What Missouri’s Paid Sick Leave Law (2025) Means for Employers

Missouri does not currently have a statewide paid sick leave requirement. Although voters approved Proposition A in 2024, which would have required employers to provide earned paid sick leave beginning in May 2025, the law was repealed before it could take effect. The repeal became official on August 28, 2025, leaving Missouri without a statewide mandate for paid sick time.

But what does this mean for employers? On one hand, there is no immediate obligation under state law. On the other hand, businesses may still face local ordinances in the future or choose to offer leave voluntarily to remain competitive, align with neighboring states, and simplify compliance.

Managing changing legislation can be challenging, especially for HR managers and finance leaders who oversee teams across multiple states with different labor laws. Deel’s all-in-one platform helps US companies navigate these complexities with in-house experts, automated compliance tools, and workflows designed to keep businesses confident and compliant.

Understanding paid sick leave in Missouri

In 2024, Missouri voters approved Proposition A, which created a framework for paid sick leave to begin in May 2025. However, before the law could take effect, it was repealed by state lawmakers, effective August 28, 2025.

That means as of now, employers in Missouri are not required under state law to offer employees paid sick time. Any sick leave benefits that workers receive are provided at the discretion of their employer or under a local ordinance.

Because many states have their own sick leave laws, multistate employers especially need to be cautious. Missouri may not currently mandate paid sick leave, but if you operate in other states, for example, Illinois or Colorado, you must comply with those rules.

Find out how paid sick leave laws differ by state.

Which employers must provide paid sick leave?

After August 28, 2025, when the repeal of Proposition A took effect, no private or public employers in Missouri are legally obligated to provide paid sick leave. The law applies equally across industries, meaning that whether you run a manufacturing plant, a retail business, or a professional services firm, there is no statutory requirement for sick leave.

However, sick leave remains a debated policy issue both locally and nationally, and there have been early discussions about new ballot initiatives that could attempt to reintroduce statewide leave mandates. Proactive monitoring ensures you’re not caught off guard if new obligations arise.

See also: Understanding Missouri’s Employment and Labor Laws

Who isn’t covered?

Since Missouri has no statewide mandate for paid sick leave after the repeal, employees are not guaranteed any sick leave under state law. Whether workers receive paid time off for illness depends entirely on either:

• Local ordinances, which may be passed at the city or county level
• Company-specific policies, which employers may adopt voluntarily

This means the scope of coverage varies widely from employer to employer.

See also: Comprehensive Guide to Payroll Taxes in Missouri

Local ordinances to watch for

Although Missouri law does not mandate paid sick leave statewide, individual cities may consider implementing their own ordinances. Large metropolitan areas such as St. Louis or Kansas City are the most likely candidates due to their worker-friendly policies.

If adopted, these ordinances could impose stricter rules than Proposition A originally outlined. For example, a city-level ordinance might require:

• Minimum accrual of sick leave hours
• Carryover of unused sick time into the next year
• More flexible notice and usage policies

For employers, the key is understanding that if a local ordinance exists, you must follow whichever rule is more generous to employees. That means if your company's sick leave policy allows 40 hours of sick leave annually but the city requires 56 hours, the city’s requirement prevails.

Given that these local rules could arrive at any time, businesses should maintain flexible policies and payroll systems that can adapt quickly if a new ordinance takes effect.

Recordkeeping and enforcement

With the repeal of Proposition A, Missouri employers have no statewide obligations around recordkeeping or enforcement for paid sick leave. This simplifies compliance at the state level, but it does not eliminate the importance of good documentation.

Employers who voluntarily provide paid sick leave should still keep detailed records. These records support payroll accuracy, ensure employees know their balances, and provide transparency. Best practices include:

• Documenting accruals and usage in HR systems
• Displaying sick leave balances on employee pay stubs
• Retaining records of requests and approvals in case of disputes

For multistate employers, recordkeeping is mandatory in jurisdictions with paid sick leave laws. States with paid sick leave mandates often require detailed documentation for compliance purposes. If you operate in those jurisdictions, Missouri’s repeal does not exempt you from following the rules elsewhere.

Best practices for Missouri employers

Even though Missouri employers are not required to provide paid sick leave, many choose to do so voluntarily. Offering this benefit can improve recruitment and retention, particularly in a tight labor market where employees compare benefits across potential jobs. It also helps align your organization with the expectations of workers who may have experienced paid leave policies in other states.

Providing paid sick leave also reduces presenteeism, when employees come to work sick because they cannot afford to stay home. This has clear implications for productivity, workplace health, and employee morale. For companies that want to build a supportive culture, voluntary sick leave policies can be an effective tool.

Best practices for employers include:

• Clearly documenting sick leave policies in employee handbooks and onboarding materials
• Ensuring payroll systems are configured to track accrual and usage if sick leave is offered
• Benchmarking benefits against neighboring states like Illinois, Arkansas, and Kansas for consistency

By proactively setting up these structures, employers can avoid confusion, demonstrate commitment to employee well-being, and prepare for the possibility of future legislation.

See also: A Guide to PEO in Missouri

Staying compliant without a statewide law

The absence of a statewide paid sick leave law does not mean employers can ignore compliance altogether. Businesses must continue monitoring for:

• New city-level rules.
• Future state ballot initiatives or legislation.
• Federal requirements like the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA) still apply to covered employers.

Regularly reviewing handbooks and leave policies is essential. Employers should ensure that policies remain consistent with both federal law and the requirements of any other states where they operate.

This is where Deel PEO offers critical support. As your PEO partner, Deel helps employers stay ahead with:

• Comprehensive sick leave support with accrual and usage tracking, documentation, carryover management, and reinstatement when employees return
• Fully in-house payroll, HR, tax, and compliance at the federal, state, and local levels, including state-specific sick leave mandates
• Guidance from certified professionals, licensed advisors, and dedicated HR business partners and Payroll Managers
• Exclusive Aetna International benefits plans for W-2 employees traveling abroad
• Access to 60+ domestic benefits plans with Fortune 500-level coverage
  State-specific trainings, HR policies, and on-demand HR support
• And more

With Deel PEO handling compliance in the background, employers can stay focused on running and growing their businesses with confidence.

Request a demo with Deel today and see how our platform keeps you compliant while supporting your team.