For millions of women, all it takes is one major life event – a new baby, a serious illness, losing a job, a family crisis, some unexpected emergency – and everything can unravel. And too many women still face discrimination and other obstacles – from wage inequality to a lack of critical caregiving supports. This year, several states made significant headway in becoming more equitable for thousands of workers and better supporting women and families. From salary transparency to expanding sick leave, many states have worked to improve the lives of women and families, while other states fell short. Here are a few high points and low points from this year’s states’ legislative sessions.
The Highlights: Historic Wins for Paid Sick Days
Connecticut
Connecticut enacted legislation to expand paid sick leave to people who work in nearly all occupations and for employers with fewer than 50 employees. Previously, the law was restricted to service sector workers at employers with more than 50 employees.
Alaska
Alaska passed a ballot measure that will allow workers to earn one hour of paid sick time for every 30 hours worked. For employers with 15 or more employees, workers may earn and use up to seven paid sick days per year. If an employer has fewer than 15 employees, workers can earn and use up to five days of paid sick days per year. This measure also provides safe leave. Safe leave is generally leave from work for eligible employees who are survivors of gender-based violence and harassment to seek support and services related to the violence they’ve experienced or for family members of such survivors to assist in fulfilling those needs.
Michigan
The Michigan Supreme Court reinstated the original Earned Sick Time Act (ESTA) that the legislature gutted after the ballot measure passed. Under the ESTA, employees accrue sick time at a rate of one hour for every 30 hours worked. Businesses with 10 or more employees must allow at least seven days of paid sick time per year to be used to the extent the leave is accrued. Businesses with fewer than 10 employees must allow at least five days of paid sick time annually, plus an additional four days of unpaid sick time to the extent leave is accrued.
However, the reinstatement is already under attack. Legislation has been introduced to once again undermine the Earned Sick Time Act.
Missouri
Missouri passed a ballot measure that increased the minimum wage and created a right to paid sick leave. Workers are able to earn one hour towards paid sick days for every 30 hours worked. Depending on the size of the employer, workers may be able to earn additional paid sick days. For employers with 15 or more employees, workers may earn and use up to seven paid sick days per year. If an employer has fewer than 15 employees, workers can earn and use up to five days of paid sick days per year. This measure also provides safe leave.
Nebraska
Nebraska passed a ballot measure that allows workers to earn one hour of paid sick time for every 30 hours worked. For employers with 20 employees or less, workers can earn and use up to five paid sick days per year. For employers with more than 20 employees, workers can earn and use up to seven paid sick days per year.
The Highlights: Paid Family and Medical Leave Victories
Virginia
In 2024, the Virginia Legislature passed paid family and medical leave. Despite this victory, Governor Youngkin vetoed the bill. The Virginia legislature also lacked the count to issue an override to the veto. If passed, Virginia would have provided up to 12 weeks of paid leave to workers.
California
While California already has paid family and medical leave in place, the legislature passed additional bills that would improve the benefit. This includes SB 1090, which provides working families with more timely access to Paid Family Leave (PFL) benefits by allowing workers to apply for benefits prior to the start of their leave. AB 2123 is the other piece, which removes an unnecessary barrier to PFL benefits by allowing individuals to access their benefits to care for a loved one without being forced to use their vacation time.
New York
Joining the District of Columbia, New York became the second state to establish paid prenatal leave. The new prenatal leave benefit provides employees with 20 hours of paid leave time per year to be used for prenatal healthcare service appointments during their pregnancy or related to their pregnancy. The new law takes effect on January 1, 2025.
Looking Ahead: Paid Family and Medical Leave
While states like New York and California led on improving paid family and medical leave, many states across the country made tremendous strides to advance paid family and medical leave in their state legislatures.
New Mexico
While New Mexico did not pass paid family and medical leave, the state’s legislature came incredibly close. Unfortunately, the vote failed by just two votes. If passed, New Mexico would have provided an employee up to 12 weeks of paid leave (only nine weeks during the first two years of the program).
Pennsylvania
Pennsylvania gained significant momentum in the push for paid leave this past session – with the Family Care Act (SB 580) passing through the Senate Labor & Industry Committee in an 8-3 vote. If passed, Pennsylvania workers would have provided up to 20 weeks of paid leave. Employees would have been able to take time off to care for a new child, a sick family member or their own health issues.
Vermont
Like Pennsylvania, Vermont made significant strides to push for paid family and medical leave. While H. 66 passed the House in 2023, unfortunately, the bill did not get full consideration in the Senate in 2024. If passed, workers in Vermont would have had up to 12 weeks of paid leave for their own serious health condition, family member’s serious health condition, pregnancy and more.
Illinois
Illinois took important steps toward passing paid family and medical leave. While Illinois did not pass paid family and medical leave – longer term leave that is usually weeks or months but may be taken intermittently – Illinois did pass the Paid Leave for All Workers Act. This requires employers to provide employees with up to 40 hours of paid time off that can be used for any reason. It is essential to note that this legislation is different from other recent paid leave legislation. If Illinois did pass paid family and medical leave, workers in Illinois would have up to 26 weeks of leave, plus an additional 26 weeks if personal medical leave is taken for pregnancy, recovery from childbirth or related conditions.
In addition, the city of Chicago subsequently passed a law clarifying that the paid time off is in addition to any sick days provided under their existing paid sick days law.
Louisiana
Louisiana also made progress in the fight for paid family leave for educators. The legislation did pass out of the senate education committee, but unfortunately did not pass out of senate finance committee. If passed, the bill would have provided kindergarten through grade 12 educators in Louisiana with six weeks of paid parental leave. This important legislation would ensure that educators who need temporary leave to bond with a new child, adopt or foster a child, or recover from pregnancy loss, can take the time they need without the fear of financial instability. Despite the legislation coming to a standstill, a study has been requested to survey the feasibility of establishing state subsidized parental leave for K-12 educators.
Michigan
The Michigan legislature has continued to make strides toward the passage of paid family and medical leave. The legislature is currently holding hearings on paid family and medical leave legislation – SB 332/SB333. If passed, Michigan workers could have up to 15 weeks of paid leave, giving workers time away from their jobs to take care of their health, care for a family member, including parental leave.
The Highlights: Salary Transparency
Maryland
Maryland passed and signed into law a pay range transparency bill HB 649/SB 525, which requires employers to list pay ranges in job postings. Maryland joins seven other states, including the District of Columbia that have passed similar pay range transparency legislation.
Low Points: Wages & Sick Leave
California
Prop 32, an initiative that would have risen the minimum wage to $18 an hour in California failed. California’s current minimum wage is $16 an hour.
Colorado
Governor Polis vetoed HB 1108 which would have prevented wage theft by increasing general contractor accountability for wage claims involving contractors in the construction industry. However, the Colorado legislature may be reviving the vetoed legislation in the coming weeks.
Massachusetts
Question 5, a ballot initiative that would have increased the tipped minimum wage to the state’s minimum wage over five years failed. The current minimum wage for tipped employees in Massachusetts is $6.75 an hour, before tips, but it’s $15 an hour for non-tipped workers. Under Question 5, employers would have been required to pay tipped employees the full state minimum wage as a base.
Missouri
Despite Missouri’s tremendous victory on Proposition A – the ballot initiative that is set to increase the state’s minimum wage and guarantee paid sick days – it is under attack. Business groups have filed a lawsuit with the state Supreme Court, challenging the constitutionality.
Delaware
Delaware made strides to pass earned sick leave for workers this year with HB 17. Unfortunately, the bill failed.
If passed, all employers in the State would have to provide employees a minimum of one hour of earned sick time and safe leave for every 30 hours worked. For employers of fewer than 10 employees, the time may be unpaid, job-protected time instead of paid time. Accrued earned sick time and safety leave may be used by employees for the mental and physical health needs of either the employee or an employee’s family member. It may also be used for incidents due to domestic violence, such as, meeting with lawyers, obtaining services from victim service organizations, temporary relocation and the like.
In the broader picture, there were a number of victories across the nation that should be celebrated. More workers will now have access to job-protected sick leave to recover or care for their sick family members, increased wages and improved access to paid family and medical leave. Across the nation, states and workers alike continue to advance equity and dignity in the workplace.
Credits: The author would like to thank the following for their contributions: Gail Zuagar, Delesiya Davis, Sharita Gruberg and Mettabel Law.
