The Nebraska Department of Labor (“NDOL”) released the official Paid Sick Time Notice in preparation for the implementation of the Nebraska Healthy Families & Workplaces Act, which takes effect on October 1, 2025. The new legislation requires employers with 11 or more employees to provide paid sick leave for personal and family health needs. The NDOL’s website hosts the official Paid Sick Time Notice Poster.
The newly released poster outlines employees’ rights to accrue and use paid sick time, protections against retaliation, and how to seek help if those rights are denied. Employers are required to display the poster in a visible and accessible location at each worksite—or provide it electronically for remote or platform-based workers.
Note on Lawsuit Language: Although LB 415 repealed the ballot initiative’s provision allowing employees to file a private lawsuit, the statute requiring inclusion of such language in the notice was not repealed. As a result, the poster retains a reference to the right to file suit, even though that right no longer exists independently. Although employers may not have to worry about a private right of action, the NDOL has the authority to issue administrative penalties for violations of the law, up to $500 for a first violation and up to $5,000 for any subsequent violations.
The poster is one part of a broader set of mandatory notice and recordkeeping obligations for which the NDOL may issue citations to employers for noncompliance:
- Written Notice to Employees: Employers must provide written notice to all employees by September 15, 2025, or upon hiring—whichever is later. This notice must explain:
- The right to paid sick time starting October 1;
- Accrual rates and permitted uses;
- Anti-retaliation protections;
- The right to file a complaint or lawsuit;
- Contact information for the Nebraska Department of Labor.
- Multilingual Requirements: Notices and posters must be provided in English and in any other language spoken as a first language by at least 5% of the employer’s workforce, if a translated version is available from the Department.
- Paycheck Transparency: Employers must include on or as an attachment to the employee’s regular paycheck:
- The amount of paid sick time available;
- The amount used to date in the year;
- The amount paid out as sick time.
Provide a Written Paid Sick Leave Policy
To support smooth implementation and reduce compliance risks, we encourage all employers to adopt a written Paid Sick Leave Policy. A clear policy helps establish expectations and procedures for how employees should request sick time, including notice requirements and documentation standards. Employers are also encouraged to evaluate whether their current Paid Time Off (PTO) structure remains the best fit under the new law. In some cases, separating sick leave from vacation time may offer greater predictability and workforce stability.
Beyond the poster, the NDOL website contains links to the recently released sample Notice of Employee Rights and revised Paid Sick Time FAQs.
Please contact our Labor & Employment Law Practice Group for help with evaluating your existing leave policies for compliance, or creating a leave policy that best suits your business operations. We encourage you to subscribe to our Labor & Employment E-Briefs to get the latest HR news, tips, and updates.
Please join us for our next Wednesdays with Woods Aitken program, “Update on Paid Sick Leave and Medical Marijuana Ballot Initiatives – What Employers Need to Know,” on August 20. This presentation will include updates based on information put forth by the Nebraska Department of Labor, including the newly released FAQs. Learn more and register at Wednesdays with Woods Aitken.