May 20, 2025

Missouri Paid Sick Leave Repealed: What Employers Need to Know

Employee Benefits

2 min read

Erica Honig, J.D., Senior Compliance Director, Employee Benefits

Missouri Paid Sick Leave Repealed: What Employers Need to Know

As we previously reported here, the Missouri paid sick leave (MO PSL) law requirements went into effect on May 1, 2025, and were subsequently repealed in short order by the Missouri General Assembly (H.B. 567) on May 14, 2025.

Rather than this repeal taking immediate effect, MO PSL will be repealed on August 28, 2025^[1], once Missouri Governor Mike Kehoe signs H.B. 567, as anticipated.

Missouri Paid Sick Leave Background

Voters in Missouri approved Proposition A on the November 5, 2024 ballot, requiring employers to provide paid sick leave (MO PSL) to employees working in Missouri.

Click here for a previous Risk Strategies article with extensive details on MO PSL requirements.

On a related note, a legal challenge to the MO PSL law brought by business industry groups failed before the Missouri Supreme Court, which upheld the law in an opinion on April 29, 2025.

Employer Takeaways

MO PSL will remain in effect until at least August 28, 2025, when it is scheduled to be repealed (pending Governor Kehoe’s expected signature to H.B. 567). As such, employers with employees working in Missouri are required to comply with MO PSL requirements until August 28, 2025.

Crucially, impacted employers are advised to speak to their employment and labor counsel regarding any company decisions to continue offering paid sick leave to their Missouri-based employees on a voluntary basis after August 28, 2025, when MO PSL requirements will no longer be in effect.

As the paid leave landscape around the country continues to rapidly change and evolve, Risk Strategies is committed to informing employers of the latest developments. Contact your Risk Strategies account team with any questions or contact us directly here.

[1] Due to state legislative procedural nuances around an “emergency clause” that was not present in H.B. 567.

The contents of this article are for general informational purposes only and Risk Strategies Company makes no representation or warranty of any kind, express or implied, regarding the accuracy or completeness of any information contained herein. Any recommendations contained herein are intended to provide insight based on currently available information for consideration and should be vetted against applicable legal and business needs before application to a specific client.

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