Alaska Paid Sick Leave Law FAQ
What are the leave laws in Alaska?
Alaska recently adopted a statewide paid sick leave law that goes into effect July 1, 2025. Under this new law, most employees earn paid sick leave based on hours worked. In addition, Alaska continues to follow federal leave laws like FMLA (for employers with 50+ employees) and the Alaska Family Leave Act (for employers with 21+ employees).
Is PTO required in Alaska?
No. Paid Time Off (PTO), such as vacation or personal time, is not required by Alaska law. Employers may offer PTO voluntarily or under contract, but there is no legal minimum for PTO accrual or payout unless the employer’s own policy promises it.
What is the new paid leave law in Alaska?
The new law, passed as Ballot Measure 1 in the 2024 election, requires employers to provide paid sick leave starting July 1, 2025. Employees earn at least 1 hour of paid sick leave for every 30 hours worked. Employers may cap the amount that can be used each year (40 hours for smaller employers; 56 for larger), but unused leave generally carries forward.
Who is covered by the Alaska paid sick leave law?
Nearly all employees in Alaska must be provided paid sick leave, including part-time and overtime-exempt employees. Certain narrow exemptions apply, such as minors working under 30 hours per week, some seasonal camp staff, apprentices on approved plans, work therapy patients, and employees covered by collective bargaining agreements that waive sick leave rights.
How does sick leave accrue under Alaska’s law?
Employees must accrue paid sick leave at a minimum of 1 hour for every 30 hours worked, regardless of schedule or pay rate. Employers with 15 or more employees may cap annual accrual and use at 56 hours, while smaller employers may cap at 40 hours per year.
What can employees use sick leave for?
Paid sick leave may be used for the employee’s own injury, illness, preventive medical care, or to care for a family member with similar needs. In many cases, it also covers time off related to domestic violence, sexual assault, or stalking.
Do employers have to pay out sick leave when an employee leaves?
No. Alaska law does not require sick leave to be paid out at termination unless an employer’s own policy or contract states otherwise. However, if an employee is rehired by the same employer within six months, previously accrued sick leave must be reinstated.
Can existing PTO policies satisfy the paid sick leave law?
Yes. If an employer’s existing PTO plan meets the minimum accrual and usage requirements of Alaska’s paid sick leave law — and employees can use the PTO for sickness or injury — then no additional separate sick leave is required. Employers must notify employees if their PTO plan satisfies the law’s requirements.
Can employers require documentation for sick leave?
Employers cannot require documentation for absences due to sickness or injury unless the leave extends beyond three consecutive workdays. When documentation is permitted, employers must comply with statutory limitations on what they can request.
Can an employer deny sick leave?
No. Employers must allow eligible employees to use their accrued paid sick leave for qualifying reasons. Employers are prohibited from interfering with use, retaliating against employees for using sick leave, or requiring them to find coverage to use the leave.
Does unused sick leave carry over each year?
Yes. Although employers may cap how much sick leave can be used annually, unused accrued sick leave generally carries forward to the next year. There is no statutory cap on how much leave can accumulate over time.
When does Alaska’s paid sick leave law take effect?
Alaska’s paid sick leave requirements take effect July 1, 2025. Regulations outlining implementation details are expected to be finalized later in 2025.
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