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AlaskaHB 19334th Legislature (2025-2026)HouseWALLET

UNEMPLOYMENT BEN; PAID LEAVE: PARENT/SICK

Sponsored By: Carolyn Hall (Democratic)

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Bill Overview

Analyzed Economic Effects

15 provisions identified: 6 benefits, 2 costs, 7 mixed.

Paid parental leave starts in 2030

Beginning January 1, 2030, eligible Alaska workers get paid parental leave for qualifying purposes occurring on or after that date. Workers need $2,500 in covered base-period wages, paid in at least two quarters, and 13 weeks with the same employer. Leave covers caring for a child within 12 months of birth, adoption, or legal guardianship, and completing adoption or guardianship before placement. Weekly payments use Alaska's unemployment-benefit formula; the department publishes an annual limit of eight to twelve cumulative weeks based on fund health, expected use, and actuarial studies. Claims can be filed up to 60 days before leave or 90 days after it starts, with a good-cause waiver for late filing and birth, health-care, agency, paternity, or guardianship records accepted as evidence.

Jobless families get larger dependent payments

The unemployment dependent allowance rises from $24 to $72 per eligible dependent each week. The total weekly cap rises from $72 to $216. Payments begin in the week the dependent is claimed and continue through remaining eligibility for regular, extended, or supplemental payments that benefit year. New dependents cannot be claimed after the benefit year ends or regular benefits are exhausted, and the department can require proof.

Parents keep jobs and health benefits

Employers must return eligible parental leave users to the same or an equivalent job, preserving seniority, pay, and benefits. Health coverage continues on the same terms, with workers still paying their share. Employers cannot punish or discourage leave, use it against workers, or threaten to report their immigration status. Complaints are due within two years of the violation or when the worker reasonably should have known, whichever is later; remedies include leave, reinstatement, up to two years of back pay plus interest, and attorney fees. Employers must explain benefits, claims, complaint rights, and retaliation protections at hiring and annually, and display an approved workplace poster.

Workers earn paid sick leave

Beginning July 1, 2025, workers at employers with 10 or more employees earn at least one paid sick hour per 30 hours worked. Annual use limits are at least 40 hours at employers with fewer than 15 employees and 56 hours at larger employers. Overtime-exempt workers earn leave based on 40 weekly hours, unless their normal week is shorter. Unused leave carries over; it stays with workers after internal transfers, rehiring within six months, or a successor employer taking over. Employers can offer more leave or a matching paid-leave policy, and must explain leave amounts, use rules, and retaliation protections in writing at hiring or within 30 days after the effective date, whichever is later.

Jobless workers get higher weekly benefits

Alaska raises unemployment benefits in some higher wage brackets, with payments based on eligible claimants' base-period wages. For example, wages from $21,250 to under $21,500 now yield $207 weekly instead of $206. The schedule reaches $524 weekly at $54,500 in base-period wages. Each January 1, the department raises the schedule's maximum wage amount with growth in the contribution wage base, rounded to the nearest $250. Corresponding weekly benefits rise $2 for each $250 increase, and the schedule's wage amount cannot decrease.

Workers gain sick leave use protections

Beginning July 1, 2025, covered workers can use sick leave for their own health care or a family member's care. Family includes domestic partners, foster and legal relationships, and people with a close, family-like bond. Leave also covers listed medical, counseling, victim services, housing, security, and legal needs tied to domestic violence, sexual assault, or stalking. For expected leave, workers who are not incapacitated must try to give advance notice and avoid undue disruption; employers can request reasonable proof only for absences longer than three consecutive workdays. Employers must protect health and safety information and cannot deny protected leave, retaliate, require replacement workers, or impose attendance penalties for its use.

Short-term seasonal workers lose leave coverage

Workers hired for a specific peak-business period lasting no more than six months in a calendar year are excluded. The exclusion applies to both the paid sick leave requirements and the paid parental leave employee definition. These employers do not have to provide those workers coverage under these leave rules.

Parents can choose faster leave payments

Eligible workers can choose accelerated parental leave payments. Each chosen week pays twice the normal weekly benefit. Each accelerated week also shortens the total benefit period by one week, using the available benefit faster.

Parents face repayment and fraud penalties

Workers must repay parental leave benefits they were not entitled to receive. After the department's repayment deadline, it can deduct unpaid amounts from future leave benefits or the worker's Permanent Fund Dividend. The department can waive repayment when the worker has died, or acted in good faith and repayment is unfair. The commissioner can declare a balance uncollectible if unrecovered within two years after the end of the payment year. Intentional lies or hiding important facts to obtain benefits can bring disqualification for up to one year.

Parents keep leave choices within limits

Paid parental leave runs alongside qualifying federal family leave or Alaska public-employee leave, rather than adding a separate leave period. Employers can require coordination with short-term disability or a designated parental-leave bank after written notice. Workers cannot be forced to use up vacation, sick leave, or other paid time off; they can choose concurrent use only when combined payments stay within average weekly earnings. More generous union agreements and employment contracts remain protected. Employers can opt out only with a specifically designated parental benefit that matches or exceeds the state program, and the department must provide an appeal process.

Workers pay contributions on broader wages

The 0.10% employee contribution for Alaska's state training and employment program uses a broader wage base. A separate 0.25% employee program contribution uses that same broader base. Both use wages defined by state law, rather than only wages subject to employee unemployment contributions. Workers pay more when previously excluded wages enter these contribution bases.

Parents pay support from leave checks

New parental leave claimants must disclose child support obligations, and the department notifies the child support agency. For support enforced under a qualifying federal-state plan, the department withholds from leave checks unless both parties agree otherwise. The amount follows the claimant's specification, an applicable submitted agreement, or properly served legal process, in that order of applicability. Money goes to the child support agency only when it has arranged to reimburse administrative costs. While support is withheld, late current support payments carry no interest; this does not cover arrears or erase support owed.

Workers can withhold tax from leave

When the IRS determines parental leave benefits are taxable, Alaska must explain federal tax treatment and estimated-tax requirements to new claimants. Workers can elect or change federal income tax withholding from their leave payments. Withholding lowers the check received now but helps pay federal tax due. Withheld money stays in the parental leave fund until sent to the IRS; this option does not change tax liability.

Workers fund leave with contribution credits

Covered workers pay 0.15% of covered wages to fund Alaska's paid parental leave program. The state credits amounts collected against workers' unemployment contributions, up to what they owe; this is not a separate cash payment. The law creates a dedicated, nonlapsing parental leave fund administered by the Department of Labor and Workforce Development. Entities using payments instead of unemployment contributions must make corresponding reimbursement payments, and exempt employers can join through state rules.

Employers face funding charges with credits

Beginning January 1, 2027, the employer unemployment rate formula uses 100%, rather than 73%, of the average benefit cost rate. Actual rates still depend on experience and fund health, with a 6.5% cap and a general 0.30% minimum. Minimums are 1% for employers with fewer than four quarters of experience and 5.4% for rate-class 21 employers. The law authorizes a 0.20% parental-leave surcharge and a 0.30% training surcharge, collected only when the department implements them. Credits for employer unemployment contributions above 0.60% and 0.30%, respectively, reduce those surcharges and can bring liability to zero.

Sponsors & Cosponsors

Sponsor

  • Carolyn Hall

    Democratic • House

Cosponsors

  • Jeremy Bynum

    Republican • House

  • Ashley Carrick

    Democratic • House

  • Ted Eischeid

    Democratic • House

  • Zack Fields

    Democratic • House

  • Robyn Niayuq Frier

    Democratic • House

  • Alyse Galvin

    Not • House

  • Sara Hannan

    Democratic • House

  • Rebecca Himschoot

    Not • House

  • Andy Josephson

    Democratic • House

  • Genevieve Mina

    Democratic • House

  • Calvin Schrage

    Not • House

  • Andi Story

    Democratic • House

Roll Call Votes

All Roll Calls

Yes: 250 • No: 188

House vote • 5/16/2026

PASSED Y36 N4

Yes: 36 • No: 4

House vote • 5/16/2026

AMEND DEADLINE FOR ALL AMS TO 4:30 P.M. TODAY FAILED Y19 N21

Yes: 19 • No: 21

House vote • 5/16/2026

AM NO 12 FAILED Y19 N21

Yes: 19 • No: 21

House vote • 5/16/2026

AM NO 1 ADOPTED Y23 N17

Yes: 23 • No: 17

House vote • 5/16/2026

AM NO 5 ADOPTED Y22 N18

Yes: 22 • No: 18

House vote • 5/16/2026

DEADLINE FOR ALL AMS AT 3:30 P.M. TODAY Y20 N19 A1

Yes: 20 • No: 19

House vote • 5/16/2026

AM NO 6 FAILED Y19 N21

Yes: 19 • No: 21

House vote • 5/16/2026

RESCIND ACTION (ADOPTING) AM 1 FAILED Y19 N21

Yes: 19 • No: 21

House vote • 5/16/2026

PASSED Y36 N4

Yes: 36 • No: 4

House vote • 5/16/2026

AM NO 2 FAILED Y20 N20

Yes: 20 • No: 20

House vote • 5/16/2026

AM NO 8 FAILED Y17 N22 A1

Yes: 17 • No: 22

Actions Timeline

  1. (S) REFERRED TO RULES

    5/20/2026Senate

  2. (S) FN9: (LWF)

    5/20/2026Senate

  3. (S) FN8: (LWF)

    5/20/2026Senate

  4. (S) FN7: (LWF)

    5/20/2026Senate

  5. (S) FN4: ZERO(ADM)

    5/20/2026Senate

  6. (S) AM: KIEHL

    5/20/2026Senate

  7. (S) NR: STEDMAN, KAUFMAN, CRONK, MERRICK

    5/20/2026Senate

  8. (S) DP: OLSON, HOFFMAN

    5/20/2026Senate

  9. (S) FIN RPT 2DP 4NR 1AM

    5/20/2026Senate

  10. (S) Moved CSHB 193(FIN) AM Out of Committee

    5/19/2026Senate

  11. (S) FINANCE at 01:30 PM SENATE FINANCE 532

    5/19/2026Senate

  12. (S) Heard & Held

    5/19/2026Senate

  13. (S) FINANCE at 09:00 AM SENATE FINANCE 532

    5/19/2026Senate

  14. Audio/Video

    5/19/2026House

  15. Audio/Video

    5/19/2026House

  16. (S) -- MEETING CANCELED --

    5/18/2026Senate

  17. (S) FINANCE at 01:30 PM SENATE FINANCE 532

    5/18/2026Senate

  18. (S) FIN

    5/17/2026Senate

  19. (S) READ THE FIRST TIME - REFERRALS

    5/17/2026Senate

  20. (H) VERSION: CSHB 193(FIN) AM

    5/16/2026House

  21. (H) TRANSMITTED TO (S)

    5/16/2026House

  22. (H) COSPONSOR(S): GALVIN, JOSEPHSON, BYNUM, FRIER, MINA

    5/16/2026House

  23. (H) EFFECTIVE DATE(S) SAME AS PASSAGE

    5/16/2026House

  24. (H) PASSED Y36 N4

    5/16/2026House

  25. (H) READ THE THIRD TIME CSHB 193(FIN) AM

    5/16/2026House

Bill Text

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