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HB 771

AN ACT relating to earned paid sick leave.

2026 Regular Session Introduced by George Brown and 1 co-sponsor

The bill would require all private employers in Kentucky to provide earned paid sick leave with defined accrual, use, notice, and penalties to protect employees’ health-related and

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Bill Summary · HB 771

Summary of HB 771 (2026 Regular Session, Kentucky)

Purpose and intent

HB 771 proposes establishing earned paid sick leave for employees working in Kentucky. The act sets minimum standards for accrual, use, notice, and penalties to ensure employees can take paid time off for health-related needs and domestic violence-related circumstances without retaliation.

Key provisions

  • Accrual and eligibility

    • Employers must provide earned paid sick leave to all employees.
    • Accrual starts on the employee’s date of hire or the act’s effective date, whichever is later.
    • Employees accrue 1 hour of paid sick leave for every 30 hours worked.
    • For employees exempt from overtime, accrual is based on a 40-hour workweek unless the employee’s normal week is shorter.

  • Cap on accrual and carryover

    • Employers with fewer than 10 employees: cap accrual/carryover at 40 hours.
    • Employers with 10 or more employees: cap accrual/carryover at 72 hours.

  • Use of leave

    • For illnesses or health conditions of the employee, the employee’s child, parent, or spouse.
    • For health care or legal proceedings related to domestic violence affecting the employee or the employee’s family members, including:
    • Medical attention and recovery
    • Services from victim services organizations
    • Relocation or protective orders
    • Participation in related civil/criminal proceedings

  • Notice and documentation

    • At hiring, employers must inform employees of their entitlement, the amount of leave, and usage terms.
    • If leave is foreseeable, employers may require up to 7 days’ advance notice and scheduling to minimize operational disruption.
    • If leave is not foreseeable, notice must be given as soon as practicable. For leaves longer than 3 days, reasonable documentation may be required (health provider verification for health-related leaves; court or victim-services documentation for DV-related leaves).

  • No payout on termination

    • Unused accrued leave generally is not payable upon termination, unless an employer policy or collective bargaining agreement provides otherwise.

  • Prohibited actions and protections

    • Employers may not retaliate against employees for requesting or using sick leave or for filing complaints about violations.
    • Sick leave cannot be counted as an absence that triggers disciplinary action.
    • Employers may adopt policies allowing donation of unused sick leave to others.

  • Enforcement and penalties

    • Violations are subject to civil penalties. Section 2 (§337.990) outlines penalties for various wage and leave-related violations; under HB 771, a separate $500 penalty applies for each Section 1 violation, with daily and per-employee offenses.

Who is affected

  • All private employers with employees in Kentucky, including part-time and seasonal workers (as the bill does not differentiate by employment type for accrual).
  • Local governments (cities/counties) with potential modest fiscal impact, particularly those currently offering less generous leave or fewer hours to part-time staff.

Timeline and procedural notes

  • accrual begins on hire or effective date; usage after 90 days of employment.
  • Foreseeable leave: up to 7 days’ advanced notice.
  • Nonforeseeable leave: notice “as soon as practicable”; documented verification for longer leaves.
  • Local government compliance inferred to be mandatory; penalties apply per violation.

Fiscal impact (local government emphasis)

  • Localities may face minimal to moderate costs due to expanding leave coverage, especially for part-time and seasonal staff.
  • Potential administrative costs for policy updates, training, and recordkeeping.
  • Penalties provide a revenue mechanism for violations, but overall costs depend on compliance levels.

This act would create a uniform earned paid sick leave framework in Kentucky, with specific accrual rates, usage purposes, and penalties to enforce compliance.

Compiled from official sources — confirm details with the bill’s official record.

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