Easily manage employment in Massachusetts

In Massachusetts, there is no state or federal law that requires employers to provide paid or unpaid vacation leave to their employees. However, many employers offer 10 days of paid leave after the first year of employment.

Under state law, employers with 11 or more employees must provide paid sick leave. Employees with fewer than 11 employees must provide unpaid sick leave. Under the state’s Earned Sick Time Law, eligible employees accrue one hour of paid sick leave for every 30 hours worked (up to a maximum of 40 hours’ paid leave). Under the state’s Paid Family and Medical Leave (PFML) program, employees are also entitled to up to 20 weeks’ paid medical leave for serious illnesses. Can an employer deny sick time in Massachusetts? No. Employees who are ineligible under state law are protected by federal law. Under the federal Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid sick leave per year, provided they: Have worked for the same employer for at least 12 months Work in a location where at least 50 people are employed by the company within a 75-mile radius

Under the PFML program, employees are entitled to up to 12 weeks’ paid parental leave.  Under the FMLA, employees are also entitled to up to 12 weeks of unpaid maternity or paternity leave. Some organizations opt to pay a reduced salary during this period.

Employers are not legally required to provide bereavement leave to their employees, although most organizations offer unpaid leave.

Employees must report for jury duty if summoned (unless exempt). Jurors are typically “on call” for two weeks. Do employers have to pay for jury duty in Massachusetts? Private sector employers must provide full pay for the first three days, as well as provide unpaid leave for the remainder of the duty. This applies to full-time and part-time employees.

Under federal law, employers must grant leave to employees who are members of the military or the National Guard for military duty or training. These employees have the right to take time off for their military obligations, and employers are prohibited from discriminating against them based on their military service. Veterans are also entitled to time off for Memorial Day and Veterans’ Day (whether this is paid or unpaid is at the discretion of the employer).