Sick Leave for Kentucky Employees: What You Need to Know in 2025

Ever woken up in Louisville with a cold that makes even the Derby seem less exciting, or caught the flu while working in Lexington that not even the finest bourbon could cure? Whether you're crafting spirits in Bardstown, mining in the eastern coalfields, or teaching in Bowling Green, understanding Kentucky's approach to sick leave is as important as knowing your way around a hot brown recipe.

Key Objectives:

1. Does Kentucky Require Paid Sick Leave?
2. Federal Protections for Sick Leave
3. Employer Practices for Sick Leave in Kentucky
4. When Can Sick Leave Be Used?
5. Public-Sector Employees in Kentucky
6. COVID-19 and Sick Leave
7. Key Considerations for Employers in Kentucky
8. FAQs About Sick Leave in Kentucky
9. Common Misconceptions About Sick Leave in Kentucky
10. Why Sick Leave Matters

Here's the straight talk, as honest as a Kentucky handshake: Our state takes what you might call a traditional Southern approach to sick leave. Like our independent spirit born in the hills and hollers, Kentucky doesn't require private employers to provide paid sick leave. It's a policy as traditional as the copper stills that dot our countryside.

Think of Kentucky's approach like making fine bourbon - every distiller (or in this case, employer) has their own recipe. While state law doesn't mandate sick time, many Kentucky businesses choose to offer it anyway. They understand that, like you can't age bourbon without patience, you can't expect employees to thrive without proper time to recover from illness.

Kentucky does not have a state law requiring private-sector employers to provide paid or unpaid sick leave. However, federal protections, public-sector policies, and employer-provided benefits often provide support for workers who need time off for illness or caregiving.

This guide offers an overview of sick leave policies for Kentucky employees in 2025.

Does Kentucky Require Paid Sick Leave?

Kentucky does not mandate paid or unpaid sick leave for private-sector employees. Sick leave policies are determined by individual employers, who may include sick leave or Paid Time Off (PTO) in their benefits packages. Employees should review their employer's handbook for specific details.

Public-sector employees, such as state workers, typically have more structured sick leave policies.

Federal Protections for Sick Leave

Employees in Kentucky are eligible for unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

FMLA Overview

• Eligibility: Employees must work for an employer with at least 50 employees within a 75-mile radius, have worked for the employer for at least 12 months, and have logged at least 1,250 hours in the previous year.
• Leave Benefits: Provides up to 12 weeks of unpaid, job-protected leave per year.

FMLA covers leave for:

• Personal serious health conditions.
• Caring for a spouse, child, or parent with a serious health condition.
• The birth, adoption, or foster placement of a child.
• Certain military caregiving needs.
  
  

Employer Practices for Sick Leave in Kentucky

Although not required by law, many Kentucky employers offer sick leave or PTO. Common practices include:

• Accrual-Based Systems: Employees accrue sick leave based on hours worked, such as 1 hour of leave for every 30 hours worked.
• PTO Banks: Employers may combine vacation, sick leave, and personal days into a single PTO policy.
• Carryover Policies: Unused sick leave may roll over to the following year, but this is subject to employer policy and may have a cap.

When Can Sick Leave Be Used?

Sick leave policies vary by employer, but common uses include:

• Personal Illness or Injury: Recovering from illness or injury or attending medical appointments.
• Family Care: Caring for a sick family member.
• Preventive Care: Routine checkups, vaccinations, or screenings.
• Domestic Violence or Assault Recovery: Some employers allow sick leave to address needs related to domestic violence or sexual assault.

Covered family members often include:

• Spouses or domestic partners.
• Children (biological, adopted, foster, or stepchildren).
• Parents, grandparents, and siblings.

Public-Sector Employees in Kentucky

Public-sector employees in Kentucky generally have access to more defined sick leave benefits:

• Accrual: Full-time state employees typically accrue 7.5 hours of sick leave per month, which amounts to 90 hours per year.
• Carryover: Unused sick leave may roll over indefinitely and can sometimes be converted to retirement credits upon retirement.
• Usage: Sick leave can be used for personal illness or to care for immediate family members with health issues.

Public-sector employees should consult their specific agency policies or collective bargaining agreements for details.

COVID-19 and Sick Leave

While federal COVID-19-specific leave mandates, such as those under the Families First Coronavirus Response Act (FFCRA), have expired, many employers allow employees to use accrued sick leave for COVID-19-related reasons, including:

• Testing, recovery, or treatment.
• Quarantine or isolation due to exposure.
• Caring for a family member affected by COVID-19.

Key Considerations for Employers in Kentucky

Employers in Kentucky can benefit from offering sick leave, even though it is not mandated. Advantages include:

• Attracting Talent: Sick leave is a valuable benefit that helps employers compete in today’s job market.
• Maintaining Productivity: Encouraging employees to recover fully reduces workplace absenteeism and presenteeism.
• Fostering Workplace Health: Providing sick leave helps prevent the spread of illness in the workplace.

Employers should document their sick leave policies in employee handbooks and ensure they comply with federal laws like FMLA.

FAQs About Sick Leave in Kentucky 

Q: Can an employer require a doctor’s note?

A: Yes, employers in Kentucky can request documentation, such as a doctor’s note, for extended absences, typically after three consecutive days of sick leave.

Q: Are part-time employees eligible for sick leave?

A: This depends on the employer’s policy. While Kentucky law does not require it, many employers voluntarily provide sick leave to part-time or temporary workers.

Q: What happens to unused sick leave?

A: Unused sick leave policies vary. Employers may allow it to roll over to the next year, but Kentucky law does not require this.

Common Misconceptions About Sick Leave in Kentucky

1. “Kentucky requires all employers to offer paid sick leave.”

False. Kentucky does not mandate paid or unpaid sick leave for private-sector employees.

2. “Unused sick leave must be paid out when leaving a job.”

False. Kentucky law does not require employers to pay out unused sick leave unless explicitly stated in the employer’s policy.

3. “Only full-time employees are eligible for sick leave.”

False. Many employers voluntarily offer sick leave to part-time or temporary employees, though this is not mandated by law.

Why Sick Leave Matters

Sick leave supports employee well-being, reduces turnover, and improves workplace productivity. For employees, it provides a safety net to manage personal or family health issues. For employers, offering sick leave fosters a positive workplace culture and helps retain talent.

Final Thoughts

In Kentucky, sick leave policies for private-sector employees are determined by employers, while federal protections like FMLA provide additional support for eligible workers. Public-sector employees often enjoy more structured sick leave benefits.

For more information, visit the U.S. Department of Labor or consult your employer’s handbook. Public-sector employees should contact their HR department for specific policies.

Next Steps

Understanding your sick leave rights in Kentucky can feel like handicapping a Derby race - it helps to know the track conditions. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.

If you're a business looking to navigate Kentucky's employment landscape while expanding your workforce, consider partnering with an Employer of Record (EOR) service. They can help manage your HR compliance, payroll, and benefits administration while you focus on growing your business. Learn more about EOR services and how they can simplify your employment needs at TCW Global's EOR solutions.

Remember, while Kentucky may not mandate paid sick leave, creating supportive time-off policies isn't just good for employees - it's good for business. Like our world-famous bourbon, good things take time to develop, and investing in your workforce's wellbeing yields rich rewards. Just as we say "United We Stand, Divided We Fall," a healthy workplace depends on policies that support everyone's needs.

Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Kentucky's unique business environment.