You’ve probably heard by now of the passing of the Earned Sick Time Law, and that’s likely because it has already affected you, your business or your new hires. It too, has affected us as we are finding staffing solutions daily for employers in the Massachusetts area, and nationwide too.
In general, the new sick leave law applies to all employers but whether the sick time must be paid or may be unpaid depends on the size of the employer.
Below are a few other questions you may have about the Earned Sick Time Law.
What if the employer already has a system in place for PTO, vacation time, or sick leave?
An employer can use existing plans or policies as long as all employees can use at least the same amount of time, for the same purposes, under the same conditions, and with the same job protections as stated by the law.
Which employees are eligible for sick leave?
An employee eligible for earned sick time includes is anyone getting paid by a covered employer for performing services primarily in that same state. This can mean full-time or part-time (or even less than part-time), and even includes per diem, seasonal, temporary, and some intern employees.
When does an employee start accruing sick leave?
From day one. On the first day of an employee’s employment, he or she starts accruing sick leave as long as he or she has a “primary place of work” is in that state.
How will this new law affect my relationship with the staffing company I have been using to place talent?
Unfortunately, you may see higher markups. It affects both parties equally but in the end the employee is healthier therefore a valuable asset to your company. In many cases the markup up can be less than the cost of covering that employee’s sick leave.
If you have more questions about sick time and candidate placement, contact TalentBurst today and we can answer any questions you may have.

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