANA
MAINE
MARYLANDxhttps://mgaleg.maryland.gov/2021RS/chapters_noln/Ch_573_hb0056T.pdfEmployer must have 15 or more employeesDeath of child under 18, child over 18 who is incapable of self-care, spouse, or parent (including stepparent)This law requires employers to allow employees to use accrued time off for bereavement purposes
MASSACHUSETTS
MICHIGAN
MINNESOTA
MISSISSIPPI
MISSOURI
MONTANA
NEBRASKA
NEVADA
NEW HAMPSHIRE
NEW JERSEY
NEW MEXICO
NEW YORK
NORTH CAROLINA
NORTH DAKOTA
OHIO
OKLAHOMA
OREGONXhttps://www.oregonlegislature.gov/bills_laws/ors/ors659a.html#:~:text=659A.150%20Definitions%20for%20ORS%20659A.150%20to%20659A.186. Employer must have 25 or more employeesEmployee must have worked, on average, 25 hours per week for 180 daysDeath of spouse, domestic partner, child, parent, sibling, grandparent, grandchild, or any individual related by blood or affinity whose close association is equivalent to a family relationship Up to 2 weeksUnpaid, but you can use accrued paid time off Must complete leave within 60 days of notification of the death
PENNSYLVANIA
*PUERTO RICO
RHODE ISLAND
SOUTH CAROLINA
SOUTH DAKOTA
TENNESSEE
TEXAS
UTAH
VERMONT
VIRGINIA
WASHINGTONxhttps://lawfilesext.leg.wa.gov/biennium/2025-26/Pdf/Bills/Session%20Laws/Senate/5191-S.SL.pdfAlmost all employers qualify Employee must have worked a minimum of 820 hours in Washington over the last year (can be from one job or combined from multiple jobs)Death of child if employee would have qualified for medical leave due to the birth of their child or for family leave7 daysPaidDuring the 7 days following the death
WEST VIRGINIA
WISCONSIN
WYOMING
GUAM
LAST UPDATED7/2025

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