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Previous Updates
Paid Sick Leave (PSL)
Until then, all current PSL requirements remain in place. Employers must continue to provide 1 hour of paid sick leave for every 30 hours worked through August 27, 2025. Beginning August 28, 2025, employees will no longer accrue leave for hours worked. However, any leave used before that date will still be subject to the law’s job protection provisions.
For any employers that only started offering PSL because it was required by law, they can consider whether to scale back or remove any leave that employees have earned since May 1 once the law ends on August 28. They can also decide if employees will be allowed to keep any of that earned leave, and under what conditions. Since the state hasn’t given clear guidance on how to handle the repeal, employers should discuss options with legal counsel.
Paid Sick Leave
Employers should comply with current law (paid sick leave as of May 1st) until the potential effective date of change.
Paid Sick Leave
Paid Sick Leave
Background Checks
Tipped Employees
Missouri’s minimum cash wage will increase to $6.875 on January 1, 2025.
Kansas City Antidiscrimination Ordinance
Kansas City, MO, has amended its antidiscrimination ordinance to require employers with 6 or more employees to provide employees with reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions.
Prohibited Mobile Device Use
Domestic Violence Leave and Accommodation Law
As noted in the July FranklyHR update, employees who are victims of domestic or sexual violence, or have a family or household member who is a victim of domestic or sexual violence, may take unpaid leave from work to address such violence. The Division of Labor Standards has released the posting for this new law. Click here for the required posting.
Domestic Violence Leave and Accommodation Law
Under a new law signed this month, employees can take leave for certain reasons.
Employers with 20 or more employees are to provide unpaid leave and reasonable safety accommodations to an employee who is a victim of domestic or sexual violence or whose family or household member is a victim.
An employer with at least 50 employees must provide up to two workweeks of leave during any 12-month period. An employer with 20-49 employees must provide up to one workweek.
An employee may take leave to:
- Seek medical attention for, or recover from, physical or psychological injuries,
- Obtain services from a victim services organization,
- Obtain psychological or other counseling,
- Participate in safety planning, temporarily or permanently relocate or take other actions to increase safety from future domestic or sexual violence or to ensure economic security, and
- Seek legal assistance or remedies.
Reasonable safety accommodations include an adjustment to a job structure, workplace facility or work requirement (e.g., transfer, reassignment, modified schedule, changed telephone number or seating assignment, installation of a lock, implementation of a safety procedure, assistance in documenting domestic violence that occurs at the workplace).
December 2020
St. Louis Bans the Box for Private Employers
Effective January 1, 2021, a St. Louis ordinance prohibits an employer in the city with 10 or more employees from basing a hiring or promotional decision on a job applicant’s criminal history or related sentence, unless the employer can demonstrate that the:
- Employment-related decision is based on all information available, including the frequency, recentness and severity of the criminal history; and
- History is reasonably related to the duties and responsibilities of the position.
An employer may inquire about a job applicant’s criminal history only:
- After determining that the applicant is otherwise qualified for the position;
- After the applicant has been interviewed for the position; and
- If such an inquiry is made of all applicants in the final selection pool from which the position will be filled.
Additionally, an employer may not:
- Publish job advertisements excluding applicants based on criminal history;
- Include statements excluding applicants based on criminal history in job application forms and other employer-generated hiring forms;
- Inquire into or require applicants to disclose their criminal history on initial job application forms and other employer-generated initial phase hiring forms; or
- Seek to obtain publicly available information concerning a job applicant’s criminal history.
These restrictions do not apply to jobs or positions where federal, state, or St. Louis laws or regulations prohibit employers from employing individuals with certain criminal histories.
