Michigan paid sick leave laws currently require employers to provide up to 40 hours per year of paid medical leave under the Paid Medical Leave Act. Beginning February 21, 2025, Michigan’s Earned Sick Time Act voter ballot initiative will significantly expand these requirements.
This guide outlines both current requirements and upcoming changes to help employers prepare for the transition to expanded leave benefits. Where requirements differ between current law and future changes, both provisions are noted for clarity.
Common Questions About Michigan Paid Sick Leave
Understanding Michigan paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. As the law undergoes significant changes in 2025, employers must prepare for expanded obligations. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Michigan?
Historically, employees can take this leave if they are non-exempt, primarily work from Michigan and have worked at least 25 hours/week in the last calendar year. That said, beginning February 21, 2025, all Michigan employees will be eligible for this leave.
Which employers have to provide this leave?
Historically, employers with 50 or more employees nationwide must provide this leave, except for U.S. government employers. However, beginning February 21, 2025, all employers must provide this leave to Michigan employees.
How much leave do employers need to provide?
Historically, employees accrue one hour of leave for every 35 hours worked, up to 40 hours per year. Beginning February 21, 2025, employees will accrue one hour of leave for every 30 hours worked, with no annual accrual limit. Accrual begins on the first day of work or February 21, 2025, whichever is later.
What can Michigan paid sick leave be used for?
Prior to the Earned Sick Time Act, employees could use leave for:
- Their own or a family member’s mental or physical illness, injury, or health condition
- Diagnosis, care, treatment, and preventative medical care
- Workplace or school closure due to public health emergency
- Domestic violence or sexual assault-related needs
Beginning February 21, 2025, employees can also use leave to attend children’s school meetings related to health, disability, or effects of domestic violence or sexual assault.
How does this relate to other types of leave?
Employers can use a paid time off or vacation policy that provides at least as much time off and allows for the same reasons as the sick leave law requires.
Can employers limit how many hours of sick leave employees use in a year?
Historically, employees could use up to 40 hours per year. Beginning February 21, 2025:
- Small businesses (<10 employees) can limit to 40 hours paid plus 32 hours unpaid leave
- All other employers must allow up to 72 hours of paid leave annually
Can employers provide all the leave at once instead of letting it accrue?
Currently, employers can frontload 40 hours at the start of the year and prorate for mid-year hires. Frontloading eliminates carryover requirements. Beginning February 21, 2025, employers can frontload but must still comply with accrual, use, and carryover requirements.
Do employers have to carry over unused leave?
Currently, employees can carry over up to 40 hours annually. Beginning February 21, 2025, employees can carry over all accrued unused sick leave.
What is the smallest amount of leave an employee can use?
Historically, employers could require one-hour minimum increments unless their policy states otherwise. Beginning February 21, 2025, employees can use leave in hourly increments or the smallest increment the employer’s payroll system uses, whichever is smaller.
What notice do employers and employees need to provide?
Beginning February 21, 2025, employers must provide detailed written notice at hire and display a poster. Employees must provide up to 7 days’ notice for foreseeable leave or notice as soon as practicable for unforeseeable leave.
What verification can employers ask for?
Currently, employers can require normal verification with three days to provide documentation. Details about medical conditions or domestic violence cannot be required. Beginning February 21, 2025, verification can be required for absences exceeding three consecutive days. Employers must pay verification costs and cannot delay leave pending documentation.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected. While unused leave isn’t paid out at separation, beginning February 21, 2025, employers must reinstate previously accrued leave if employees are rehired within 6 months.
Simplify Michigan Paid Sick Leave with SixFifty
Navigating Michigan’s changing paid sick leave requirements can be complex. SixFifty’s solutions streamline the process, ensuring your policies align with current requirements and helping you prepare for the 2025 changes. We’re here to keep you compliant—even as paid sick leave laws evolve.
Want to see how it works? Schedule a free demo today!
