Kansas Sick Leave laws & HR compliance analysis

Kansas Sick Leave: What you need to know

There is no Kansas law that requires private sector employers to provide employees sick leave, paid or unpaid, although many employers do grant it as a popular employee benefit.
It is important to remember, however, that if sick leave is promised, an employer may create a legal obligation to grant it. Employers should regularly review statements made in handbooks or elsewhere to ensure that they accurately reflect current policies. If changes are necessary, the policy should be revised and employees notified of the changes.
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Kansas law mandates that nonexempt state employees who work over 7 hours per pay period be granted paid sick leave at the rate of 0.4 hours for each 8 hours of work per pay period. Exempt employees earn 3.7 hours of sick leave per pay period.
Sick leave may be taken for the illness or disability (including pregnancy, childbirth, miscarriage, abortion and recovery therefrom, and doctors' appointments) of an employee or an employee's family member, for legal quarantine of the employee, for the adoption of a child, or for the initial placement of a foster child (KS Admin. Regs. Sec. 1-9-5).
Note: BLR® provides comprehensive employment law coverage at the federal and state levels. However, businesses may be subject to additional requirements at the local (city, county, and municipal) level.
For select cities, BLR will provide a brief overview of these requirements.
If your locality is not listed below or if you require further guidance on a law that is listed, we recommend contacting the area chamber of commerce or the appropriate local enforcement, executive, or legislative body (e.g., city council, city labor board, mayor's office).
Where a conflict exists between laws, employers should follow the law granting the most generous employee benefit.

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