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April 2023: Arkansas House Pass New Maternity Leave Bill

05 Apr


Update Applicable to:
All employers of 50 or more full-time employees in the state of Arkansas.

What happened?
On February 13, 2023, the Arkansas House voted to pass House Bill 1006 (HB 1006), which will amend employment laws and require certain employers to provide paid maternity leave.

What are the details?
The new bill, HB 1006, requires companies with 50 or more full-time employees “that [cover] abortions or travel expenses related to abortions for employees” to also pay for 12 weeks of paid maternity leave.

To count as full-time, the employee must work at the company for each working day during 20 or more “calendar work weeks in the current or preceding calendar year.”

The bill would apply only to employees enrolled in the company’s health care plan and are birth mothers.

The bill is supposedly based on the federal Family and Medical Leave Act, which requires employers to allow their workers to take up to 12 weeks of unpaid leave for family or medical reasons.

The Arkansas Senate will still need to pass the bill to continue.

For more information, please see the links below:

House Bill 1006 (HB 1006)

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and should be on the lookout for any more news regarding this bill. Vensure will continue to provide more updates once more information has been received.

Need help understanding how changes to employment laws will affect your business?

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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