In November of 2021, Colorado voters approved Initiative 118, which requires employers to provide paid sick days to employees. This new law, which will take effect on January 1, 2024, has far-reaching implications for employers in the state and it is important for them to understand its requirements and potential consequences. In this blog post, we will explore what employers should know about the new Colorado pay sick days law.
What Does the New Law Require?
Under the new law, employers in Colorado must provide one hour of paid sick leave for every 30 hours worked, up to a maximum of 48 hours per year for a full-time employee. This leave can be used for the employee’s own illness or injury, as well as for the illness or injury of a family member.
The law applies to all employers, regardless of size, with the exception of federal employees and certain other employees who are exempt from the requirement. Employers must provide the paid sick leave to employees who have worked at least 112 hours in Colorado in the previous year, and the leave must accrue at the rate of one hour per 30 hours worked.
How Will the Law Affect Employers?
The new law will likely have a significant impact on employers in Colorado, particularly those who have not previously provided paid sick leave to employees. Employers will need to track the hours worked by each employee and ensure that they are providing the appropriate amount of paid sick leave. This can be a complex and time-consuming process, especially for employers with large numbers of employees.
In addition, the new law may result in increased costs for employers. The cost of providing paid sick leave will depend on the number of employees, their pay rates, and the number of hours worked. Employers will also need to budget for the additional administrative costs associated with tracking and reporting the paid sick leave.
Finally, the new law may also result in increased absenteeism, as employees take advantage of the opportunity to take paid time off when they are sick or need to care for a sick family member. This could result in decreased productivity and increased costs for employers.
Best Practices for Employers
To minimize the impact of the new Colorado pay sick days law, employers should consider implementing the following best practices:
- Review and update your existing policies and procedures to ensure compliance with the new law.
- Develop a system for tracking the hours worked by each employee and the amount of paid sick leave they have accrued.
- Train your managers and supervisors on the requirements of the new law and how to handle requests for paid sick leave.
- Communicate the requirements of the new law to your employees, including the amount of paid sick leave they are entitled to and the process for requesting and using it.
- Consider offering flexible work arrangements, such as telecommuting or flexible schedules, to reduce the need for employees to take paid sick leave.
- Work with your legal and HR advisors to ensure that your policies and procedures are up-to-date and in compliance with the new law.
Conclusion:
The new Colorado pay sick days law will have far-reaching implications for employers in the state, and it is important for them to understand its requirements and potential consequences. By implementing best practices, employers can minimize the impact of the law and ensure that they are providing a healthy and supportive work environment for their employees.