SB 301 establishes a corporate income tax credit for employers who offer paid leave to employees donating organs. Beginning in 2026, eligible employers can claim a credit equal to 100% of the wages paid to an employee during up to 12 weeks of organ donation leave. To qualify, this leave must be separate from other paid leave benefits and compensate the employee at their full normal wage. The credit is non-refundable but can be carried forward for up to three years to offset future tax liabilities.
HB 5233, the "Military Leave for First Responders Act," requires fire departments and law enforcement agencies in Michigan to provide at least 26 days of paid leave annually for employees serving in military reserve components. It directly affects fire department and law enforcement agency members who are enlisted in reserve units, covering both active duty deployment and training. The law mandates employers pay these members their regular wage during leave and maintain all contractually required benefits. It also specifies advance notice requirements for leave requests (14 days for 10-20 days off, as soon as possible for longer periods) and includes a provision for paid leave to attend pre-induction military exams.
SB 702, the "Medical Debt Protection Act," limits how medical debt can be collected in Michigan. It prohibits interest or late fees for 90 days after a bill is due and caps annual interest at 3%. The bill bans wage garnishment, foreclosure, and other aggressive collection tactics for patients eligible for financial assistance under a healthcare facility’s policy. It also restricts selling medical debt to third parties without strict safeguards, requiring debt buyers to follow specific rules and return debt if a patient qualifies for financial help. The law directly affects patients with medical debt, large healthcare facilities, and medical debt collectors.
Senate Bill 310 establishes the tri-share child care program within the Department of Lifelong Education, Advancement, and Potential, continuing a previous pilot project. It also creates a dedicated tri-share child care fund in the state treasury to support this program. The department will administer this fund, using appropriated money to oversee the program and provide funding to existing child care facilitator hubs. New hubs may also be funded if sufficient resources are available to expand coverage to more counties or serve statewide employers. This aims to support child care access for families and providers.
SB 700 sets a strict 3-year limit for Michigan's unemployment agency to recover improperly paid benefits, barring recovery actions after this period except for identity fraud or intentional fraud cases. It directly affects individuals who received overpaid unemployment benefits, requiring the agency to issue recovery determinations within 3 years of the benefit payment date. The bill also establishes new waiver rules: recovery must be waived if overpayment resulted from agency errors, or if the claimant faces financial hardship (income below 150% of federal poverty guidelines). These changes aim to prevent prolonged debt collection for most overpayments while maintaining enforcement for intentional misconduct.
SB 443 requires Michigan health facilities performing specific surgical procedures to implement policies mandating the use of surgical smoke plume evacuation systems. It directly affects hospitals and clinics conducting procedures involving heat-producing equipment (like electrosurgery, lasers, or other heated instruments), which generate harmful smoke containing vapor, gas, or particles. The bill mandates that facilities develop and enforce policies ensuring evacuation systems capture and neutralize the smoke at the surgical site before it can contact staff or patients' eyes or airways. This creates a concrete safety requirement to protect healthcare workers and patients from exposure to potentially hazardous surgical smoke.
SB 314 allows county employees who have retired to be re-employed in a county sheriff's office without losing their retirement allowance. It directly affects retired county employees seeking to work in sheriff's offices. The bill amends Michigan's retirement law (MCL 46.12a) to remove the current restriction that would require forfeiting retirement benefits upon re-employment. This change creates a specific exception for sheriff's office positions. The bill passed the legislature on October 23, 2025, with 31 yeas, 4 nays, and 6 excused/not voting.
Senate Bill 34 amends Michigan's Elliott-Larsen Civil Rights Act to broaden the definition of "sex." For employment situations, it clarifies that "sex" includes pregnancy, lactating status, childbirth, termination of a pregnancy, or related medical conditions. For places of public accommodation and public service, the bill specifies that "sex" includes pregnancy or lactating status. This bill aims to expand civil rights protections for individuals based on these defined statuses.
SB 51 establishes the Black Leadership Advisory Council to address racial inequity in Michigan. The council, composed of 15 governor-appointed members (including representation from specific fields like health and education, an immigrant expert, and a member aged 18-35), must develop policies to eliminate discrimination in areas like housing, employment, and healthcare. It is required to identify discriminatory state laws, collaborate with the governor on equitable legislation, and submit annual reports. The council operates independently but receives department staff support, with no compensation for members beyond expense reimbursement.
HB 4002 amends Michigan's Earned Sick Time Act to clarify eligibility and usage rules for workers. It expands the definition of "family member" to include domestic partners and specifies that employees must work at least 25 hours weekly (averaged over a benefit year) to qualify for sick time. The bill also defines key terms like "benefit year" (a 12-month period for calculating leave) and clarifies that employers with 50+ employees must provide sick time for health, family, or safety needs. These changes aim to make the law's implementation more consistent while maintaining existing requirements for covered workers.
