THE ARTICLE AT A GLANCE
Key takeaways
Voting-leave rules vary by state. Review eligibility, pay and notice requirements before arranging coverage.
- Check the employee’s work state. Required time off, pay and eligibility vary; do not assume every employee gets the same number of hours.
- Review both kinds of notice. Check employee request deadlines and employer posting duties; a scheduling reminder does not replace a required notice.
- Plan coverage within the rules. Follow the applicable handbook policy and state requirements, and schedule leave only within the discretion the law allows.
- Treat poll-worker leave separately. Time off to vote and time off to serve as an election worker can involve different legal protections.
Election Day is coming, and an employee wants to come in late or leave early so they can vote. You’ve already scheduled patients and arranged coverage for the day. Do you have to honor their request?
Depending on your state, the answer may be yes.
Federal law doesn’t require private employers to provide time off to vote, but many states do. Some require paid time off, others require unpaid time, and some focus on making sure employees have a reasonable opportunity to vote.
The challenge is that the rules aren’t the same from state to state, and what seems like a perfectly reasonable work schedule to you might not meet the legal requirements.
2026 Voting Leave Requirements by State
Voting leave laws are different in every state. Select the state where your employee works to find out how much time off is required, whether it must be paid, and what notice or scheduling rules apply.
- Alabama
- Alaska
- Arizona
- Arkansas
- California
- Colorado
- Connecticut
- Delaware
- District of Columbia
- Florida
- Georgia
- Hawaii
- Idaho
- Illinois
- Indiana
- Iowa
- Kansas
- Kentucky
- Louisiana
- Maine
- Maryland
- Massachusetts
- Michigan
- Minnesota
- Mississippi
- Missouri
- Montana
- Nebraska
- Nevada
- New Hampshire
- New Jersey
- New Mexico
- New York
- North Carolina
- North Dakota
- Ohio
- Oklahoma
- Oregon
- Pennsylvania
- Rhode Island
- South Carolina
- South Dakota
- Tennessee
- Texas
- Utah
- Vermont
- Virginia
- Washington
- West Virginia
- Wisconsin
- Wyoming
Browse all 51 state and D.C. summaries
Alabama
Voting leave required
Employees who qualify may take up to one hour to vote, without mandatory pay. This does not apply if their shift begins at least two hours after polls open or ends at least one hour before closing. They must give reasonable notice, and the employer may choose the time.
- Time allowed
- Up to 1 hour
- Paid or unpaid
- Unpaid / pay not mandated
Who qualifies
No leave entitlement if shift begins at least 2 hours after polls open or ends at least 1 hour before closing.
Employee advance notice
Reasonable notice
Can the employer schedule the time?
Employer may designate voting time.
Ala. Code §17-1-5
Official statute
Read the law
Alaska
Voting leave required
Employees without two consecutive hours outside their shift while polls are open must be allowed sufficient paid time to vote. The statute does not set a fixed leave duration or an advance-request deadline.
- Time allowed
- Enough time to vote; no fixed cap
- Paid or unpaid
- Yes - paid leave
Who qualifies
Eligible if fewer than 2 consecutive hours available outside shift while polls are open.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Not specified in statute.
Alaska Stat. §§15.15.100 (right to leave), 15.56.100 (penalty)
Published statute (secondary)
Legal reference
Arizona
Voting leave required
When an employee lacks three consecutive hours outside the shift while polls are open, provide enough paid time off to make up the difference. The employee must request leave before Election Day. The employer may set the leave time. The statute covers primary and general elections.
- Time allowed
- Enough to create 3 consecutive voting hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
Less than 3 consecutive hours between polls opening and shift start or shift end and polls closing.
Employee advance notice
Before Election Day
Can the employer schedule the time?
Employer may designate start/end of shift hours.
A.R.S. §16-402
Official statute
Read the law
Arkansas
Scheduling opportunity required
Arkansas does not specify paid voting-leave hours. Employers must arrange employees' working hours on election days so employees have an opportunity to vote.
- Time allowed
- Opportunity to vote; no specified hours
- Paid or unpaid
- Unpaid / pay not mandated
Who qualifies
Employers must arrange employees' schedules to give them the opportunity to vote.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Employer sets work schedules sufficient to permit voting.
Ark. Code §7-1-102
Published statute (secondary)
Legal reference
California
Voting leave required
For statewide elections, employees who lack sufficient voting time outside work may take as much time as needed to vote, with up to two hours paid. Advance notice is required if the need was known by the third prior working day. Leave generally occurs at the beginning or end of the shift. A posted notice is mandatory.
- Time allowed
- Enough time to vote; up to 2 hours paid
- Paid or unpaid
- Up to 2 hours paid; additional necessary time unpaid
Who qualifies
Not enough time outside work to vote in a statewide election.
Employee advance notice
2 working days before if need known on third prior working day
Can the employer schedule the time?
Start/end of shift, whichever minimizes time off, unless mutually agreed.
Cal. Elec. Code §§14000-14001
Official statute
Read the law
Employer posting requirement
Requirement: Required for statewide elections
Deadline: At least 10 calendar days before each statewide election
Delivery: Conspicuous at workplace or where employees see it on entry/exit
Notice edition: Reusable state form
Print required noticeOther languages and official notice informationColorado
Voting leave required
Eligible employees may receive up to two hours of paid voting leave on days a voting center is open. Leave is not required if they already have at least three consecutive nonwork polling hours. Employees must apply in advance; requested leave at the start or end of the shift must be honored. This rule expanded in June 2026.
- Time allowed
- Up to 2 hours
- Paid or unpaid
- Yes - paid leave
Manager guidance
The June 2026 change extends voting leave beyond Election Day to days voter service and polling centers are open. The usual qualifying-hours and advance-request conditions still apply.
Who qualifies
No entitlement on day with 3 or more consecutive nonwork hours while a voting center is open.
Employee advance notice
Before the day leave is needed
Can the employer schedule the time?
Employer sets leave period; employee may request start/end shift.
Colo. Rev. Stat. §1-7-102, as amended by HB26-1113 (signed and effective June 1, 2026); see also §1-13-719
Official session law (2026 bill page)
Legal reference
Connecticut
No statewide private-sector requirement identified
Connecticut's temporary voting-leave requirement ended June 30, 2024. No current statewide private-employer voting-leave mandate is identified. Follow any applicable local requirement or employer policy.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
Temporary voting-leave provision expired June 30, 2024.
Employee advance notice
Not applicable
Can the employer schedule the time?
No voting-leave scheduling rule identified.
Conn. Gen. Stat. §31-57y (expired)
Official statute
Read the law
Delaware
No statewide private-sector requirement identified
Delaware does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
Statewide voting-leave entitlement not identified; separate anti-coercion rules may apply.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statewide leave entitlement identified.
No statewide voting-leave statute
Published employment-law survey
Legal reference
District of Columbia
Voting leave required
Upon request, an employee scheduled to work may take at least two hours of paid leave to vote in person, including an election where they are eligible outside DC. The employer may require reasonable advance notice (up to 7 days before if it has no leave policy) and may specify when leave occurs, including early voting. The official notice must be posted at least 60 days before each election; remote employees must receive it another way and sign an acknowledgment.
- Time allowed
- At least 2 hours
- Paid or unpaid
- Yes - paid leave
Manager guidance
Ask the employee how much voting time they expect to need. D.C. provides at least two paid hours, not a fixed two-hour maximum. Employers also have an advance election-notice obligation.
Who qualifies
Scheduled to work during requested in-person voting period; covers voting where employee is eligible, even outside DC.
Employee advance notice
Employer may require reasonable advance notice consistent with its existing leave policy; if no policy, request may be required no later than 7 days before the requested voting time (3 DCMR §727.3(b))
Can the employer schedule the time?
Employer may set times, including early voting.
D.C. Code §1-1001.07a
Official statute
Read the law
Employer posting requirement
Requirement: Required for covered employers
Deadline: No later than 60 days before a scheduled election, including special elections (3 DCMR §726.3)
Delivery: Post conspicuously at all sites where employees report to work; remote employees / no suitable posting place: other reasonable means plus employee-signed acknowledgment (3 DCMR §726.5)
Notice edition: Election-specific; recheck each election
Print required noticeOther languages and official notice informationFinal notice regulation (published reproduction)Regulation effective: 2024-05-10.
This notice is specific to the 2026-11-03 election. Manual review is required after that election.
Florida
No statewide private-sector requirement identified
Florida does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-sector voting-leave requirement identified; anti-retaliation for voting may apply.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Georgia
Voting leave required
Employees may take up to two hours of unpaid leave to vote in a covered election or during advance in-person voting. Reasonable notice is required, and the employer may specify the hours. The former exemption for having time to vote before or after work was removed in 2023.
- Time allowed
- Up to 2 hours
- Paid or unpaid
- Unpaid / pay not mandated
Who qualifies
Qualified registered employee seeking time for in-person primary/election voting, including advance voting.
Employee advance notice
Reasonable notice
Can the employer schedule the time?
Employer may specify time.
Ga. Code §21-2-404
Published statute (secondary)
Legal reference
Hawaii
No statewide private-sector requirement identified
Hawaii does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
State conducts elections principally by mail; no current statewide employer voting-leave requirement identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
HRS §11-95 repealed by L 2019, c 136, §47
Published statute (secondary) - repeal note
Legal reference
Idaho
No statewide private-sector requirement identified
Idaho does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Illinois
Voting leave required
For general, special and proposition elections, qualifying employees may take up to two paid hours to vote after requesting leave before Election Day. The employer may schedule the time within statutory limits. Illinois primary elections fall under §7-42, which contains separate consent provisions and does not state the same pay protection.
- Time allowed
- Up to 2 hours
- Paid or unpaid
- General/special/proposition elections: paid; primary elections: separate statutory rule
Manager guidance
For general, special, and proposition elections, qualifying employees receive up to two paid hours after requesting leave before Election Day. Primary elections follow a separate employer-consent provision.
Who qualifies
General/special elections and propositions under §17-15; primary election statute §7-42 has different employer-consent/pay language.
Employee advance notice
Before Election Day
Can the employer schedule the time?
Employer designates; protected period if shift overlaps poll opening/closing limits.
10 ILCS 5/17-15; 10 ILCS 5/7-42
Official statute
Read the law
Indiana
No statewide private-sector requirement identified
Indiana does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-sector voting-leave entitlement identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Iowa
Voting leave required
Employees who lack two consecutive nonwork hours while polls are open are entitled to enough paid voting leave to make a two-hour voting window. They must request it individually and in writing before Election Day; employers choose when the leave is taken.
- Time allowed
- Enough to total 2 consecutive voting hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
Fewer than 2 consecutive nonwork hours available while polls open.
Employee advance notice
Individual written request before Election Day
Can the employer schedule the time?
Employer designates leave time.
Iowa Code §49.109 (2026)
Official statute
Read the law
Kansas
Voting leave required
If employees do not have two consecutive hours to vote outside their work schedule while polls are open, give enough paid time to make up the difference, up to two hours. Employers may designate the time, but not during an employee's lunch period.
- Time allowed
- Up to 2 consecutive hours including outside-work voting time
- Paid or unpaid
- Yes - paid leave
Who qualifies
Election conducted by a Kansas county election officer; when insufficient nonwork poll hours.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Employer designates time; cannot include lunch.
Kan. Stat. Ann. §25-418
Official statute
Read the law
Kentucky
Voting leave required
Eligible employees may take a reasonable amount of time, at least four hours, to vote on Election Day or handle certain absentee ballot procedures. The employer may choose when the leave occurs and need not pay for it. Special rules apply if an employee fails to vote without good reason.
- Time allowed
- Reasonable time, not less than 4 hours
- Paid or unpaid
- Unpaid / pay not mandated
Who qualifies
Voting on Election Day or applying for/executing absentee ballot at county clerk; employer may discipline if employee fails to vote absent prevention.
Employee advance notice
Apply beforehand for absentee ballot access
Can the employer schedule the time?
Employer may designate hours.
Ky. Rev. Stat. §118.035
Published statute (secondary)
Legal reference
Louisiana
No statewide private-sector requirement identified
Louisiana does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-sector voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Maine
No statewide private-sector requirement identified
Maine does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-sector voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Maryland
Voting leave required
Registered Maryland voters without two consecutive nonwork hours while polls are open may take up to two paid hours to vote. Employees must provide the State Board's prescribed proof of voting or attempted voting, typically a Certificate of Participation from an election judge.
- Time allowed
- Up to 2 hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
Employee registered to vote in state and lacks 2 continuous nonwork voting hours.
Employee advance notice
No statutory advance deadline identified
Can the employer schedule the time?
Not specified.
Md. Elec. Law §10-315
Official statute
Read the law
Massachusetts
Limited industry coverage
Massachusetts requires certain manufacturing, mechanical, and mercantile employers to allow employees who request leave to vote during the first two hours after polls open. The law does not require that time to be paid. Coverage of other industries must be assessed separately.
- Time allowed
- Within first 2 hours polls are open
- Paid or unpaid
- Unpaid / pay not mandated
Who qualifies
Applies to manufacturing, mechanical, and mercantile establishments; not a universal private-employer right.
Employee advance notice
Employee must apply for leave (advance request recommended)
Can the employer schedule the time?
Leave must fall within first 2 polling hours.
Mass. Gen. Laws ch.149 §178
Official statute
Read the law
Michigan
No statewide private-sector requirement identified
Michigan does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-sector voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Minnesota
Voting leave required
Employees may take the time needed to travel to the polling place, vote, and return to work without loss of wages. The law also covers qualifying in-person voting before Election Day. There is no fixed statutory advance-notice deadline.
- Time allowed
- Time needed to go to polls, vote, and return
- Paid or unpaid
- Yes - paid leave
Who qualifies
Election Day or in-person absentee/advance voting; covered employees with voting eligibility.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Reasonable coverage coordination permitted; may not interfere with right.
Minn. Stat. §204C.04
Official statute
Read the law
Mississippi
No statewide private-sector requirement identified
Mississippi does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-sector voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Missouri
Voting leave required
Employees without three consecutive nonwork hours while polls are open may request up to three paid hours for voting. The request must be made before Election Day, and the employer may specify when leave is taken. Pay protection depends on the employee actually voting.
- Time allowed
- Up to 3 successive hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
No 3 consecutive nonwork hours while polls open; employee must actually vote to secure pay.
Employee advance notice
Prior to Election Day
Can the employer schedule the time?
Employer may designate voting period.
Mo. Rev. Stat. §115.639
Official statute
Read the law
Montana
No statewide private-sector requirement identified
Montana does not require private employers to provide time off specifically for voting. Check any employer policy and avoid relying on 2026 summaries that incorrectly attribute Nebraska's leave statute to Montana.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
Montana does not mandate private-employer voting leave.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide private-employer voting-leave statute
Official county election guidance
Legal reference
Nebraska
Voting leave required
Employees with fewer than two consecutive hours outside work while polls are open may take enough paid time to create a two-hour voting window. The employee must apply on or before Election Day, and the employer designates the time.
- Time allowed
- Enough leave to total 2 consecutive hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
Fewer than 2 consecutive nonwork poll hours.
Employee advance notice
On or before Election Day
Can the employer schedule the time?
Employer may designate time.
Neb. Rev. Stat. §32-922
Official statute
Read the law
Nevada
Voting leave required
If voting outside working hours is impractical, provide paid voting leave based on distance from the workplace to the polling place: one hour within two miles, two hours for over two to ten miles, and three hours for over ten miles. Employees must request leave before Election Day.
- Time allowed
- 1–3 hours based on travel distance
- Paid or unpaid
- Yes - paid leave
Who qualifies
When employee cannot practicably vote outside work hours; distance from polling site determines allowance.
Employee advance notice
Apply before Election Day
Can the employer schedule the time?
Employer may designate voting time.
Nev. Rev. Stat. §293.463
Official statute
Read the law
New Hampshire
No statewide private-sector requirement identified
New Hampshire does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
New Jersey
No statewide private-sector requirement identified
New Jersey does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
New Mexico
Voting leave required
Eligible employees may take two working hours to vote without penalty on Election Day. The employer may designate the working hours but cannot substitute the ordinary lunch period. Employees whose workday begins more than two hours after polls open or ends more than three hours before polls close are excluded. CEDR recommends paying for qualifying voting time; the private-sector statute does not expressly address wages.
- Time allowed
- Up to 2 hours
- Paid or unpaid
- CEDR recommends paid voting time; the private-sector statute does not expressly address wages
Manager guidance
Eligible employees may take two hours during working time. The employer may specify which working hours, but may not count the employee’s normal lunch period. CEDR’s conservative management recommendation is to pay for qualifying voting time.
Who qualifies
No leave if shift begins more than 2 hours after polls open or ends more than 3 hours before closing. Tribal election provision.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Employer may designate working hours. Under Attorney General Opinion 74-36, regular lunch/off-duty hours do not count.
N.M. Stat. §1-12-42
Published statute (secondary)
Legal reference
New York
Voting leave required
Employees lacking four consecutive nonwork voting hours before or after their shift may take enough time to vote, with up to two hours paid. They must notify the employer between two and ten working days before Election Day. Leave generally occurs at the beginning or end of the shift. A mandatory notice must be posted.
- Time allowed
- Necessary time to vote, of which up to 2 hours paid
- Paid or unpaid
- Up to 2 hours paid; more necessary time may be unpaid
Who qualifies
No 4 consecutive voting hours before shift OR after shift when polls open.
Employee advance notice
2–10 WORKING days before Election Day
Can the employer schedule the time?
Beginning or end of shift as employer specifies unless otherwise agreed.
N.Y. Election Law §3-110
Official statute
Read the law
Employer posting requirement
Requirement: Required for every election
Deadline: At least 10 WORKING days before the election; remain posted until polls close
Delivery: Conspicuous workplace location seen as employees enter or leave
Notice edition: Reusable state form
Print required noticeOther languages and official notice informationNorth Carolina
No statewide private-sector requirement identified
North Carolina does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
North Dakota
Policy encouraged, not required
North Dakota encourages employers to adopt a voting-time policy, but state law does not require private employers to provide a specified amount of leave.
- Time allowed
- No statutory hours mandated
- Paid or unpaid
- Not applicable
Who qualifies
State statute encourages adopting leave policies; does not compel employer to provide time.
Employee advance notice
Not applicable
Can the employer schedule the time?
Employer may choose to provide leave.
N.D. Cent. Code §16.1-01-02.1
Official statute
Read the law
Ohio
Voting leave required
Employees may take a reasonable amount of time to vote without threats or discharge. No fixed number of hours is specified. Pay treatment differs by compensation arrangement under Ohio Attorney General Opinion 1950-2691.
- Time allowed
- Reasonable time
- Paid or unpaid
- Salaried employees protected under Attorney General interpretation; hourly and piecework leave may be unpaid
Manager guidance
Allow a reasonable opportunity to vote. Hourly and piecework workers may take unpaid time; a separate Attorney General interpretation addresses salaried workers, so do not label every employee’s leave unpaid.
Who qualifies
Employer may not prevent employee voting through discharge or threats; no fixed hour cap.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Reasonable arrangements; law does not specify employer scheduling control.
Ohio Rev. Code §3599.06
Official statute
Read the law
Oklahoma
Voting leave required
Eligible employees may receive two paid hours to vote on Election Day or during early (in-person absentee) voting, with additional time where needed because of distance. Employees must request time at least three days ahead. The employer may designate or adjust the schedule, and proof of voting is required for pay.
- Time allowed
- 2 hours (more if distance to polls requires)
- Paid or unpaid
- Paid if proof of voting
Manager guidance
Plan for possible additional travel time when distance to the polling place requires it. Employees must request leave at least three days ahead. The employer may adjust the schedule; proof of voting is needed for paid leave.
Who qualifies
No entitlement if 3 consecutive nonwork hours while polls open; applies in-person early/absentee voting days.
Employee advance notice
At least 3 days before intended voting leave
Can the employer schedule the time?
Employer may designate hours/day and can adjust shift to create 3 available hours.
Okla. Stat. tit.26 §7-101
Official agency guidance
Legal reference
Oregon
No statewide private-sector requirement identified
Oregon does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
Vote-by-mail state; no statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Pennsylvania
No statewide private-sector requirement identified
Pennsylvania does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Rhode Island
No statewide private-sector requirement identified
Rhode Island does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
South Carolina
No statewide private-sector requirement identified
South Carolina does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
South Dakota
Voting leave required
When employees lack two consecutive nonwork hours while polls are open, employers must allow up to two consecutive paid hours to vote. Employers may choose when the time is taken. The law does not prescribe an advance-notice deadline.
- Time allowed
- 2 consecutive hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
No 2 consecutive nonwork hours available while polls open.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Employer may specify voting hours.
S.D. Codified Laws §12-3-5
Official statute
Read the law
Tennessee
Voting leave required
Eligible employees may take necessary paid time to vote, up to three hours. They must request the time by noon on the day before the election. The employer may designate the hours; leave is not required if the employee already has a three-hour voting opportunity before or after work.
- Time allowed
- Necessary time, up to 3 hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
No leave if shift begins at least 3 hours after polls open or ends at least 3 hours before closing.
Employee advance notice
Before 12 noon day before Election Day
Can the employer schedule the time?
Employer may designate hours.
Tenn. Code §2-1-106
Published statute (secondary)
Legal reference
Texas
Voting leave required
Employers may not knowingly prevent employees from voting and may not reduce wages for protected voting time, unless the employee already has two consecutive nonwork hours while polls are open. The law does not specify a fixed leave allowance or an employee advance-notice deadline.
- Time allowed
- Reasonable necessary time; no fixed statutory cap
- Paid or unpaid
- Paid for protected work hours
Who qualifies
No entitlement if 2 consecutive nonwork hours while polls open; law covers early voting and Election Day.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Coordinate reasonable time; statute does not establish fixed designation entitlement.
Tex. Elec. Code §276.004
Official statute
Read the law
Utah
Voting leave required
Qualifying employees may take up to two paid hours to vote when they lack three nonwork hours while polls are open. They must request leave before Election Day. Employers may set the time but must honor a request for leave at the start or end of the shift.
- Time allowed
- Up to 2 hours
- Paid or unpaid
- Yes - paid leave
Who qualifies
No leave if 3 or more nonwork hours while polls open.
Employee advance notice
Apply before Election Day
Can the employer schedule the time?
Employer may designate; must honor employee-requested start/end of shift.
Utah Code §20A-3a-105
Official statute
Read the law
Vermont
No statewide private-sector requirement identified
Vermont does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Virginia
No statewide private-sector requirement identified
Virginia does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
No statewide private-employer voting-leave mandate identified.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No statewide voting-leave statute
Published employment-law survey
Legal reference
Washington
No statewide private-sector requirement identified
Washington does not currently have a statewide law requiring private employers to give employees time off specifically to vote. Check applicable local requirements and the employer's existing policies.
- Time allowed
- Not applicable
- Paid or unpaid
- Not applicable
Who qualifies
State conducts voting primarily by mail; no current private-employer statutory voting leave entitlement.
Employee advance notice
Not applicable
Can the employer schedule the time?
No statutory voting-leave scheduling mandate.
No current statewide voting-leave statute
Published employment-law survey
Legal reference
West Virginia
Voting leave required
Employees who give at least three days' written notice may take up to three hours to vote, generally without loss of pay. A deduction may be allowed if they had three nonwork polling hours and failed to vote then. Hospitals and other continuous-operation employers have special scheduling flexibility.
- Time allowed
- Up to 3 hours when needed
- Paid or unpaid
- Paid unless statutory non-voting exception
Who qualifies
Employee qualifies after written advance notice; special continuous-operation employers may arrange alternate coverage.
Employee advance notice
At least 3 days' written notice
Can the employer schedule the time?
Continuous operations including hospitals may schedule voting opportunity to avoid service interruption.
W. Va. Code §3-1-42
Official statute
Read the law
Wisconsin
Voting leave required
Employees may take up to three successive hours away from work to vote. The employer may choose when leave occurs and need not pay for the time off, but cannot otherwise penalize the employee. Employees must give notice before Election Day.
- Time allowed
- Up to 3 successive hours
- Paid or unpaid
- Unpaid / pay not mandated
Who qualifies
Voting day; right to time, but wages can be deducted.
Employee advance notice
Before Election Day
Can the employer schedule the time?
Employer may designate timing.
Wis. Stat. §6.76
Official statute
Read the law
Wyoming
Voting leave required
Eligible employees may take one paid hour to vote, excluding a normal meal period, if they do not have three consecutive nonwork hours while polls are open. Employers may designate the hour. Pay protection depends on the employee actually voting.
- Time allowed
- 1 hour (not meal period)
- Paid or unpaid
- Paid if employee actually votes
Who qualifies
No right if 3 or more consecutive hours outside work while polls open.
Employee advance notice
No statutory deadline identified
Can the employer schedule the time?
Employer may specify the hour; cannot designate meal period.
Wyo. Stat. §22-2-111
Published statute (secondary)
Legal reference
Research baseline: October 21, 2026; verification pass: October 22, 2026. This reference covers employee voting leave, not election-worker leave. Read the CEDR voting-leave article.
How Much Time Off Do Employees Get to Vote?
The first thing to understand is that most voting-leave laws aren’t simply an automatic entitlement to two or three hours off. The employee’s eligibility often depends on how much time they have available to vote before or after work.
And this is where things can get a little tricky. A few examples show just how different these laws can be:
- Arizona: Employees who don’t have three consecutive hours available to vote before or after their shift can request paid time off to make up the difference. That doesn’t automatically mean three hours away from work. The employee must request the time before Election Day, and the employer can determine when the time is taken. Arizona statute.
- Alaska: Employees who don’t have two consecutive hours available outside their work shift while the polls are open are entitled to enough paid time off to vote. Alaska statute.
- Oklahoma: Employees can receive up to two hours of paid voting leave when they qualify, including during early voting. They must request it at least three days in advance, and employers have some control over when the time is taken. Oklahoma Election Board.
- Arkansas: Rather than specifying a set number of voting-leave hours, the law requires employers to arrange employee work schedules so they have an opportunity to vote. Arkansas statute.
These are just examples, not a substitute for checking your own state’s requirements. And don’t assume that early voting or vote-by-mail options eliminate your obligations.
Don’t Overlook the Notice Requirements
Some states also require employers to notify employees about their voting rights. California requires employers to post a voting-leave notice at least 10 days before a statewide election. New York has its own advance-posting requirement. These requirements are easy to overlook, especially when you’re focused on figuring out who will cover the front desk or assist with patients.
There are also differences in how much advance notice an employee must give you. Before establishing a deadline for requests, make sure it complies with your state’s law.
Your Employee Handbook Should Address Voting Leave
A good Election Day policy takes much of the guesswork out of these situations. Your employees know what they’re entitled to, and your managers know how to respond.
Your policy should explain who qualifies for time off to vote, whether that time is paid, how requests should be submitted, and what flexibility you have when scheduling the absence.
If your practice has a CEDR Employee Handbook, that’s an important place to start. Review the policy that applies to your practice, and make sure you’re following it.
Having a policy doesn’t mean you can create restrictions that conflict with state law. If an employee is entitled to protected voting leave, you need to provide it.
A Little Planning Goes a Long Way
The last thing you want on a busy patient day is to discover that two employees need to leave early to vote and nobody has made arrangements for coverage.
One easy way to get ahead of this is to use the Bulletin feature in your backstageHR™ dashboard. Create an announcement reminding your team about Election Day and asking employees to let you know in advance if they’ll need time off to vote.
When you send the announcement, your employees receive it by email, and it also appears in their HR Vault. Better yet, backstageHR™ creates a record of the announcement, so you have documentation that you notified your team.
This gives everyone an opportunity to plan ahead, and it gives you time to arrange coverage before Election Day arrives. Just remember that any advance-notice request must comply with your state’s law, and the Bulletin doesn’t automatically replace a legally required election notice or posting.
Once you receive requests, check the applicable law, review the schedule, and make the necessary adjustments. Where your state gives you discretion over when leave is taken, use it to minimize disruption to the practice.
It’s also worth remembering that employees may not have considered how their voting plans affect patient appointments or their coworkers. A quick conversation can help everyone plan without turning a simple request into a problem.
You do need to understand your obligations, give employees the time they’re legally entitled to, and make a plan that keeps your practice running.
One more thing: Time off to vote and time off to serve as an election worker are different legal issues. An employee appointed to work at a polling site may have separate leave protections. For the rules covering poll-worker leave, see Am I Required to Give an Employee Time Off to Work at a Polling Site or to Vote?