Let me paint a picture of Missouri's sick leave landscape that's as diverse as the Ozarks to the Gateway Arch:
Ever woken up in St. Louis with a cold that makes the Gateway Arch look crooked, or caught the flu while working in Kansas City that not even the best burnt ends and BBQ sauce could cure?
Whether you're brewing beer at one of St. Louis's historic breweries, programming at a tech startup in the Innovation District, or working tourism in Branson, understanding Missouri's approach to sick leave is as crucial as knowing which side of the state makes the better BBQ (we won't take sides!).
Here's what makes Missouri's approach distinctive: Like the confluence of the Missouri and Mississippi Rivers, the Show-Me State shows us a traditional approach where sick leave policies flow from individual employers rather than state mandate.
While Missouri doesn't require private employers to provide paid sick leave, many businesses choose to offer it voluntarily. Just as the Pony Express once carried messages across our state, today's workers carry different benefit packages depending on their employer and industry.
Missouri does not have a state law requiring private-sector employers to provide paid or unpaid sick leave. However, employees in Missouri may still have access to sick leave through employer-provided benefits, federal protections, or public-sector policies. Here's an updated guide to sick leave for Missouri employees in 2025.
No, Missouri does not mandate paid sick leave for private-sector employees. Employers in the state are free to establish their own sick leave policies, and many include sick leave or Paid Time Off (PTO) in their benefits packages to attract and retain employees.
Public-sector employees, such as state workers, typically have more defined sick leave benefits through state policies.
Employees in Missouri may qualify for unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).
FMLA Overview
FMLA covers leave for:
Although not required by law, many Missouri employers voluntarily offer sick leave or PTO. Common features of employer-provided sick leave include:
Employees should consult their employer’s handbook for details on accrual, usage, and carryover policies.
Sick leave policies vary by employer, but common uses include:
Covered family members often include:
Public-sector employees in Missouri typically have access to more structured sick leave benefits:
Public-sector employees should consult their agency policies or collective bargaining agreements for details.
Federal COVID-19-specific leave mandates, such as those under the Families First Coronavirus Response Act (FFCRA), have expired. However, many employers in Missouri continue to allow accrued sick leave to be used for COVID-19-related reasons, such as:
Employers in Missouri are encouraged to establish clear sick leave policies to support their workforce. Offering sick leave benefits employers in the following ways:
Employers should outline their sick leave policies in employee handbooks and ensure compliance with federal laws like FMLA.
Q: Can an employer require a doctor’s note?
A: Yes, employers in Missouri can request documentation, such as a doctor’s note, for extended absences, typically after three consecutive days of sick leave.
Q: Are part-time or temporary employees eligible for sick leave?
A: This depends on the employer’s policy. While Missouri law does not require it, many employers voluntarily extend sick leave benefits to part-time or temporary workers.
Q: What happens to unused sick leave?
A: Unused sick leave policies vary. Some employers allow unused leave to carry over to the next year, but Missouri law does not mandate this.
False. Missouri does not have a statewide mandate for paid or unpaid sick leave for private-sector employees.
False. Missouri law does not require employers to pay out unused sick leave unless explicitly stated in the employer’s policy.
False. Many employers voluntarily offer sick leave to part-time and temporary employees, though this is not mandated by law.
Sick leave supports employee well-being, improves workplace morale, and boosts productivity. While Missouri does not mandate sick leave for private-sector workers, offering it helps create a healthier workplace and reduces turnover.
Understanding your sick leave rights in Missouri can feel like exploring the Lake of the Ozarks - there are lots of twists and turns to navigate. 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 Missouri'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, just as our state motto declares, "Salus Populi Suprema Lex Esto" (Let the Welfare of the People Be the Supreme Law), creating supportive time-off policies isn't just good for employees - it's good for business. Like our famous gooey butter cake, the right ingredients make everything work better.
Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Missouri's unique business environment, where Midwestern practicality meets Show-Me State independence.
In Missouri, sick leave policies for private-sector employees are largely determined by individual employers, while federal protections like FMLA offer additional support for eligible workers. Public-sector employees typically benefit from more structured sick leave policies.
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 sick leave policies.