---
title: Rethink Your Paid-Leave Policies - Excelforce
description: In these difficult times, the narrative surrounding employee leave has taken a major turn, with paid leave becoming the dominant theme. Click through to see why it's time to reassess your paid-leave policies.
image: https://www.excelforce.com/hubfs/Imported_Blog_Media/AdobeStock_95269459-1024x591.jpeg
---

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 April 14, 2020 in [HR](https://www.excelforce.com/insights/tag/hr), [Benefits](https://www.excelforce.com/insights/tag/benefits), [Employee Management](https://www.excelforce.com/insights/tag/employee-management)

# Rethink Your Paid-Leave Policies

By: Jay Mittelman

For most employers, paid leave is a core benefit due to its essential role in attracting and recruiting talent. As noted in a 2019 report by SHRM, 62% of full-time exempt employees receive PTO and 61% of full-time nonexempt employees get PTO.

Up until fairly recently, paid time off largely remained a voluntary employer-sponsored benefit. Per the Kaiser Family Foundation, federal regulatory bodies have made many efforts to implement a national paid-leave policy, but those attempts were unsuccessful.

### **What about the Families First Coronavirus Response Act?**

The FFCRA, signed into law on March 18, 2020, is a federal rule requiring employers with fewer than 500 employees to provide paid leave for coronavirus-related situations. The act does not pertain to employers with 500 or more employees. Further, it’s a *short-term* measure that expires Dec. 31, 2020.

Nevertheless, the FFCRA, along with a growing number of state and local paid-leave laws, is forcing employers to reconsider their paid-leave policies.

### **What are the state and local paid-leave mandates?**

In some states, employers must give eligible employees paid sick and/or family leave, which employees can use to care for themselves or sick family members. A few states simply mandate paid leave, which can be taken for any reason.

Among the states requiring paid leave are:

- Arizona.
- California.
- Connecticut.
- District of Columbia.
- Maine.
- Maryland.
- Massachusetts.
- Michigan.
- New Jersey.
- New York.
- Oregon.
- Rhode Island.
- Vermont.
- Washington.

Among the cities and counties with paid-leave laws are:

- Berkeley, Emeryville, Los Angeles, San Francisco, Oakland and Santa Monica (California).
- Cook County and Chicago (Illinois).
- Montgomery County (Maryland).
- Minneapolis, Saint Paul and Duluth (Minnesota).
- Pittsburgh and Philadelphia (Pennsylvania).
- Austin, San Antonio and Dallas (Texas).
- Seattle, Tacoma and Spokane (Washington).

Additionally, some states and local governments require employers to give paid or unpaid leave, or greater access to existing paid-leave programs, for coronavirus reasons. Among these states are:

- California.
- Los Angeles.
- San Francisco.
- New York.
- Colorado.
- New Jersey.
- Rhode Island.

### **What does all of this mean?**

State, city and county paid-leave laws each have their own criteria. So, your challenge is to determine whether your business is subject to any state, city or county paid-leave mandates. If so, you’ll need to figure out the best way for your company to administer them.

In cases where both state and local paid-leave laws apply, seek expert assistance on how to proceed. The same goes if you’re subject to a temporary federal rule — such as the FFCRA — plus a state or local paid-leave mandate.

If you voluntarily offer paid leave and must now comply with a federal, state or local paid-leave law, make sure your paid-leave policies reflect no less than the minimum legal requirements.

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