| Category | Rule / citation | Key requirements as of Jan 2026 | Notes for 2026 |
|---|---|---|---|
| Employment relationship | At‑will employment (common law) | Alaska is generally an at‑will employment state, meaning either party may terminate the relationship for any reason not prohibited by statute or the implied covenant of good faith and fair dealing. bakerdonelson | Wrongful discharge claims can arise where terminations violate statutes (e.g., discrimination, retaliation) or are “antithetical” to the implied covenant of good faith and fair dealing. bakerdonelson |
| Minimum wage | Alaska Wage and Hour Act; AS 23.10.050–.150; Ballot Measure 1 | The state minimum wage was increased under Ballot Measure 1: 13.00 USD/hour on July 1, 2025; scheduled to increase to 14.00 USD/hour on July 1, 2026 and 15.00 USD/hour on July 1, 2027, and thereafter adjusted annually for inflation while staying at least 1 USD above the federal minimum. millernash+3 | For the first half of 2026, the cash minimum wage remains 13.00 USD; employers must budget for the mid‑year increase to 14.00 USD on July 1, 2026 and ensure payroll systems adjust correctly. brightmine+1 |
| Overtime | Alaska Wage and Hour Act; AS 23.10.060 | Non‑exempt employees generally must receive overtime at 1.5× the regular rate for hours over 8 per day or 40 per week. bakerdonelson+1 | Federal FLSA rules also apply; Alaska adopts federal definitions where the state act is silent but maintains stricter daily overtime than federal law. bakerdonelson+1 |
| Exempt salary threshold | Ballot Measure 1 (tied to minimum wage) | The exempt salary requirement increases in step with minimum wage, e.g., 54,080 USD annually (1,040 USD/week) July 1, 2025; rising to 58,240 USD annually (1,120 USD/week) on July 1, 2026, then 62,400 USD annually July 1, 2027. millernash | Employers must ensure “exempt” employees meet both the duties tests and these rising salary thresholds; misclassification exposes employers to back overtime and penalties. millernash+1 |
| Paid sick leave – coverage | Ballot Measure 1 (Paid Sick Leave Act) | All employers in Alaska must provide paid sick leave to employees, regardless of full‑time or part‑time status, subject to limited exceptions (e.g., certain small seasonal or specific industry exemptions, if any). millernash+1 | The law took effect July 1, 2025; obligations continue through 2026, with no sunset. millernash+1 |
| Paid sick leave – accrual | Ballot Measure 1; implementing guidance | Employees accrue at least 1 hour of paid sick leave for every 30 hours worked, with annual accrual caps of 56 hours per year for employers with 15 or more in‑state employees and 40 hours per year for employers with fewer than 15 in‑state employees. millernash+2 | Exempt employees are presumed to work 40 hours/week for accrual and use unless an alternative schedule is established in writing. millernash |
| Paid sick leave – use | Ballot Measure 1 | Paid sick leave may be used for the employee’s own illness, injury, or medical appointments, and for family member medical needs; it may also cover certain safe‑leave reasons (domestic violence, etc.) if defined in the implementing measure. millernash+2 | Employers may require reasonable advance notice for foreseeable leave and may request documentation for absences of 4+ consecutive workdays, but cannot interfere with or retaliate for lawful use of paid sick leave. millernash+1 |
| Paid sick leave – carryover, payout | Ballot Measure 1 | The law allows accrual and carryover of unused sick leave up to the applicable annual cap; there is no requirement to cash out unused sick leave at termination. millernash | If an employee is rehired within 6 months, the unused paid sick leave balance must be reinstated. millernash |
| Captive‑audience / political meetings | Ballot Measure 1 | Employers may not require employees to attend meetings or listen to communications where the primary purpose is to express the employer’s opinion about religious or political matters, including unionization, under the new “captive‑audience” prohibition. millernash | Retaliation against employees who refuse such meetings or file complaints is prohibited; employers should review supervisor talking points and mandatory‑meeting practices. millernash |
| Equal pay / anti‑discrimination | Alaska Human Rights Law; Alaska Equal Pay and Opportunities provisions | Alaska law prohibits discrimination in employment based on protected characteristics such as race, sex, religion, national origin, disability, and age, and includes equal‑pay protections for substantially similar work. bakerdonelson+1 | A 2025 update to equal pay and opportunities protections is highlighted in poster updates, reinforcing protections against discrimination and unequal pay based on sex, race, age, and ethnicity. bestlaborlawposters |
| Harassment & retaliation | Alaska Human Rights Law | Unlawful harassment (including sexual harassment) that creates a hostile work environment or involves quid‑pro‑quo demands is prohibited; retaliation for opposing discrimination or participating in a proceeding is also unlawful. bakerdonelson | Employers should maintain anti‑harassment policies, training, and complaint procedures tailored to Alaska’s standards and remedies. bakerdonelson |
| Voting leave | Alaska Stat. § 15.56.100 | Employers must provide paid time off to vote if the employee does not have two consecutive hours free between opening of the polls and start of shift or between end of shift and closing of polls; the leave must be paid and cannot be penalized. bakerdonelson | Policies should specify how much notice is required and how the time will be scheduled to minimize disruption while complying with statute. bakerdonelson |
| Meal and rest breaks – minors | Alaska Stat. § 23.10.350(c) | Employees ages 14–17 who work 5 or more consecutive hours must receive at least a 30‑minute break, occurring after the first 1.5 hours of work and before the last hour. bakerdonelson | Employers of minors must also comply with youth‑employment hour and occupation restrictions enforced by Alaska’s Labor Standards and Safety Division. labor.alaska+1 |
| Meal and rest breaks – adults | 8 AAC 15.100(c) | No state law requires meal or rest breaks for employees 18 and older, but if breaks of 20 minutes or less are provided, they are paid time; meal periods over 20 minutes may be unpaid if the employee is completely relieved of duties. bakerdonelson+1 | Federal rules on counting hours worked also apply; employers should align handbook language with Alaska’s rules to avoid inadvertently creating paid break entitlements. bakerdonelson |
| Pay frequency & wage statements | Alaska Stat. § 23.05.140; 8 AAC 15.160 | Employers must establish regular semi‑monthly or monthly pay periods (employee can elect among options offered) and provide itemized wage statements each payday, showing hours worked, pay rate, gross wages, and deductions. bakerdonelson+1 | Certain deductions are prohibited unless specifically authorized; wage‑payment timing and final‑pay rules are actively enforced by Wage and Hour. bakerdonelson+2 |
| Final pay on termination | Alaska Stat. § 23.05.140 | If an employer terminates an employee, all wages due must be paid within 3 working days; if the employee quits, wages are due on the next regular payday that is at least 3 days after notice or within 7 days, depending on circumstances. bakerdonelson+1 | Failure to pay on time can trigger daily penalty wages calculated at the employee’s straight‑time rate for up to 90 working days, plus possible attorney’s fees. labor.alaska+1 |
| Record‑keeping | Alaska Wage and Hour Act; regulations | Employers must keep accurate records of hours worked, wages, deductions, and other employment data for periods specified by regulation, generally mirroring or exceeding federal FLSA record‑retention standards. labor.alaska+2 | Inadequate records can shift the burden of proof and increase exposure in wage claims; employers should maintain time and payroll records for at least three years. labor.alaska+1 |
| Child labor | Alaska youth employment statutes; regulations | Alaska restricts the occupations and hours that minors may work and requires work permits or parental consents in certain cases, with enforcement handled by the Labor Standards and Safety Division. labor.alaska+1 | Retail and service employers must verify age, maintain work permits if required, and adhere to prohibited‑occupation lists (e.g., certain hazardous work). labor.alaska+1 |
| Workplace safety | Alaska Occupational Safety and Health (AKOSH) | AKOSH enforces workplace‑safety rules parallel to federal OSHA, covering hazard communication, PPE, reporting of serious injuries/fatalities, and posting requirements. labor.alaska | Employers must post required safety and wage‑and‑hour notices in conspicuous places and cooperate with inspections or investigations. bestlaborlawposters+1 |
| Leave – family & medical (federal) | Federal FMLA (applies in Alaska) | Employers with 50+ employees within 75 miles must provide up to 12 weeks of unpaid, job‑protected leave for qualifying family and medical reasons, plus up to 26 weeks for military caregiver leave, if federal eligibility criteria are met. rippling | Alaska does not have a separate statewide paid family‑leave program as of January 2026; compliance focuses on federal FMLA plus Alaska’s paid sick leave and voting leave requirements. millernash+2 |
| Workers’ compensation & reemployment | Alaska workers’ compensation statutes | Alaska’s workers’ compensation system provides medical care and wage replacement; amendments have adjusted how long an employee must be unable to return to work before reemployment benefits are triggered and shortened certain thresholds (e.g., from 45 to 25 days), with benefits and evaluation timelines impacting 2026 cases. thehortongroup | Employers must carry workers’ compensation insurance (with limited exceptions), report injuries promptly, and cooperate with reemployment or stay‑at‑work programs. thehortongroup |
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