On July 1, Alaska’s sick leave and wage law officially took effect, changing worker rights and employer responsibilities across the state. Employees working at companies with 15 or more workers now earn one hour of paid sick leave for every 30 hours worked.
However, those at businesses with fewer than 15 workers can only earn up to 40 hours of sick leave per year. Larger businesses must allow employees to earn up to 56 hours of leave annually unless they choose to allow more.
Under the law, workers can use leave for illness, family care, or situations involving domestic abuse, assault, or stalking. Employers cannot force employees to attend meetings about religion, political groups, or labor unions, including union membership discussions.
Religious organizations are exempt from this part of the law, maintaining flexibility over their internal operations and religious messaging. The law also raises Alaska’s minimum wage to $13$ per hour, with future increases to $14 in 2026 and $15 in 2027.
After 2027, Alaska’s minimum wage will automatically adjust each year based on the economy’s rate of inflation. Employers may front-load sick leave instead of having workers slowly earn hours as long as the rules are clearly stated.
Employees can carry unused sick leave into the next year, but balances cannot exceed the yearly cap unless employers allow it. If employees are sick for more than three days, bosses can request proof if that rule is part of a written policy.
However, employers may not request verification when the leave is used for domestic violence, stalking, or sexual assault. The Department of Labor has proposed regulations requiring written notice of company policies and reasonably advanced sick leave requests.
Employers may require up to ten days’ notice for predictable absences like medical appointments, but not more than that. If someone becomes suddenly ill, they must notify their boss before the shift begins or as soon as possible.
