Maine Earned Paid Leave Law (Any Purpose)
✓ Verified against official sources · September 1, 2026 26 M.R.S. § 637 (Earned Paid Leave)
The short answer: Maine requires earned paid leave usable for any reason — one hour per 40 hours worked, up to 40 hours a year — from employers with more than 10 employees in the state.
Accrual rate
1 hour per 40 hours worked
Annual amount
Up to 40 hours per year — usable for any reason
Employers covered
More than 10 employees in Maine for 120+ days a year (non-seasonal)
Penalty for non-compliance: Enforced by the Maine Department of Labor; violations of the Earned Paid Leave law can carry the leave's value and civil penalties under Title 26.
Maine chose the broadest design: Earned Paid Leave (26 M.R.S. § 637, effective January 1, 2021) is usable for any reason — the Department of Labor's examples run from emergencies and illness to planned vacation. Employees accrue one hour per 40 hours worked, up to 40 hours in a defined year, at employers with more than 10 employees in Maine for over 120 days a year (seasonal industries excepted).
Employers may require up to 120 days of employment before use and reasonable notice for non-emergency leave. Because the leave is general-purpose, it interlocks with Maine's separate vacation payout rule: unused accrued vacation at 11+ employee employers must be paid at separation.
For employersThis is any-purpose leave — vacation counts — and it stacks with Maine's separate vacation-payout rule: for 11+ employee employers, accrued unused vacation must also be paid at separation.
For employeesIf your employer has more than 10 employees in Maine, you earn one hour of paid leave per 40 worked — up to 40 hours a year — usable for illness, emergencies, or planned vacation alike.
The full playbook, start to finish
This page covers one rule. The complete lawyer-reviewed guide covers the whole landscape, with sources and every state's rules.
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Maine FAQ
Can Maine earned paid leave be used for vacation?
Yes — it is any-purpose leave. The Maine DOL lists emergency, illness, sudden necessity, and planned vacation as qualifying uses.
Which Maine employers are covered?
Employers with more than 10 employees in Maine for more than 120 days in a calendar year, outside seasonal industries as defined in 26 M.R.S. § 1251.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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