Key Takeaways
- Missouri’s statewide earned paid sick leave law ended on August 28, 2025.
- This post explains what paid leave options exist for Missouri workers in 2026, following the repeal of the statewide paid sick leave law.
- In 2026, there is no Missouri paid sick leave requirement for private employers, but workers may still have rights under employer policies, local rules, and federal laws like the FMLA.
- Workers keep any paid sick leave they already earned under the 2025 law, but how and when they can use it depends on their employer’s updated policy.
- Punchwork Law focuses on workers’ rights and can help employees understand wrongful termination, retaliation, and discrimination tied to time off or leave requests.
- This article provides a timeline (2024–2026), explains what changes in 2026, and offers practical steps for Missouri workers.
Is there paid leave in Missouri in 2026?
In 2026, there is no statewide paid sick leave requirement for Missouri employers. However, some employers may offer paid leave voluntarily, and federal laws like the FMLA provide unpaid leave. Starting June 1, 2026, the Neonatal Intensive Care Leave Act provides up to 10 days of unpaid leave for parents with a child in a NICU. A 2026 ballot initiative may seek to reinstate paid sick leave.
Missouri’s statewide earned paid sick leave law ended on August 28, 2025. This page explains what paid leave options exist for Missouri workers in 2026, following the repeal of the statewide paid sick leave law.
This guide is for Missouri employees and workers who want to understand their rights to paid and unpaid leave in 2026. With recent changes to state law, it is important to know what protections remain and what options are available. Understanding these changes will help workers protect their rights, plan for time off, and respond to any issues that may arise with their employer.
Is there a statewide paid leave law in Missouri in 2026?
No. As of February 2026, Missouri does not have a statewide paid sick leave law for employers. Paid sick leave refers to employer-provided time off that is compensated and can be used for health-related absences. As of August 28, 2025, Missouri employers are not required to provide paid sick leave, but may do so voluntarily. However, private employers in Missouri may offer paid leave as a voluntary benefit even though there is no statewide mandate. Some employers may still offer paid leave, and federal laws like the FMLA provide unpaid leave. The Federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Employers still must pay the higher state’s minimum wage, which increased to $13.75 on January 1, 2025, and to $15.00 on January 1, 2026. Starting June 1, 2026, a new law—the Neonatal Intensive Care Leave Act—requires employers with 16 or more employees to provide up to 10 days of unpaid leave for parents with a child in a NICU. Starting June 1, 2026, this law requires employers with 16 or more employees to provide up to 10 days of unpaid leave for parents with a child in a NICU. A 2026 ballot initiative may seek to bring back paid sick leave requirements, possibly as a constitutional amendment.
What happened?
Proposition A, a ballot measure (Prop A) approved by nearly 58% of Missouri voters on Election Day 2024, raised the state’s minimum wage and created statewide paid sick leave beginning May 1, 2025. This helped many workers who did not have paid time off before. Prop A faced legal challenges based on the single subject rule, with opponents arguing that combining minimum wage and paid sick leave in one measure violated the constitutional requirement for ballot measures to address only one subject. Employers still must pay the higher minimum wage, which increased to $13.75 on January 1, 2025, and to $15.00 on January 1, 2026.
However, House Bill 567, signed by Missouri Governor Mike Kehoe on July 10, 2025, repealed the paid sick leave law. The repeal took effect on August 28, 2025, because the bill did not include an emergency clause, delaying its implementation. Lawmakers acted quickly after business groups argued the law caused excessive costs and paperwork.
The state’s minimum wage increase remains, making Missouri’s the fifth highest in the nation. The law previously allowed the minimum wage to automatically increase with inflation, but this provision was eliminated.
Timeline: From Proposition A to the 2025 Repeal and Into 2026
| Date | What Happened |
|---|---|
| November 2024 | Missouri voters approved Proposition A, raising minimum wage and creating paid sick leave |
| January 1, 2025 | Minimum wage rose to $13.75 per hour |
| May 1, 2025 | Paid sick leave law started—workers earned one hour of paid sick leave for every 30 hours worked |
| Spring 2025 | Business groups challenged the law in Missouri Supreme Court; court allowed law to continue |
| July 10, 2025 | Governor signed House Bill 567, repealing the paid sick leave law |
| August 28, 2025 | Paid sick leave law ended—employers no longer must provide paid sick leave |
| January 1, 2026 | Minimum wage rose to $15.00 per hour; no statewide paid sick leave law exists |
Paid Sick Leave Requirements Before Repeal
- Until August 27, 2025, employees accrued paid sick leave in Missouri at a rate of one hour for every 30 hours worked.
- Missouri employers had to provide one hour of paid sick leave for every 30 hours worked until August 27, 2025.
- Employers with 15 or more employees had to provide employees with up to 56 hours of accrued leave per year.
- Employers with fewer than 15 employees had a 40-hour cap on accrued leave.
- Small businesses with annual gross volume sales under $500,000 were exempt.
- Earned paid sick time could be used for personal illness, family member care, domestic violence, sexual assault, and preventive care.
- Up to 80 hours of unused accrued leave carried over each year. If employers did not allow carryover, they had to pay out the full amount of unused sick leave.
- Employers were not required to pay out unused leave at job separation unless promised.
- Employers had to provide employees with written notice about earned paid sick time, including contact information for the Missouri Department of Labor.
- Employers were required to keep records of hours worked and leave taken for at least three years.
- Employers could require documentation for absences of three or more consecutive days.
- The law’s job protections remained in effect for eligible employees until August 27, 2025.
What Changes for Missouri Workers in 2026?
The statewide paid sick leave mandate ended. Missouri employers should review and update their paid leave policies to comply with the repeal and have a clear plan for the transition. Employers may offer paid leave voluntarily but are not required by law. It is important for employers to communicate any changes to their sick leave policies clearly to employees and provide reasonable notice to prevent misunderstandings and maintain morale. The Missouri Department of Labor has not yet provided guidance on how employers should handle accrued leave after the repeal, so employers may need to evaluate their sick leave policies and consider whether to eliminate benefits earned since May 1, 2025, after the repeal takes effect. Employers are advised to remain compliant with the law and all related obligations until August 27, 2025, and should seek legal guidance as needed to ensure they comply with all requirements during the transition. The Federal Family and Medical Leave Act (FMLA) still provides up to 12 weeks of unpaid, job-protected leave for eligible employees. Starting June 1, 2026, the Neonatal Intensive Care Leave Act requires employers with 16 or more employees to provide up to 10 days of unpaid leave for parents with a child in a NICU. A 2026 ballot initiative may seek to reinstate paid sick leave.
Summary:
In 2026, there is no statewide paid sick leave mandate in Missouri. Employers may still offer paid leave voluntarily, but are not required to do so. The Federal Family and Medical Leave Act (FMLA) continues to provide eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Starting June 1, 2026, the Neonatal Intensive Care Leave Act provides up to 10 days of unpaid leave for parents with a child in a NICU. A 2026 ballot initiative may seek to reinstate paid sick leave requirements.
Minimum Wage in 2026
The state’s minimum wage increased to $15.00 on January 1, 2026, following a scheduled increase to $13.75 on January 1, 2025. Previously, Missouri law allowed the minimum wage to automatically increase each year based on inflation, but this provision was eliminated, so the $15.00 rate will remain in effect for now. While this makes Missouri’s minimum wage the fifth highest nationally, Washington currently has the highest minimum wage among all states.
Sources of Leave Rights in 2026
- Employer paid leave policies (may offer paid sick leave, PTO, vacation, or accrued leave; employees should review any written notice or guidance provided by their employer)
- Union contracts (may include paid leave benefits)
- Local ordinances (some cities or counties may have their own rules)
- Federal law (FMLA for unpaid leave)
- ADA and Missouri Human Rights Act (reasonable accommodations)
- Neonatal Intensive Care Leave Act (unpaid leave starting June 1, 2026)
Workers should request and review their 2026 employee handbook or leave policy, pay attention to any written notice or guidance from their employer, and keep written copies.
What Happens to Earned Paid Sick Leave After the Repeal?
Employers may need to decide how to handle any paid sick leave that employees accrued under the law before August 28, 2025.
How Employers May Handle Accrued Leave
Employers may:
- Freeze remaining balances and allow use until depleted
- Set deadlines for using earned hours
- Convert sick leave hours into general PTO
- Eliminate balances entirely
Employers should follow written policies and promises about handling earned leave after repeal. Sudden removal or refusal to honor earned leave, especially if discriminatory, may lead to legal challenges.
What Workers Should Keep
- Pay stubs showing hours worked in 2025
- Timesheets or clock records
- Screenshots of leave balances
- Emails or notices about policy changes
These documents may be needed if disputes arise.
Other Paid and Unpaid Leave Rights That Still Apply in 2026
Family and Medical Leave Act (FMLA)
The Federal Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave for serious health conditions, family care, birth or adoption, and military family needs. Applies to employers with 50 or more employees within 75 miles. Employees must meet length and hours worked requirements.
Disability Accommodations
The ADA and Missouri Human Rights Act may require reasonable accommodations such as time off or modified schedules.
Employer-Created Policies
Many employers still offer paid leave or vacation benefits voluntarily. These may be legally binding if promised in writing.
Local Ordinances
Some cities or counties may have local paid leave laws. Check local resources.
Retaliation Protections
It is illegal to punish workers for using lawful leave, including FMLA or disability accommodations.
Neonatal Intensive Care Leave Act
Starting June 1, 2026, this law requires employers with 16 or more employees to provide up to 10 days of unpaid leave for parents with a child in a NICU.
Problems With Paid Leave at Work
Issues with time off can signal discrimination or retaliation.
Warning signs include:
- Being disciplined or fired for using approved leave
- Reduced hours after requesting time off
- Negative comments from supervisors about illness or family care
- Unequal treatment compared to coworkers
Discrimination based on protected traits is illegal. Employers may illegally retaliate by using attendance rules to punish workers who report problems.
How to Protect Yourself
- Save emails and texts
- Document dates and details of meetings
- Keep copies of company policies
If you face wrongful termination, discrimination, or retaliation related to leave, consult an employment lawyer.
What Missouri Workers Can Do to Protect Themselves in 2026
- Request updated written policies, especially about sick leave, PTO, attendance, and unused leave.
- Track hours worked and leave used.
- Ask questions in writing about leave policies and earned sick leave.
- Document any concerning behavior or unfair treatment.
- Consult with an employment lawyer if you suspect rights violations.
Staying Informed About Missouri Paid Leave Beyond 2026
Laws can change. Check:
- Missouri Department of Labor and Industrial Relations website for new guidance and official notice about paid leave law changes
- Local government websites
- Trusted legal education sources like Punchwork Law
A ballot measure in November 2026 may reinstate paid sick leave, possibly as a constitutional amendment.
Frequently Asked Questions About Missouri Paid Leave 2026
Will I have paid sick leave in 2026 if I work in Missouri?
No statewide law requires paid sick leave in 2026. Employers may offer it voluntarily. Some workers may have paid leave through employer policies, union contracts, or local rules. FMLA provides unpaid leave for eligible employees.
What if my employer erased my accrued sick leave from 2025?
Employers should honor their written policies and commitments about 2025 sick leave. If your balance disappeared, gather proof, ask for written explanations, and consider legal advice if needed.
Can I be fired in 2026 for calling in sick in Missouri?
Missouri is an at-will state, but firing for using legally protected leave or due to protected traits is illegal. Document incidents and consult a lawyer if you suspect wrongful termination.
How can I keep up with future changes to Missouri leave laws?
- Review workplace rights, employer handbooks and notices annually
- Visit Missouri Department of Labor website
- Follow trusted legal sources
- Talk with coworkers or union reps
Stay informed and know your rights.
