An act relating to expanding employee access to unpaid leave
Sponsored By: Emilie Krasnow (Democratic)
Signed by Governor
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Bill Overview
Analyzed Economic Effects
8 provisions identified: 5 benefits, 1 costs, 2 mixed.
Parents get leave for more needs
Beginning July 1, 2025, parental leave covers pregnancy and recovery from childbirth or miscarriage. It also covers caring for or bonding with a child within one year after birth, adoption, or foster placement. For adoption or foster care, the child's age limit rises from 16 to 18. Workers must give reasonable written notice with the expected start date and length of leave. For planned birth or adoption, employers cannot require notice earlier than six weeks before expected leave; unexpected events require notice as soon as practicable.
Workers can care for more relatives
Beginning July 1, 2025, Vermont expands family coverage for family leave and short-term leave that refers to family members. Covered family includes children, parents, guardians, spouses, civil-union partners, domestic partners, grandparents, grandchildren, siblings, and specified partner relatives. It also includes people in parent-like caregiving relationships without biological or legal ties. Domestic partners must share a home for six consecutive months, both be 18 or older, and accept responsibility for each other's welfare. Neither can be married or partnered to someone else, or more closely related by blood than Vermont marriage law allows. Serious health conditions include imminent danger of death, inpatient care, continuing treatment, and substance use disorder; employers can require medical certification.
Workers gain safety leave and privacy
Beginning July 1, 2025, safe leave covers domestic violence, sexual assault, or stalking affecting workers or family members. It covers victims or alleged victims, but excludes workers who are perpetrators or alleged perpetrators. Covered needs include medical care, counseling, social or legal services, recovery, safety planning, relocation, and safe housing. Leave also covers fatalities or near-fatalities and meetings with law enforcement or a State's Attorney. Employers can request allowed documentation, including court records, professional verification, or worker self-attestation; unexpected needs require notice as soon as practicable. Employers cannot disclose covered medical or safe-leave information except as legally permitted, including written worker consent, court orders, or legal requirements.
Workers get bereavement and estate leave
Beginning July 1, 2025, bereavement leave covers a family member's death and time to administer or settle their estate. Leave must occur within one year after the death. Workers can use up to two weeks of their 12-week leave total, with no more than five consecutive workdays. Employers can request a death certificate, obituary, or written verification of the death, burial, or memorial service. Workers must give written notice as soon as practicable after an unexpected death.
Workers get leave for military families
Beginning July 1, 2025, eligible workers can take leave for qualifying needs tied to a family member's active-duty military service. The need must qualify under 29 C.F.R. § 825.126 and involve service in the U.S. Armed Forces. This leave counts toward the shared 12-week limit per 12-month period. Employers can request documentation allowed by federal leave regulations.
Workers leaving jobs face repayment rules
Beginning July 1, 2025, workers who do not return to the employer that provided leave generally owe repayment. They must repay compensation the employer paid to them or on their behalf during leave. Repayment does not apply to leave for the worker's own serious health condition. It also does not apply to qualifying safe leave when the worker is a victim or alleged victim, or accrued leave payments.
Workers gain another path to leave
Beginning July 1, 2025, Vermont workers can qualify through the service rule in 29 C.F.R. § 825.801. The other path requires one continuous year with the same employer, averaging at least 30 hours weekly. Employers need 10 qualifying workers for parental, bereavement, safe, or military-related leave; family leave requires 15. Counted workers must average at least 30 hours weekly during a year. Eligible workers get up to 12 weeks total per 12-month period across these leave types. Leave is unpaid, but accrued paid leave or short-term disability can replace income without adding weeks; employer policy can require their use.
Workers gain short unpaid family breaks
Beginning July 1, 2025, short-term leave covers school activities directly tied to a family member's educational progress. It also covers routine medical or dental visits, professional appointments for family care and well-being, and family medical emergencies. Leave is unpaid and limited to four hours in any 30-day period and 24 hours in any 12-month period. Employers can require minimum two-hour blocks.
Sponsors & Cosponsors
Sponsor
Emilie Krasnow
Democratic • House
Cosponsors
There are no cosponsors for this bill.
Roll Call Votes
No roll call votes available for this bill.
Actions Timeline
House message: Governor approved bill on May 22, 2025
5/22/2025HouseSigned by Governor on May 22, 2025
5/22/2025HouseDelivered to Governor on May 16, 2025
5/16/2025HouseHouse message: House concurred in Senate proposal of amendment
5/16/2025HouseSenate proposal of amendment concurred in
5/15/2025HouseAction Calendar: Senate Proposal of Amendment
5/15/2025HouseNotice Calendar: Senate Proposal of Amendment
5/14/2025HouseSenate Message: Passed in concurrence with proposal of amendment
5/13/2025SenateRead 3rd time & passed in concurrence with proposal of amendment
5/9/2025SenatePending third reading, Senate proposal of amendment amended as moved by Senator(s) Chittenden
5/9/2025SenateProposal of amendment to be offered by Senator(s) Chittenden
5/9/2025SenateNew Business/Third Reading
5/9/2025Senate3rd reading ordered
5/8/2025SenateProposal of amendment by Committee on Economic Development, Housing and General Affairs agreed to
5/8/2025SenateReported favorably by Senator Norris for Committee on Appropriations
5/8/2025SenateRead 2nd time, reported favorably with proposal of amendment by Senator Chittenden for Committee on Economic Development, Housing and General Affairs
5/8/2025SenateFavorable report by Committee on Appropriations
5/8/2025SenateFavorable report with proposal of amendment by Committee on Economic Development, Housing and General Affairs
5/8/2025SenateNew Business/Second Reading
5/8/2025SenateFavorable report by Committee on Appropriations
5/7/2025SenateFavorable report with proposal of amendment by Committee on Economic Development, Housing and General Affairs
5/7/2025SenateSecond Reading
5/7/2025SenateEntered on Notice Calendar
5/7/2025SenateReferred to Committee on Appropriations per Senate Rule 31
5/1/2025SenateFavorable report with proposal of amendment by Committee on Economic Development, Housing and General Affairs
5/1/2025Senate
Bill Text
As Enacted (ACT 32)Opens in a new window
5/28/2025
As Passed by Both Chambers
5/16/2025
As Passed by Both Chambers (Unofficial)
5/16/2025
Senate Proposal of Amendment
5/13/2025
Senate Proposal of Amendment (Unofficial)
5/13/2025
As Passed by the House
3/24/2025
As Passed by the House (Unofficial)
3/24/2025
As Introduced
3/7/2025
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