April 2025 Labor Law Changes: Sick Leave & Pay Transparency Explained

At INFINITI HR, we simplify compliance for small businesses by keeping you informed about labor law changes by state that could impact your company. Stay ahead of employment compliance in 2025 with these new state-specific labor law updates.

Please note: This blog is for informational purposes only. Employers should consult with their dedicated HR consultant or legal counsel to address specific requirements for their organization. Find past compliance updates and HR insights on our website. 

Key Topics This Month: April HR Policy Updates:

1. Missouri: Paid Sick and Safe Leave
2. Vermont: Pay Disclosure Law

Missouri Paid Sick and Safe Leave Law (PSSL) – Effective May 1, 2025

Missouri employers will be required to provide employees paid sick and safe leave (PSSL) in 2025. Employers with less than 15 employees will be required to provide at least 40 hours of PSSL each year. Employers with 15 or more employees must offer at least 56 hours annually

Employers are also required to provide all existing employees and new hires with a written PSSL notice to comply with state leave policy requirements. Additional compliance details regarding the requirements are outlined below.

• Accrual Rate: Employees accrue PSSL at a rate of one hour for every 30 hours worked. Employers may choose to front-load the leave if they prefer.
• Carry Over: Up to 80 hours of unused PSSL time must be carried over from one plan year to the next. Employers should update PTO carryover policies to reflect this requirement
• Using Sick Time: Eligible reasons include for an employee’s own or for the employee’s family member’s mental or physical illness, injury or health condition, or preventative medical care.
• Documentation: When using PSSL for three or more consecutive days, employers may request reasonable documentation to confirm eligibility under the leave policy.
• PTO Policy: If your existing PTO policy is compliant with Missouri PSSL requirements, no additional leave must be provided.

Vermont Pay Transparency Law – Effective July 1, 2025

Employers with at least five employees will be required to include salary ranges or compensation details in job postings for positions in Vermont or for remote employees working for a Vermont-based location.

Job postings must include the minimum and maximum annual salary or hourly wage for the open positions, as required under Vermont’s 2025 pay transparency law. For positions that are paid on a commission basis, employers are not required to disclose the specific pay range, but must clarify the commission structure if applicable. If the position is paid on a tipped basis, employers must disclose that the position is a tipped role and provide the base hourly wage.

Employers should review and update their job descriptions, salary disclosures, and job advertisements to ensure compliance with Vermont job posting laws and salary transparency requirements.

Interested in other current HR and employment law trends? Click the link to view the recent blog: Preparing for Possibilities: Four Considerations for Taking an Extended Leave at Work, or check back for more on human resources policies, payroll compliance, insurance updates, and employee benefits guidance.

This article does not constitute legal advice, and there are subtle variations in state labor law updates depending on where your business operates. It is strongly suggested that you seek HR consultation or legal counsel before making decisions about leave policies, job postings, or pay disclosure.