Summary: Massachusetts Governor Maura Healey signed legislation on August 23, 2024[1], that, among other items, expands the qualifying reasons under the Massachusetts (MA) earned sick time law to include reproductive-related loss events, effective November 21, 2024.
The MA earned sick time law expansion allows an employee working in Massachusetts to use their MA earned sick time to address the employee’s own physical and mental health needs, and those of their spouse, if the employee or the employee’s spouse experiences:
Read on for more information.
The table below captures the major provisions of the MA earned sick time law, which became effective in 2015:
MA Earned Sick Time Law Provision |
Requirement |
Eligible Employees |
All employees working in Massachusetts. |
Covered Employers |
All employers in Massachusetts are required to comply, however, the paid leave requirement only applies to employers with 11 or more employees. |
Qualifying Reasons |
Employee may use MA earned sick time to
*Family member includes the employee’s child, spouse, parent, or spouse's parent |
Accrual & Use Limits |
Employers with 11 or more employees: one hour of paid sick time for every 30 hours worked. Employers with fewer than 11 employees: one hour of unpaid sick time for every 30 hours worked.* Employers may limit employee sick time accruals and use to 40 hours per year. An employer may choose any consecutive 12-month period for its “calendar year.” * These small employers may, but are not required to, provide the sick time as paid. |
Waiting Period |
Employers may prohibit the use of earned sick time until a new employee’s 90th calendar day of employment. |
Frontloading & Carryover Rules |
Frontloading permitted. If an employee is provided earned sick time in a lump sum allocation of at least 40 hours at the beginning of each benefit year, the employer is not obligated to allow an employee to carry over unused earned sick time into the next year. If an employee is provided earned sick time via accrual, the employee must be permitted to carry over up to 40 hours of unused earned sick time to the next year. An employer is allowed to offer an employee a payout of unused earned sick time at the end of the benefit year under certain rules. |
Payout Upon Termination |
Employers are not required to pay out unused earned sick time when an employee leaves, but may do so voluntarily. |
Employee Notice & Documentation |
Except for emergencies, employees must notify their employer prior to use of MA earned sick time. Employers are permitted to request a doctor's note or other documentation only in limited circumstances, such as when an employee misses more than three consecutive workdays. Employers are not allowed to ask for information about the illness or the details of the domestic violence. |
Employee Protections |
An employer may not interfere with an employee’s right to use earned sick time and may not retaliate against any employee who requests to use earned sick time. |
Posting |
MA earned sick time poster must be conspicuously posted in a place accessible to employees. Click here for the model poster in English and other languages. Employers are required to include the employer’s sick time policy in an employee handbook. Click here for a sample MA earned sick time policy. |
This new Massachusetts earned sick time law expansion for reproductive-related losses is part of a growing trend of new, or enhanced, laws providing workplace accommodations and protections for pregnant employees. Other states have already jumped on this bandwagon, including:
On a federal level, the Consolidated Appropriations Act, 2023, signed into law on Dec. 29, 2022, adopted two new laws, one titled the "Pregnant Workers Fairness Act (PWFA)" and the other titled the "Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act)":
Employers with employees working in Massachusetts are advised to take note of the November 21, 2024, effective date for the expansion of reproductive-related loss events under the MA earned sick time law, and take the following steps:
Risk Strategies continues to closely follow state leave developments and provide updates when available. Contact us directly with any questions at benefits@risk-strategies.com.
[1] This legislation, titled “An Act promoting access to midwifery care and out-of-hospital birth options,” also expands coverage for midwifery, birth centers, doulas, and screening and treatment for postpartum depression in Massachusetts.