Sick Time Law
The Massachusetts Mandatory Sick Time Law, effective from July 1, 2015, requires employers in Massachusetts to provide sick leave to employees. The law has required adjustments in hiring practices, with HR departments needing to make sure that sick time policies are clearly communicated to potential hires. Companies might need to factor in the costs associated with this mandate when making hiring decisions, potentially affecting the number and types of positions offered.
Employees earn one hour of sick time for every 30 hours worked, up to a maximum of 40 hours per year. This accrual system requires HR departments to meticulously track hours worked by all employees, including part-time and temporary staff, to accurately calculate sick time accruals. This means HR must have good timekeeping and payroll systems to manage accruals and usage transparently.
Employers must also maintain accurate records of sick time accrual and use for each employee for at least two years. HR departments must ensure compliance with these record-keeping requirements, which may involve updating HR information systems or adopting new ones to efficiently track and report this data.
While all Massachusetts employers have to comply with the sick time law, those with 11 or more employees must also provide paid sick time, and those with fewer can offer unpaid sick leave. This distinction requires HR departments in smaller businesses to carefully monitor their headcount and adjust their sick time policies as necessary.
HR departments have to comply with the law to avoid penalties. This includes understanding exceptions, permissible uses of sick time, and employee rights to job protection and non-retaliation for using sick time. Overall, the Massachusetts Mandatory Sick Time Law has big implications for HR practices, particularly around hiring, accrual tracking, and compliance reporting. Businesses have to adapt their HR policies and systems to meet these requirements, as well as to uphold employer obligations and employee rights.
