By Monday, September 15, 2025, certain employers with 11 or more employees in Nebraska must comply with the posting and notice requirements in the Nebraska Healthy Families and Workplaces Act (“HFWA”). Note: government agencies and political subdivisions are not covered employers under the HFWA and are thus not subject to these requirements.
The Nebraska Department of Labor (“NDOL”) has prepared models for employers to use. We discussed those materials in more detail in our previous E-Brief on July 24, 2025, Nebraska Department of Labor Posts Paid Sick Time Poster Ahead of October Implementation. The NDOL’s model materials are linked below for your reference.
Employer Compliance Checklist
1. Content
If electing not to use the NDOL’s model poster and notice, employers ought to verify that both the poster and notice contain the following information:
(1) Beginning October 1, 2025, employees are entitled to paid sick time;
(2) The amount of paid sick time that employees will earn;
(3) The protected reasons for which employees may use sick time per the HFWA;
(4) That retaliatory personnel action against employees who request or use paid sick time is prohibited;
(5) That each employee has the right to file a suit or complaint if paid sick time as required by the HFWA is denied by the employer or the employee is subjected to retaliatory personnel action for requesting or taking paid sick time; and
(6) The NDOL’s contact information where employees can inquire about rights and responsibilities under the HFWA.
2. Poster Display
Display the poster in a visible and accessible location at each worksite. Alternatively, if applicable, employers may distribute the poster electronically for remote or platform-based workers.
Access, download, and print the English version of the NDOL’s sample poster HERE.
3. Written Notice
Likewise, employers can access, download, and print the English version of the NDOL’s sample notice HERE.
4. Multilingual Requirements
If any other language is spoken as a first language by at least 5% of an employer’s workforce, the employer must also provide versions in those languages, provided that a translated version is available from the NDOL. As of the date of this publication, the only translated versions available are in Spanish.
a. The translated poster can be found HERE.
b. The translated notice can be found HERE.
5. The Compliance Clock is Ticking
Tick tock! Employers should mark their calendars and ensure they are prepared to comply with these posting and notice requirements by the fast-approaching statutory deadline of Monday, September 15, 2025. As we previously reported, the NDOL may issue citations to employers for noncompliance with these notice requirements.
When providing the above notice, employers should consider documenting the distribution and actual receipt of the notice by employees.
Please reach out to a member of Woods Aitken’s Labor & Employment Law Practice Group for help with evaluating your existing sick time policy for compliance, or creating a sick time policy that best suits your business needs. We also encourage you to subscribe to our Labor & Employment E-Briefs to receive the latest HR news, tips, and updates from our team.