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Previous Updates
- Allow an employee to carry over any unused paid earned sick time;
- Calculate and track an employees’ accrual of paid earned sick time; or
- Pay out unused accrued paid earned sick time at the end of the year in which the time was accrued.
- As soon as practicable; or
- In accordance with the employer’s policy on using sick time, if:
(a) The employer notifies the employee of their policy in writing after Feb. 21, 2025; and
(b) The policy allows employees to provide notice after the employee is aware of the need to use sick time.
|
Date |
Minimum Wage |
Minimum Hourly Rate for Tipped Employees |
Minimum Reported Average for Hourly Tips |
|
February 21, 2025 |
$12.48 |
$5.99 |
$6.49 |
|
February 21, 2026 |
$13.29 |
$7.97 |
$5.32 |
|
February 21, 2027 |
$14.16 |
$9.91 |
$4.25 |
|
February 21, 2028 |
$14.97 |
$11.98 |
$2.99 |
Minimum Wage and Overtime Poster – English
Minimum Wage and Overtime Poster - Spanish
Minimum Wage and Overtime Poster - Arabic
Earned Sick Time Act Poster – English
ELCRA already prohibits discrimination based on religion, race, color, national origin, age, sex, height, weight, and marital status. Senate Bill 90 expands the protected class of “race” to be “inclusive of traits historically associated with race, including but not limited to, hair texture and protective hairstyles.” Protective hairstyles include braids, locks, and twists.
Michigan has become the first state in decades to repeal a right-to-work law. Governor Whitmire has signed into law legislation repealing Michigan’s right-to-work law for private-sector employees, effective March 30, 2024. When the law takes effect next year, union security clauses – which require employees to pay union dues or a service fee as a condition of employment – will once again be legal in collective bargaining agreements.
For tax years beginning on or after January 1, 2023, an employer that voluntarily provides paid adoption leave may claim an income tax credit of up to $4,000 per qualified employee for a single adoption leave period.
Hazard Pay
Michigan Governor signed into law House Bill 4047 (H4047) that appropriates federal funding allocated for coronavirus (COVID-19) relief for the continuance and enhancement of direct-care worker hazard pay. H4047 extends the COVID-19 direct-care worker hazard pay adjustment to September 30, 2021, and increases the amount from $2.00 additional dollars per hour to $2.25 per hour. Eligible worker types have also been expanded to include employees of licensed adult foster-care homes, homes for the aged, direct support employees and job coaches working in supported employment arrangements. Also included is a smaller, $2.00 hazard pay allotment for workers employed in child-caring institutions.
October 2020
Michigan just passed four new COVID-19 bills touching on workplace safety, employee protections, and legal immunity for businesses. The bills, passed on October 21 are effective immediately and retroactive to March 1, 2020.
Employee Protections
House Bill 6032 provides COVID-19 protection for employees. Section 5 of the bill lays out criteria for returning to work after testing positive for COVID-19, displaying principal symptoms of COVID-19, or being in close contact with someone who tests positive or displays principal symptoms.
Notably, employees lose section 5 protection if an employer requests a COVID-19 test and they fail to do so within three days.
In addition, the bill states that employers shall not take adverse action against employees who comply with section 5, oppose a violation of the bill, or report health violations related to COVID-19. Employers who violate the anti-adverse action provision or require an employee to come to work before the established timeline can be sued and face fines per violation.
Business Liability Immunity
House Bill 6030 protects businesses from COVID-19 related tort claims (i.e., personal injury) by customers, vendors, and any other person who entered the business after March 1, 2020, but only if the business acted in compliance with all federal, state, and local statutes, rules, regulations, executive orders, and agency orders related to COVID-19 that had not been denied legal effect at the time of the conduct or risk that allegedly caused harm.
Employer Liability Immunity
House Bills 6101 and 6031 protects employers from liability under the Michigan Occupational Safety and Health Act “for an employee’s exposure to COVID-19 if the employer was operating in compliance with all federal, state, and local statutes, rules, and regulations, executive orders, and agency orders related to COVID 19 that had not been denied legal effect at the time of the exposure.” These bills are retroactive to March 1, 2020. These two bills do not impact employee rights to workers’ compensation benefits under Michigan law.
For a more detailed summary, visit Fisher Phillips.
