Beginning January 1, 2024, employers must comply with several new paid leave laws. Employers are advised to review any new laws and bring their practices in line accordingly. This article provides a summary of key employee paid leave laws that came into effect at the start of 2024.

In Minnesota, the new statewide earned sick and safe time law went into effect, which requires most Minnesota employers to provide paid sick and safe leave to their employees. The law covers temporary and part-time employees, but not independent contractors.

In Illinois, the Paid Leave for All Workers Act came into effect. It entitles virtually all employees working in Illinois to accrue one hour of paid leave for every 40 hours worked, up to 40 hours in a 12-month period. It allows employees to use the accrued leave for any reason of their choosing.

Colorado’s Family and Medical Leave Insurance (FAMLI) program went live on January 1, 2024. Compliance with the program is mandatory for most employers with one or more employees working in Colorado. The program provides partial wage-replacement benefits to employees.

California’s statewide paid sick leave law, the Healthy Workplaces, Healthy Families Act of 2014, has increased the minimum amount of paid sick leave that employers must provide to California employees to 40 hours of paid sick leave per year.

In New York, the NYPFL provides eligible employees with up to 12 weeks of partially paid leave in a 52-week period for covered reasons. The 2024 premium rates and maximum employee contributions went into effect on January 1, 2024.

These updates are aimed at providing a high-level overview of some of the new leave laws and changes to existing laws that went into effect for 2024. Employers are encouraged to stay informed about all relevant state and local leave laws and consult with experienced employment counsel regarding the implementation of any new leave obligations.