Summary of May 2025’s Labor Law Cases in Missouri
This roundup highlights key labor and employment law developments in Missouri during May 2025. It focuses on the pivotal Missouri Supreme Court ruling related to earned paid sick time under Proposition A.
McCarty v. Secretary of State — Supreme Court of Missouri (SC100876)
Date decided: April 29, 2025 (effective May 1, 2025)
Summary: Business groups challenged Proposition A, a ballot initiative passed in November 2024 that raised the minimum wage and instituted earned paid sick time (PST). Plaintiffs contended it violated Missouri’s constitutional “single-subject” and “clear-title” requirements and cited alleged election irregularities. They also argued the summary and fiscal note were misleading. The Court concluded it lacked jurisdiction on single-subject/title claims and found insufficient evidence of irregularities.
Ruling: The Supreme Court dismissed the challenge, allowing the law—specifically the paid sick leave mandate—to take effect on May 1, 2025, as scheduled.
Implications:
- Employers’ obligations: Private employers (non-exempt) must provide earned paid sick time accrual starting May 1, 2025—1 hour per 30 worked hours, up to 56 hours/year for large employers or 40 for smaller ones—and allow carryover of up to 80 unused hours. Posters and notices were required by April 15, 2025.
- Ongoing challenges: The Missouri General Assembly is considering HB 567 to repeal PST or delay accrual start to August 2025; however, without an emergency clause, any repeal won’t be effective until late August, meaning the PST law stands in the interim.
- Operational guidance: The Missouri Department of Labor issued FAQs clarifying accrual, usage purposes, frontloading, documentation requirements, and recordkeeping.
Conclusion: Looking back on Missouri Labor Cases in May 2025
The only major labor decision in May 2025 in Missouri was the Supreme Court’s affirmation of Proposition A—and its paid sick time provisions—effective May 1. Employers must ensure compliance: distribute notices, post required materials, track accruals, manage usage and carryover, and maintain records. While legislative efforts continue, the law remains in force for now.
For guidance on implementing these requirements or for questions regarding Missouri workplace rights, please contact HKM.
