Employee Paid Time Off Policies for Idaho Employers

Paid time off, known as leave, across vacation days, sick days, and holidays is an important component of an employer's benefit package in Idaho. The rules can differ depending on the size of the business and may vary by state. Designing the proper plan for your company's specific employee group might influence staff retention and competitive recruiting.

Should Idaho Employers Offer Consolidated Paid Time Off Plans?

If you want to provide a consolidated leave plan or non-consolidated, you must first consider whether to do so. A consolidated leave plan provides a single amount of time off for vacation, sickness, or personal business that employees may use any way they choose. Workers who don't have unified leave plans generally have separate plans for each purpose. Consolidated leave packages are becoming more popular among employers in Idaho (56%).

A paid time off plan, also known as a sick leave plan, is a combination of both sick and personal days. This provides employees more freedom while also allowing employers to benefit from it. In terms of years of service for Idaho businesses, at five years the average number of leave days in a consolidated program is 20, compared with 15 vacation days. At ten years, the average for consolidated leave plans is 23 while the average for paid vacation is 19.

Do Idaho Employers have to Offer Paid Vacation?

Employers provide paid vacation in most cases, either as part of a consolidated leave policy or as a stand-alone plan. Paid vacation is offered by 89% of Idaho businesses. This may be industry specific, such as an hourly employee at a retail store versus a technology firm. Download our Mployer Insights report to see how your sector compares.

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