Jim Jantz, JD
Director of Compliance – Absence, Disability, & Life
Marsh McLennan Agency (MMA)’s latest statutory update covered key topics like the Pregnant Workers Fairness Act (PWFA) and paid statutory leaves across several states. In this post, we’ll highlight recent changes in Washington, Illinois, New York, and Connecticut, and share resources to help you stay informed.
Washington
Starting January 1, 2025, Washington expanded its paid sick leave. You can now use leave if your child’s school or daycare closes due to a state or local emergency. The law also broadens who qualifies for leave, including your child’s spouse and a non-family member who lives with and depends on you.
When updates like these happen, it’s a good time to review your paid sick leave policies, notices, and educational materials to keep them current.
The Washington State Department of Labor & Industries website offers helpful resources to guide you.
Illinois
As outlined in the Illinois Paid Leave for All Workers Act (PLAWA), effective April 30, 2024, this law requires paid leave for absences for any reason—not just illness or family care—and excludes employers already covered by city or county ordinances.
The Illinois Department of Labor website offers useful resources, including employee notices you can use.
While Cook County has no major changes, Chicago’s Paid Leave and Paid Sick and Safe Leave ordinance takes effect July 1, 2024. It provides a total of 80 hours of paid leave: 40 hours for traditional sick leave and 40 hours that you can use for any reason.
Keep these points in mind:
- Make sure your policies meet the new standards.
- Provide notice to all covered employees with their first paycheck and post information in common workplace areas.
The Department of Business Affairs and Consumer Protection offers a helpful FAQ to answer many common questions.
New York
Starting January 1, 2025, New York requires employers to provide pregnant employees with an additional 20 hours of paid prenatal leave. This is an amendment to the existing paid sick leave law, offering separate paid time off specifically for prenatal care.
We’ll share more information as updated details and guidance become available. We’ll also watch for other locations that might adopt a similar approach.
Connecticut
Connecticut’s accrued paid sick leave law is changing. Currently, only employers with “service workers” must provide accrued leave. By 2027, nearly all employers will be covered. Starting January 1, 2025, employers with 25 or more employees will need to comply.
Changes include:
- Increasing the accrual rate from one hour per 40 hours worked to one hour per 30 hours worked
- Expanding the reasons you can use paid sick leave
- Updating record retention requirements
To prepare for these changes, review your sick leave policies, update your HRIS or payroll systems to track accruals for Connecticut employees, and train your managers and HR teams to recognize covered leave requests.
Check out the full statutory update for a complete list of paid sick leave changes across the country, along with federal updates and state FMLA laws.
How can MMA help?
Our Absence, Disability, & Life Specialty Practice helps you understand and manage leaves of absence, disability, and life insurance programs. With over 20 years of experience, we work with you to help address employee needs, manage compliance risks, and control costs. We’re here to help you focus on what matters most—your people.
