SB 1614 - This act creates the Missouri Earned Family and Medical Leave Act. GENERALLY Under this act, all employees who are not independent contractors are eligible to receive up to six weeks each year of wage replacement benefits for any of the following reasons: • To bond with a minor child within the first year of birth or placement in connection with foster care or adoption; • To care for a family member with a serious health condition; • To tend to one's own serious health condition; or • To assume any familial responsibility because a spouse, child, or parent of an employee is on, or has been notified of an impending call to, active duty in the armed forces. The Department of Labor and Industrial Relations is responsible for administering the program. An employee is eligible for benefits equal to 100% of his or her average weekly pay for each full week taken for family or medical leave. However, an employee's average weekly wage may not be higher than the average state weekly wage. An employee may take partial weeks of leave but will only receive benefits equal to the fraction of the number of days of leave taken divided by the number of the days that the employee would have otherwise worked. An employee may additionally only take leave in full day increments. APPLYING FOR BENEFITS An employee has 41 days following the first day on which he or she begins to take family or medical leave to file a claim for benefits with the Department. Furthermore, an employee may not receive benefits until they have contributed to the Missouri Earned Family and Medical Leave Fund for at least 52 weeks. An employee may not receive benefits on any day for which they are eligible to receive unemployment or workers' compensation benefits. Leave taken under this act must be taken concurrently with leave taken under the federal Family Medical Leave Act. Each employee applying for benefits shall show, on a certificate provided by the Department, that he or she is entitled to family or medical leave. An employee seeking to take leave under this act shall provide at least 30 days notice to their employer if the reason for leave is foreseeable. If it is not practicable, notice shall be given as soon as practicable. APPEALING DETERMINATION OF ELIGIBILITY Employees are entitled to appeal a determination of eligibility by the Department to the Administrative Hearing Commission. A notice of appeal shall be sent to the Commission within 30 days of the receipt of the determination by the employee. A decision by the Commission may be appealed to a court of competent jurisdiction. An employee is not entitled to appeal a determination of the amount of benefits received but may request a redetermination by the Department within one year of the initial determination. UNLAWFUL DISCRIMINATORY ACTIONS It is unlawful for an employer to discriminate against an employee because he or she filed a claim for, indicated an intent to file a claim for, or has received Missouri earned family and medical leave benefits. Courts hearing such complaints may grant injunctive, equitable, or compensatory relief to employees. Complaints may be filed by either the employee or the Department. In the event that the Department files a complaint, the employee is thereafter barred from bringing his or her own action. In any event, a discrimination claim shall be brought within three years. OUTREACH AND REPORTS The Department is required to develop and implement an outreach program to make employees aware of their rights, duties, and responsibilities under this act. The State Auditor is required to complete an audit of the program by January 1, 2033. MISSOURI EARNED FAMILY AND MEDICAL LEAVE FUND The Missouri Earned Family and Medical Leave Fund is created. An employee is required to contribute .025% of his or her average weekly pay to the fund, provided that the total wages used to compute the contribution rate shall not exceed the contribution and benefit base used to calculate Social Security taxes. If, at the discretion of the Director of the Department of Labor and Industrial Relations, there is not a sufficient amount of funds in the fund to satisfy all claims, the director is permitted to reduce the benefit amount each employee will receive. Contributions to the program may begin January 1, 2028, but no employee may receive benefits until January 1, 2030. All employee contributions are pre-tax and not considered part of the adjusted gross income. REFERENDUM CLAUSE The act contains a referendum clause to be presented to the voters at the 2026 general election. This act is identical to SB 1069 (2024) and substantially similar to HB 3226 (2026), SB 751 (2025), HB 2597 (2024), SB 548 (2023), HB 1126 (2023), SB 729 (2022), HB 2222 (2022), HB 2822 (2022), SB 416 (2021), HB 1372 (2021), SB 565 (2020), HB 2542 (2020), SB 162 (2019), SB 607 (2018), HB 1956 (2018), SB 69 (2017), HB 659 (2017), SCS/SB 291 (2017), HB 1059 (2017), and SB 1049 (2016), and similar in concept to SB 945 (2024), HB 2505 (2024), SB 193 (2023), HB 1255 (2023), SB 54 (2017), SB 983 (2016), and HB 1161 (2015). SCOTT SVAGERA
SB 1539 - This act establishes the Missouri Guaranteed Inclusive Voluntary Exceptional Service (MO GIVES) Program under the Department of the National Guard (Department). The MO GIVES Program allows members of the Missouri National Guard who choose to become living organ donors to receive living donor medical orders for purposes of remaining on paid status during the living donation period. The Department shall approve a member's participation if sufficient funds are available and the member: (1) Is under Troop Program Unit status or Individual Ready Reserve status; (2) Is in good standing with the Department; (3) Either is not eligible for living donor paid leave from the member's employer or elects not to use any such employer-based benefit available to the member; (4) Specifies the type of donation; and (5) Agrees to undergo the procurement operation at a health care facility approved as a provider of continuing education points for transplant certification by the American Board for Transplant Certification. Upon approval of a member's application, the Department shall issue a living donor medical order, which shall: (1) Guarantee paid leave for the member for the living donation period, which shall not exceed 45 days unless an extension of time is deemed medically necessary by the primary surgical and medical recovery team; (2) Exempt the member from any requirement to use accrued annual or medical leave for the guaranteed paid living donation period; and (3) Provide a per diem allowance and a basic allowance for housing during the guaranteed paid living donation period based on the member's rank, region, and dependent status. This act also establishes the MO GIVES Fund, which consists of moneys used to fund the benefits provided under the MO GIVES Program. This act is identical to a provision in the perfected SS/SCS/SB 974 (2026), SB 1555 (2026), HB 2664 (2026), and HB 2943 (2026), and is similar to a provision in the truly agreed to and finally passed SS/SCS/HB 2593 (2026). KATIE O'BRIEN
HB 3207 requires employers with 10 or more employees in the state to provide workers with at least three days of bereavement leave when they lose a companion pet (like a dog, cat, or bird), with at least one day paid. Employees must provide reasonable documentation (such as a vet certificate) to qualify, and the leave can be taken consecutively or within 30 days of the pet's death. Employers cannot retaliate against employees using this leave, and it does not replace other available leave unless the employee chooses to combine them. The bill directly affects employees and their employers, adding pet loss to state bereavement leave protections.
HB 3196 requires employers with 10+ employees to provide each worker with two hours of paid leave monthly specifically for school-related activities involving their child. This covers meetings, conferences, or academic support sessions initiated by schools or childcare providers, including for foster, adopted, or children the employee cares for like a parent. Employers must pay at the employee’s regular rate (not deducted from other leave), allow 30-minute increments, and cannot retaliate against workers using this time. The state labor department enforces the law, imposing $500 penalties for willful violations, while existing benefits under contracts or other laws remain unaffected.
HB 3260 creates Missouri's "Four For More Program," allowing parents of K-12 students to take up to four hours of paid leave annually to work at their child's public school. Employers in Missouri (with 5+ employees) who pay these parents during their school work hours can claim a tax credit covering 50% of the wages paid, up to $50,000 per business yearly. The tax credit is capped at $10 million total statewide each year and expires after six years unless renewed. The program requires schools to document parent participation and applies only to businesses subject to Missouri state income tax.
HB 3419 establishes a new minimum wage schedule that adjusts annually based on cost-of-living changes, starting at $6.50 per hour in 2007 and rising to $13.75 by January 1, 2025, then to $15.00 by 2026. It requires private employers to provide earned paid sick leave and bereavement leave, with specific eligibility rules for family members. Public employers (like government agencies) are exempt from the wage provisions after 2025 but must still follow other minimum wage rules. The bill directly affects most private-sector workers in the state, excluding certain categories like seasonal camp staff, small businesses under $500,000 annual revenue, and some government employees.
SB 1271 creates and modifies rules for providing lactation accommodations in public and charter schools. It directly affects school staff who are nursing parents, ensuring they have access to appropriate facilities and time during the school day. The bill establishes specific requirements for schools to provide private, non-bathroom spaces and flexible scheduling for nursing needs. However, the provided context does not include specific details about the exact accommodations, timeline, or enforcement mechanisms. As a new bill (prefiled January 2026), no concrete policy changes have been enacted yet.
HB 3083 ensures public employees in the National Guard or military reserves can take leave for their service without losing their job, seniority, pay, or benefits. For federal military duty, leave is capped at 120 hours (or 38 working days) per federal fiscal year, and employees must provide a military order as proof. The bill prohibits employers from discriminating against employees for military service and requires leave to be charged only for actual hours taken (minimum one hour, in multiples). Volunteer firefighters are covered under these protections but are excluded from monetary compensation provisions.
HB 2826 requires private employers that already offer paid family or medical leave to provide equivalent leave for adoption and fostering. It mandates that this leave cover the child's birth, placement, and bonding period, under the same terms and conditions as existing leave for maternity, paternity, or other family leave. The bill applies directly to private employers with paid leave policies, extending their current coverage to include adoption and foster care without creating new leave requirements.
HB 2674 requires private Missouri employers to allow employees unpaid leave for at least one mental health appointment per week. It defines "mental health appointment" as visits under four hours with a provider for mental disorders, excluding public employers. Employees must provide 48 hours' notice (or certification after unscheduled absences), and employers may request sworn statements plus provider documentation - keeping all records confidential. The bill clarifies this leave cannot exceed federal FMLA limits and does not override existing policies offering more generous mental health benefits. Employers must annually inform employees of these rights.
