Alaska employers, mark your calendars! A new paid sick leave law is set to take effect on July 1, 2025, bringing with it important notification requirements you'll need to address. While the state is providing clear guidelines, they are not providing a pre-made form, putting the onus on employers to create their own notices.
This new legislation underscores the importance of staying proactive and informed about changes in labor laws. Here's some information that you might want to know to help ensure your business is ready:
The state of Alaska mandates that employers provide written notification to all employees regarding their entitlement to paid sick leave. This notice must include:
Entitlement to Paid Sick Leave: Clearly state that employees are entitled to paid sick leave.
Amount of Sick Leave: Specify how much sick leave both full time and part time employees are eligible for. The minimum accrual rate is one hour of paid sick leave for every 30 hours worked, but employers are permitted to offer a more generous accrual rate.
Terms of Use Under Statute: Outline the conditions under which paid sick leave can be used, as defined by the new law.
Prohibition Against Retaliation: Inform employees that retaliation for exercising their right to paid sick leave is strictly prohibited.
There are two key deadlines for notification:
New Hires: Any new employees hired on or after July 1, 2025, must receive this written notification upon hire.
Current Employees: For your existing workforce, you have a window of 30 days from July 1, 2025, to provide this notification. While the state's guidance states "within 30 days of July 1st," a plain reading indicates this can be anytime between June 1st and July 31st.
The state of Alaska has made it clear: they will not be providing a sample notification form for employers to use. Their reasoning is that this notification is considered an employment document, similar to hiring agreements, that employers are expected to generate themselves. This approach emphasizes the need for employers to understand these requirements and tailor their communications accordingly.
Proactive Document Creation: Don't wait until the last minute. Start drafting your paid sick leave notification now.
Accuracy is Key: Ensure your notice accurately reflects the minimum accrual rate and any more generous policies your company may offer.
Clarity and Conciseness: The notice should be easy for employees to understand, outlining their rights and responsibilities clearly.
Integration with Onboarding: For new hires, consider how you will integrate this notice into your existing onboarding paperwork. If you’re leveraging an electronic onboarding system, make sure the new notice is added to your onboarding packets where applicable.
Internal Communication Plan: For current employees, determine the most effective way to distribute this important information.
Next Steps:
Take this opportunity to review your current leave policies and ensure they align with Alaska's new paid sick leave requirements and work with your legal counsel to ensure your policies are meeting these new requirements. By taking these steps now, you can better ensure a smooth transition with Alaska's new paid sick leave law, supporting both your business and your valuable employees.
Interested in learning more about how you can automate your employee forms? See how Forms HQ can help.
This content intends to give you general information. We are not giving you any tax, benefits, or legal advice. For specific information about your organization and its needs, consult your own tax advisor, legal counsel, or other appropriate representative.