Maine has an earned paid leave law that provides comprehensive paid leave for employees, along with various other statutory leave entitlements.

Paid Sick Leave

Yes — Maine Earned Paid Leave Law

Paid Family Leave

Not statutorily required

Unpaid Family & Medical Leave

Program Federal FMLA + Maine Family Medical Leave
Duration Up to 12 weeks under FMLA. Maine provides up to 10 weeks of unpaid leave for employers with 15+ employees.
Eligibility FMLA: employers with 50+ employees, 12 months and 1,250 hours. Maine: employers with 15+ employees.

Maine provides broader coverage than FMLA in some respects.

Jury Duty Leave

Program Maine Revised Statutes Title 4, Section 129
Paid? No — employers are not required to pay, but cannot penalize employees.

Employers must allow employees to serve on a jury. Employers cannot terminate or penalize employees for jury service.

Voting Leave

Program Maine Revised Statutes Title 21-A, Section 681
Paid? Yes — up to 2 hours of paid time off.

Employees who do not have sufficient time outside working hours to vote are entitled to up to 2 hours of paid time off.

School Activity Leave

Program Maine Revised Statutes Title 26, Section 851
Duration Up to 16 hours per year per child.
Eligibility Parents of children enrolled in K-12.
Paid? Unpaid, but employees may use accrued leave.

Leave is for attending school activities, emergencies, or meetings.

Domestic Violence Leave

Program Maine Revised Statutes Title 26, Section 850
Duration Reasonable time off for victims of domestic violence, sexual assault, or stalking.
Eligibility All employees who are victims.
Paid? Unpaid, but employees may use accrued paid leave.

Leave can be used for medical care, legal proceedings, counseling, safety planning, or relocation.

Military Leave

Program Maine Revised Statutes Title 37-B, Section 820

Employees who are members of the National Guard or reserves are entitled to military leave.

Other Leave

Bereavement Leave

Not statutorily required.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited sources for current law before making employment decisions.