Skip to main content
A Better Partnership


Dec 2018
December 17, 2018

Governor Snyder Signs Newly Revised Minimum Wage and Paid Medical Leave Laws

The Michigan Legislature significantly amended two recently enacted laws. The first raises the state’s minimum wage. The second requires certain employers to provide their employees with paid medical leave. As many speculated when it chose to pass the two ballot initiatives in September, the outgoing Legislature used the lame duck session to revise these laws and make them less burdensome on Michigan employers. Governor Snyder signed the revised laws. They will take effect 90 days after the current Legislative session ends (sometime between March 20 and April 1, 2019).

The new minimum wage law raises the minimum wage to $9.45 per hour in 2019. The minimum wage rate will increase every January 1 thereafter until it reaches $12.05 in 2030. The new law provides a wage increase for tipped workers. Tipped employees who currently make $3.52 will see their pay rise to $3.59 in 2019, and to $4.58 per hour by 2030. 

The new Paid Medical Leave Act (PMLA) applies only to employers who have at least 50 employees. The law also excludes from coverage salaried exempt, temporary, seasonal, part-time (working fewer than 25 hours per week) and private-sector union employees.

Under the PMLA, eligible employees must accrue one hour of paid medical leave per 35 hours worked. The PMLA limits the amount of paid medical leave that can be used in a year to 40 hours (unless the employer chooses to allow more). Employers can comply with the law by frontloading 40 hours of paid medical leave or paid time off each year. In addition, the law requires employers to provide paid medical leave in one hour increments. However, an employer may set a different increment of time if documented in an employee handbook or benefit manual. 

The new laws are not without controversy. MI Time to Care is the group that organized the original petition campaign for paid sick leave. It has threatened litigation and to put the original version of the law back on the ballot in 2020.

Please join us on Wednesday, December 19, 2018, at 12:00 p.m. EST for a one hour webinar on these new laws. In the meantime, if you have any questions about either of these laws, please contact any member of Warner Norcross + Judd’s Labor and Employment Practice Group.

NOTICE. Although we would like to hear from you, we cannot represent you until we know that doing so will not create a conflict of interest. Also, we cannot treat unsolicited information as confidential. Accordingly, please do not send us any information about any matter that may involve you until you receive a written statement from us that we represent you.

By clicking the ‘ACCEPT’ button, you agree that we may review any information you transmit to us. You recognize that our review of your information, even if you submitted it in a good faith effort to retain us, and even if you consider it confidential, does not preclude us from representing another client directly adverse to you, even in a matter where that information could and will be used against you.

Please click the ‘ACCEPT’ button if you understand and accept the foregoing statement and wish to proceed.



+ -