At Inspiring HR, we simplify compliance for small businesses by keeping you informed about labor law changes that could impact your company. Stay ahead of compliance in 2025 with these new updates to state labor laws.
Please note: This blog is for informational purposes only. Employers should consult with an Inspiring HR Consultant or legal counsel to address specific requirements for their organization. Find past updates and insights on our website.
Key Topics This Month:
- Missouri: Paid Sick and Safe Leave
- Vermont: Pay Disclosure Law
MISSOURI
New Paid Sick and Safe Leave (PSSL) – Effective May 1, 2025
Missouri employers will be required to provide employees paid sick and safe leave (PSSL) each year. Employers with less than 15 employees will be required to provide at least 40 hours of PSSL each year. Employers with 15 or more employees with at least 56 hours of PSSL each year.
Employers are also required to provide all existing employees, as well as new hires with a written notice regarding PSSL. Additional information regarding the requirements are outlined below.
- Accrual Rate: employees accrue PSSL at a rate of one hour for every 30 hours worked. Employers may choose to front-load the leave if they prefer.
- Carry Over: Up to 80 hours of unused PSSL time must be carried over from one plan year to the next.
- Using Sick Time: reasons include for an employee’s own or for the employee’s family member’s mental or physical illness, injury or health condition, or preventative medical care.
- Documentation: when using PSSL for three or more consecutive days, an employer may require reasonable documentation.
- PTO Policy: if your PTO policy meets all PSSL requirements, no additional leave is required.
VERMONT
Pay Disclosure Requirements -Effective July 1, 2025
Employers with at least five employees will be required to include compensation or the pay range of compensation for all job postings for positions in Vermont or for employees working remotely who perform work for an office or work location physically located in Vermont.
Job postings must include the minimum and maximum annual salary or hourly rate of pay for the open positions. For positions that are paid on a commission basis, employers are not required to disclose the compensation or of the pay range of compensation. If the position is paid on a tipped basis, employers must disclose that the position is a tipped position and the base hourly rate of pay.
Employers should review and update their job description, job postings, and advertisements to ensure compliance with the new law.
Inspiring HR offers helpful resources such as compliance tools, labor law reference guides, and more. For personalized support navigating these updates, contact us today.
This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek HR consultation or legal counsel before making decisions about policies.
