Idaho Leave Laws

Taking time off from work is crucial for employees, to ensure their well-being, as well as the facilitation of a productive, positive work environment.

This article outlines the leave laws in Idaho, delving into the specific regulations and types of leave available to employees.

Idaho has two types of leave: required and optional, each encompassing specific guidelines and criteria. These may vary according to whether employees are working in the public or private sector.

This Article Covers

Idaho Required Leave

• Family and Medical Leave
• Military Leave
• Jury Duty Leave

Idaho Non-Required Leave

• Sick Leave
• Bereavement Leave
• Voting Time Leave
• Vacation and Holiday Leave
  

Idaho Required Leave

There are several types of leave which employers in Idaho are obligated to provide to their employees. These include:

1. Family and Medical Leave

• Eligibility: Under the Family and Medical Leave Act (FMLA) of 1993, employees can take unpaid time off in certain situations. To take leave, employees must have worked for a covered employer for at least 12 months and accrued a minimum of 1,250 hours. The FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees
• Duration: Up to 12 weeks (or 480 hours) of unpaid leave each year.
• Circumstance for Utilizing Leave: Situations such as caring for a newborn or foster/adopted child, caring for a family member with a serious illness, or being incapacitated by a serious illness.

2. Military Leave

• Eligibility: Military personnel and their families are eligible to take leave through the Family and Medical Leave Act (FMLA). There are two types of leave: standard FMLA for family members of military personnel preparing for, or currently on active duty, and Service Member FMLA, for employees caring for a family member who sustained a serious injury while on active military duty.
• Duration: Standard FMLA allows up to 12 weeks of leave, whilst Service Member FMLA provides up to 26 weeks of leave.
• Circumstance for Utilizing Leave: This leave can be utilized for employees with a military personnel family member who is currently on active duty, or if they need to care for a family member who sustained a serious injury while on active military duty.

3. Jury Duty Leave

• Eligibility: Any employee required for jury duty. Employers are prohibited from retaliating against an employee for completing their jury service.
• Duration: The scheduled and expected duration of the jury service.
• Circumstance for Utilizing Leave: When summoned by the court to serve as a juror.
• Pay: Employers are not obligated to pay employees for this time and may request that they use their accrued leave.

Idaho Non-Required Leave

There are certain categories of leave to which employees in Idaho are not entitled unless explicitly stated in the agreement between the employer and employee. The following leave options are not legally mandated:

1. Sick Leave

In Idaho, there is no mandatory sick leave requirement for workers employed by private companies. However, those who work for the state of Idaho can potentially accrue sick leave at a rate of 1 hour for each 22 hours worked.

2. Bereavement Leave

Idaho employers are not required to offer bereavement leave unless it has been explicitly mentioned in an employment contract.

3. Voting Time Leave

There are no laws in Idaho that specifically address taking time off from work to vote.

4. Vacation and Holiday Leave

Idaho law does not require employers to provide vacation or holiday leave to their employees.

The following are the official federal holidays observed in the US:

 If you want to know more about the entitlements of employees in Idaho, you can read our guides on Your rights as a salaried employee in Idaho, and Your rights as an hourly employee in Idaho. You can also learn more about Idaho Labor Laws through our detailed guide.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.