Michigan WHD 9911 Paid Medical Leave Act Poster

Your employer’s ‘year’ for the purposes of the Earned Sick Time Act is:

Number of Employees
10 or fewer employees
11 or more employees

Earned Sick Time Accrual

Minimum Accrual Rate
1 hour for every 30 hours
1 hour for every 30 hours

Employer May Limit Use To:
40 hours in a year
72 hours in a year

• Determined by Employer written policy earned sick time may be carried over from year to year or paid out. A business with 10 or fewer

employees is not required to permit an employee to use more than 40 hours of paid earned sick time in a single year, employers with 11 or
more employees are not required to permit an employee to use more than 72 hours of paid earned sick time in a single year.
• Earned sick time shall begin to accrue on the effective date of this law, or upon commencement of the employee’s employment, whichever
is later.
• An employee may use accrued earned sick time as it is accrued. Newly hired employees may be subject to a 120 day wait period for use.
• An employer is in compliance with the act if it provides any paid leave in at least the same amounts as that provided under this act that may
be used for the same purposes and under the same conditions provided in this act and that is accrued at a rate equal to or greater than the
rate described in subsections (1) and (2) of Section 3 of the act. Paid leave includes, but is not limited to, paid vacation days, personal
days, and paid time off.

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Earned Sick Time Uses
An employer shall permit an employee to use the earned sick time accrued for any of the following:
The employee’s or the employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care, or
treatment of the employee’s mental or physical illness, injury, or health condition; or preventative medical care for the employee.
If the employee or the employee’s family member is a victim of domestic violence or sexual assault, for medical care or psychological or
other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to
domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from
the domestic violence or sexual assault.
For meetings at a child’s school or place of care related to the child’s health or disability, or the effects of domestic violence or sexual assault
on the child; or
For closure of the employee’s place of business by order of a public official due to a public health emergency; for an employee’s need to care
for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or when it has been
determined by the health authorities having jurisdiction or by a health care provider that the employee’s or employee’s family member’s
presence in the community would jeopardize the health of others because of the employee’s or family member’s exposure to a
communicable disease.
An employer shall not require an employee to search for or secure a replacement worker as a condition for using earned sick time.

Exercise of Rights
• An employer or any other person shall not interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right
protected under this act.
• An employer shall not take retaliatory personnel action or discriminate against an employee because the employee has exercised a right
protected under this act. “Retaliatory personnel action” means any of the following:
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Denial of any right guaranteed under this act.
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A threat, discharge, suspension, demotion, reduction of hours, or other adverse action against an employee or former employee for
exercise of a right guaranteed under this act.
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Sanctions against an employee who is a recipient of public benefits for exercise of a right guaranteed under this act.
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Interference with, or punishment for, an individual’s participation in any manner in an investigation, proceeding, or hearing under this
act.
• An employer’s absence control policy must not treat earned sick time taken under this act as an absence that may lead to or result in
retaliatory personnel action.
Complaint Filing
An employee affected by an alleged violation, at any time within 3 years after the alleged violation or the date when the employee knew of the
alleged violation may file a complaint with the Wage & Hour Division.
*For precise language of the statute, see Public Act 338 of 2018, as amended
Auxiliary aids, services and other reasonable accommodations are available, upon request, to individuals with disabilities.
www.michigan.gov/wagehour • Toll Free 1-855-4MI-WAGE (1-855-464-9243)
WHD 9911 (Revised 2/27/2025)