Alaska’s New Paid Sick Leave Requirement - What Employers Need to Know

As of July 1, 2025, Alaska’s Ballot Measure 1 is officially in effect, bringing new employee protections that all businesses must understand. One of the most impactful changes is the requirement for paid sick leave for employees working in the state.

At MCAC, we help Alaska businesses stay current, compliant, and confident as workplace regulations evolve. Here is what you need to know about the Paid Sick Leave component of Ballot Measure 1.

What is the Paid Sick Leave Requirement?

Under the new regulation, employers must provide paid sick leave to employees based on the number of hours they work and the size of the business. The goal is to support worker wellbeing, reduce the spread of illness, and ensure families can care for themselves without risking their income.

Employer Tiers and Accrual Rules

Employer Size	Accrual Rate	Annual Cap
Fewer than 15 employees	1 hour per 30 hours worked	40 hours/year
15 or more employees	1 hour per 30 hours worked	56 hours/year

·        Accrual begins on the first day of employment

·        Employers may delay usage of sick leave until an employee has worked for 90 days

·        Unused leave must carry over to the next year but does not have to be cashed out at separation.

Alaskan small business storefront

Approved Uses of Paid Sick Leave

Employees may use accrued sick leave for the following reasons:

·        Their own illness, injury, or medical appointment

·        Care of a family member who is ill or injured

·        Public health emergency (including exposure to communicable disease)

·        Reasons related to domestic violence, sexual assault, or stalking

·        Preventive Care

Employers may request documentation for absences longer than three consecutive days, provided the request is reasonable and does not place an undue burden on the employee.

Exemptions

Some employee categories are exempt from the paid sick leave requirement, including:

·        Individuals employed in a bona fide executive, administrative, or professional capacity

·        Certain seasonal or temporary workers

·        Unionized workers under a valid collective bargaining agreement

Employers should consult with legal or HR advisors to determine whether their employees qualify for an exemption.

Employee bulletin board sharing key employee rights under new laws

How MCAC Can Help

At MCAC, we support Alaska business with:

·        Customized PTO and sick leave policy development

·        Guidance on how to integrate new requirements into existing HR systems

·        Training sessions for managers and staff

·        Clarification around ADA, FMLA, and other overlapping regulations.

Resources:

Alaska Department of Labor FAQ on Ballot Measure 1

Full Ballot Measure 1

📞 Let MCAC guide you through policy development, training, and compliance so you can focus on what matters most: building a thriving and resilient business.