As of July 1, Alaska has officially implemented a new law concerning sick leave and minimum wage that was approved by voters in November. This legislation introduces significant changes for employees working in businesses across the state, particularly benefiting those employed at companies with 15 or more employees. Under this law, employees earn one hour of paid sick leave for every 30 hours worked, with a maximum of 56 hours of sick leave per year, unless an employer decides to extend this limit voluntarily.
For businesses with fewer than 15 employees, the sick leave accrual follows the same hourly rate but is capped at a maximum of 40 hours annually. Additionally, Alaska’s minimum wage has been raised to $13 per hour, with planned increases to $14 next year and $15 by 2027. After 2027, the minimum wage will be adjusted annually in accordance with inflation rates.
In a move to protect employee rights, the law prohibits employers from compelling their employees to participate in meetings addressing religious or political matters, including discussions about joining labor unions or political groups. Exemptions exist for religious organizations.
The sick leave can be utilized not just for an employee’s personal illness but also for caregiving responsibilities toward family members who require assistance. Furthermore, leave can be taken in circumstances involving domestic violence, sexual assault, or stalking. Although workers can access these benefits immediately, it may take several weeks for the state to finalize certain specifics regarding employers’ implementation of the law.
On June 25, the Alaska Department of Labor and Workforce Development proposed new regulations to complement the sick leave law. These regulations could come into effect by August at the earliest and aim to add clarity to various aspects of the law. Meanwhile, the department has released an informal Q&A to help clarify how the law works for employees and employers alike.
According to the proposed regulations, all employers in Alaska are mandated to inform each employee in writing about their sick leave policies. These policies may outline the amount of notice that employees must provide when using sick leave for pre-scheduled medical appointments or other foreseeable absences. It is specified that employers cannot require more than 10 days’ notice for such cases.
In instances of unexpected illness, employees are expected to notify their employer either prior to the commencement of their work shift or as soon as possible thereafter. If an employee utilizes sick leave for more than three consecutive days, the employer reserves the right to ask for proof of the necessity for the leave, provided this requirement is included in the written policy. However, if sick leave is being taken due to domestic violence, sexual assault, harassment, or stalking, no verification of that reason may be demanded.
Unused sick leave can be rolled over into subsequent years, although the total amount of leave cannot surpass the yearly maximum unless the employer chooses to allow it. The law also protects employees from retaliation for using their sick leave. Moreover, employers have the option to “front-load” sick leave, permitting employees to access an advance amount instead of accruing it over time.
The proposed regulations from the Department of Labor are now open for public comments until July 31. Individuals seeking clarification or with questions can reach out via email at [email protected].
image source from：alaskapublic
