Missouri Paid Sick Leave (Repealed 2025)
✓ Verified against official sources · September 1, 2026 RSMo § 290.600 (repealed by H.B. 567, eff. Aug. 28, 2025)
The short answer: Missouri briefly had a voter-enacted paid sick leave law — Proposition A's earned paid sick time — but the legislature repealed it effective August 28, 2025. Missouri now has no state sick leave mandate.
Accrual rate
None — the mandate was repealed effective Aug 28, 2025
Annual amount
No state requirement — employer policy controls
Employers covered
No Missouri employer is required to provide sick leave
Penalty for non-compliance: No state sick-leave enforcement — promised sick leave in a policy or contract remains enforceable as a contractual wage claim.
Missouri is the country's clearest cautionary tale on sick-leave freshness. Voters approved Proposition A in November 2024, creating earned paid sick time (RSMo §§ 290.600–290.642) that took effect May 1, 2025 — and the General Assembly then repealed the mandate via H.B. 567, effective August 28, 2025. The Revisor of Statutes now lists § 290.600 as repealed. As of today, no Missouri statute requires private employers to provide sick leave.
What survives is contract law: sick leave promised in a handbook or agreement — including balances employees accrued during the mandate's brief life — is enforceable the way any promised benefit is. Many national guides still describe Prop A as live; the official repeal record linked below is the controlling source.
For employersIf you granted sick leave banks while Prop A was in force (May–August 2025), how you wind them down is a policy and contract question — promised balances don't vanish with the statute; take counsel before zeroing anything out.
For employeesMissouri law no longer requires sick leave — but sick leave promised in your handbook or contract is still enforceable as a promise, and time accrued under the brief 2025 mandate may still be owed under your employer's policy.
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Missouri FAQ
Does Missouri require paid sick leave?
No — not anymore. Proposition A's earned paid sick time took effect May 1, 2025, and the legislature repealed it effective August 28, 2025 (H.B. 567). The Revisor of Missouri lists RSMo 290.600 as repealed.
What happened to sick time accrued while Prop A was in force?
The statute no longer compels anything, but time granted under an employer's policy is a promised benefit — whether it survives depends on the policy's terms and ordinary contract principles.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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