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

Ever woken up in Burlington with a cold that makes Lake Champlain look misty, or caught the flu while working in Montpelier that not even the best maple syrup could cure? Here's something as sweet as that syrup: Vermont requires paid sick leave for most workers.

Here's what makes Vermont's approach special: Since 2017, most employers must provide paid sick leave to employees. Whether you're making craft beer in Stowe, farming in the Champlain Valley, or teaching in Brattleboro, you earn one hour of paid sick time for every 52 hours worked, up to 40 hours annually.

Understanding your sick leave rights in Vermont can feel like navigating a winter storm - it helps to know the forecast. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.

Vermont is one of the states that requires employers to provide paid sick leave under the Vermont Earned Sick Time Law. This law ensures that most employees in the state have the right to earn and use paid sick leave for personal and family health needs.

Here’s everything you need to know about sick leave in Vermont in 2025.

Key Objectives: 

1. Does Vermont Require Paid Sick Leave?

2. How Sick Leave Works in Vermont
   
   
3. When can Sick Leave be used? 
   
   
4. Employers' Responsibilities in Vermont
   
   

5. COVID-19 and Sick Leave in Vermont

6. FAQs About Sick Leave in Vermont

7. Common Misconceptions About Sick Leave in Vermont

Does Vermont Require Paid Sick Leave?

Yes! Under the Vermont Earned Sick Time Law, most employers must provide paid sick leave to their employees.

Employer Requirements

• Employees accrue 1 hour of sick leave for every 52 hours worked, up to a maximum of 40 hours per year.
• Employers with five or fewer employees had a delayed compliance timeline but are now fully required to provide paid sick leave.

How Sick Leave Works in Vermont

Who Is Covered?

• Most employees in Vermont, including full-time, part-time, and seasonal workers, are eligible for earned sick leave.
• Independent contractors and some temporary workers are not covered.

Accrual and Usage

• Accrual Rate: Employees earn 1 hour of paid sick leave for every 52 hours worked.
• Start Date: Employees begin accruing sick leave on their first day of work.
• Waiting Period: Employees can start using earned sick leave after 1 year of employment, though employers can allow earlier use if they choose.
• Frontloading Option: Employers can provide the full 40 hours upfront instead of tracking accrual.

When Can Sick Leave Be Used?

Under the Vermont Earned Sick Time Law, employees can use sick leave for:

1. Personal Health Needs
   • Illness, injury, or preventive medical care.
   • Recovery from medical conditions.
2. Family Care
   • Caring for a sick family member (spouse, child, parent, grandparent, sibling, or parent-in-law).
3. Public Health Emergencies
   • If the employee’s workplace, school, or childcare provider is closed due to a public health emergency.
4. Domestic Violence, Sexual Assault, or Stalking
   • Seeking medical care, counseling, relocation, or legal services.

Employer Responsibilities in Vermont

Vermont employers must:

1. Provide Notice: Employers must inform employees about their sick leave rights in writing.
2. Track Accrual and Usage: Employers must maintain records of employees’ sick leave accrual and use for at least three years.
3. Prohibit Retaliation: Employers cannot punish employees for using earned sick leave.

Failure to comply may result in penalties from the Vermont Department of Labor.

Carryover and Payout of Sick Leave

Interaction with Other Vermont Leave Laws

Vermont’s Earned Sick Time Law works alongside other state and federal leave protections, including:

• Vermont Parental and Family Leave Act (VPFLA) – Provides up to 12 weeks of unpaid leave for eligible employees to care for a new child or seriously ill family member.
• Family and Medical Leave Act (FMLA) – Provides 12 weeks of unpaid, job-protected leave for eligible employees under federal law.

For more details, visit the Vermont Department of Labor.

COVID-19 and Sick Leave in Vermont

Employees can use Vermont’s paid sick leave for COVID-19-related reasons, including:

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

Employers cannot require employees to provide a doctor’s note for COVID-19-related absences unless the leave exceeds three consecutive days.

FAQs About Sick Leave in Vermont

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

A: Employers may request documentation if an employee is absent for three or more consecutive workdays, but they cannot ask for unnecessary medical details.

Q: Can part-time and temporary employees earn sick leave?

A: Yes. All employees (full-time, part-time, and seasonal workers) accrue sick leave at the same rate.

Q: What happens if my employer does not provide sick leave?

A: Employees can file a complaint with the Vermont Department of Labor. Employers who violate the law may face penalties.

Common Misconceptions About Sick Leave in Vermont

1. “Only full-time employees qualify for sick leave.”

False. All employees, including part-time and seasonal workers, accrue sick leave under Vermont law.

2. “Employers must pay out unused sick leave when an employee leaves.”

False. Employers are not required to pay out unused sick leave unless their policy states otherwise.

3. “Employers can deny sick leave requests.”

False. If an employee has accrued sick leave, the employer must allow them to use it.

Why Sick Leave Matters

Vermont’s Paid Sick Leave Law ensures that employees can take time off for health-related reasons without losing pay or risking their job. For employers, offering sick leave promotes a healthier workplace, reduces turnover, and improves employee morale.

Final Thoughts

If you're a business looking to navigate Vermont'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, Vermont's paid sick leave law reflects our state's commitment to worker wellbeing. Like our state motto "Freedom and Unity," these protections balance individual needs with community support.

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

Sick leave in Vermont is a protected right for nearly all employees. Employers must comply with the Vermont Earned Sick Time Law to avoid penalties and ensure their workforce is supported.

For more information, visit:

• Vermont Department of Labor
• Vermont Sick Leave Guide
• U.S. Department of Labor (FMLA)