Nebraska Healthy Families and Workplace Act Poster Notice Update

This mandate effects all posters for this specific state, requiring them to be REPLACED. Our All In One Poster keeps you compliant with one simple laid out poster.

Poster Update Log: Nebraska & Federal Combination Poster

Overview

• Nebraska voters passed the Healthy Families and Workplace Act (HFWA) in November 2024, mandating paid sick leave for eligible employees.
• The law was amended by LB 415, signed on June 4, 2025, to clarify key provisions.
• The updated HFWA takes effect October 1, 2025.

What Changed

Nebraska’s updated HFWA clarifies coverage, accrual rules, and interaction with employer PTO policies. The law now applies only to certain employers, excludes specific categories of workers, and provides clearer guidance on when leave begins accruing. It also affirms that employers may use existing PTO policies to comply with the law if those benefits meet or exceed HFWA requirements.

Key Details Included in the Amended HFWA

• Covered Employers:
  HFWA now applies only to employers with 11 or more employees. Employers with 10 or fewer employees are exempt from the paid sick leave requirements.
• Covered Employees:
  The amended law excludes the following groups:
  • Independent contractors
  • Individual owner-operators
  • Seasonal or temporary agricultural employees
  • Workers under the age of 16
• Accrual Start Date:
  Employees begin accruing paid sick leave after 80 hours of consecutive employment with a covered employer.
• Accrual While on Leave:
  Employees continue to accrue paid sick leave even while using it. Leave taken under HFWA does not pause accrual.
• Interaction with PTO Policies:
  Employers with a PTO policy that meets or exceeds HFWA requirements may use that policy in place of separate sick leave.
  • No additional accrual or carryover is required.
  • The existing PTO structure may satisfy the law’s mandates.
• Payout at Termination:
  Employers are not required to pay out accrued but unused sick leave at termination. However, accrued PTO or vacation must still be paid, as Nebraska classifies it as wages due upon separation.
• Notice Requirements:
  Covered employers must:
  • Provide written notice of employee rights under HFWA by September 15, 2025, or at the start of employment (whichever is later).Post an HFWA-compliant workplace notice.Provide electronic notice if no physical workplace exists or if employees work remotely.
  The Nebraska Department of Labor will issue model notices and posters prior to the September 15 deadline.

What Employers Should Do Next

With the law set to take effect this fall, Nebraska employers should begin reviewing their existing leave policies and workplace practices. Small businesses should confirm whether they meet the 11-employee threshold, while larger employers should ensure that current PTO or sick leave programs align with the updated HFWA requirements.

Failure to meet these standards after October 1 could result in compliance issues and employee claims. Now is the time to prepare.

Where can I find more information?

• All in One Poster Company is the leading provider of labor law and safety posters for all 50 states in the USA. Our website: http://www.allinoneposters.com
• Poster Update Log: Nebraska Poster Update
• Nebraska Department of Labor: dol.nebraska.gov