Michigan's Earned Sick Time Act: Universal Coverage and Accrual.
Following the Michigan Supreme Court's 2024 ruling, the voter-approved Earned Sick Time Act (ESTA) is fully restored. This means virtually all Michigan employers must provide paid sick leave, with specific accrual rates and caps depending on employer size, effective February 21, 2025.
Earned Sick Time Act
Mandates paid sick leave for all employees in Michigan, with specific accrual, carryover, and usage provisions.
What those rules do as a Michigan shift is created.
Teambridge integrates Michigan's Earned Sick Time Act directly into your scheduling and payroll processes, ensuring compliance from the moment a shift is assigned. This proactive approach eliminates manual tracking errors and reduces administrative burden.
Automatic Accrual
For every 30 hours an employee works in Michigan, Teambridge automatically accrues 1 hour of paid sick leave. This accrual is visible to both employees and managers, ensuring transparency.
Cap Enforcement
Teambridge distinguishes between small (under 11 employees) and large (11+ employees) employers, enforcing the 40-hour or 72-hour annual accrual cap respectively, preventing over-accrual.
Frontload Option
If you opt to frontload sick time, Teambridge can be configured to grant the full annual amount (40 or 72 hours) at the start of the year, then track usage against this balance.
Stop worrying about Michigan compliance.
Let Teambridge handle the complexities of state and local labor laws, so you can focus on your business.
Michigan's Earned Sick Time Act mandates paid leave for all employees.
The Michigan Earned Sick Time Act (ESTA), MCL 408.961 et seq., requires employers of all sizes to provide paid sick leave to their employees. This law was fully restored following a Michigan Supreme Court decision in 2024, overturning legislative amendments that had significantly weakened it.
MCL 408.962. Earned sick time; accrual; use; carryover; exceptions.
(1) An employee shall accrue earned sick time at a rate of not less than 1 hour of earned sick time for every 30 hours worked.
(2) An employer with 11 or more employees shall not be required to allow an employee to accrue more than 72 hours of earned sick time in a calendar year.
(3) An employer with fewer than 11 employees shall not be required to allow an employee to accrue more than 40 hours of earned sick time in a calendar year.
(4) An employer may satisfy the requirements of this act by providing an employee with not less than 72 hours (for employers with 11 or more employees) or 40 hours (for employers with fewer than 11 employees) of earned sick time at the beginning of a calendar year.
Employer Obligations and Accrual
All employers in Michigan, regardless of size, are covered by the Earned Sick Time Act. Employees accrue sick time at a rate of one hour for every 30 hours worked. For employers with 11 or more employees, the annual accrual cap is 72 hours. For employers with fewer than 11 employees, the annual accrual cap is 40 hours. Employers have the option to frontload the full annual amount of sick time at the beginning of the year, which can simplify administration.
Usage and Employee Protections
Earned sick time can be used for various reasons, including an employee's or family member's illness, medical appointments, or issues related to domestic violence or sexual assault. Employers cannot require an employee to find a replacement worker as a condition for using earned sick time. The law also includes strong anti-retaliation provisions, prohibiting employers from taking adverse action against employees for exercising their rights under ESTA. A private right of action with liquidated damages is available to employees whose rights are violated.
Teambridge ensures Michigan ESTA compliance, automatically.
Teambridge's platform is engineered to handle the nuances of Michigan's Earned Sick Time Act, providing continuous compliance without manual oversight. From accrual to usage tracking and reporting, we've got you covered.
Real-time, accurate sick time accrual.
Our system automatically calculates and applies earned sick time based on hours worked, adhering to the 1 hour per 30 hours worked rate and the appropriate annual caps (40 or 72 hours) for your business size.
Effortless tracking of leave requests.
Employees can request sick leave directly through the platform, and Teambridge automatically deducts from their accrued balance. Managers have real-time visibility into available sick time for all team members.
Maintain impeccable compliance records.
Teambridge generates comprehensive reports detailing sick time accrual and usage, providing an immutable audit trail for compliance verification and minimizing exposure to potential litigation.
Adapt to specific operational needs.
Whether you choose per-pay-period accrual or a frontloaded approach, Teambridge can be configured to match your chosen ESTA compliance strategy, ensuring flexibility within the legal framework.
People also ask.
Who is covered by Michigan's Earned Sick Time Act?
The Earned Sick Time Act covers virtually all employees in Michigan, regardless of employer size. This includes full-time, part-time, and temporary employees who perform work for an employer within the state.
What is the accrual rate for earned sick time in Michigan?
Employees in Michigan accrue one hour of earned sick time for every 30 hours worked. This accrual begins on the first day of employment or on February 21, 2025, whichever is later.
What are the annual caps for sick time accrual?
The annual accrual cap depends on employer size: employers with 11 or more employees must allow accrual of up to 72 hours per year, while employers with fewer than 11 employees must allow up to 40 hours per year.
Can employers frontload sick time instead of per-pay-period accrual?
Yes, employers may choose to provide the full annual amount of earned sick time (40 or 72 hours, depending on size) at the beginning of the calendar year instead of using a per-pay-period accrual method.
What are valid reasons for using earned sick time?
Employees can use earned sick time for their own or a family member's mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment; preventive care; or for reasons related to domestic violence or sexual assault.
What is the Mothering Justice ruling?
The Mothering Justice ruling refers to the Michigan Supreme Court's 2024 decision that found the legislature's "adopt-and-amend" tactic on the Earned Sick Time Act (and minimum wage law) unconstitutional. This restored the original, voter-approved language of the act, which took effect February 21, 2025.