Understanding Ballot Measure 1: What Early Educators and Families in Alaska Need to Know

July 25, 2025

On July 1, 2025, Ballot Measure 1 (BM-1) officially became law in Alaska. Since its passage, many employers, including early education providers and small businesses across the state, have had questions about how the measure applies to them and what steps they must take to comply.

While full regulations have not yet been published, the law is currently in effect, and compliance is required. We want to ensure that early educators, child care programs, and the families who rely on them are informed and prepared. Below is a summary of the key provisions of BM-1, steps you can take now, and where to find more information.

Key Changes Under Ballot Measure 1

BM-1 introduces three major statewide requirements.
Please note that the following are key highlights of the major legal elements. For complete details and compliance information, please refer to the links below.

  1. Minimum Wage Increase
    All employers in the private sector must comply with an increased minimum wage. The exact rate adjustment should be confirmed as regulations are finalized.
  2. Statewide Paid Sick Leave
    Employers must provide paid sick leave to employees:
    1. Accrual: 1 hour of sick leave for every 30 hours worked.
    2. Annual Caps: Up to 40 hours/year for employers with fewer than 15 employees; up to 56 hours/year for those with more than 15.
    3. Carryover: Unused hours carry over year-to-year, though payout upon termination is not required. If an employee is rehired within 6 months, their leave must be reinstated.
    4. Eligible Employees: Includes part-time, seasonal, and exempt workers. Some exemptions apply (e.g., minors working fewer than 30 hours/week, seasonal nonprofit camp staff, and others).
  3. Ban on Mandatory Meetings
    Employers may no longer require employees to attend meetings related to political or religious matters.

What You Should Do Now

Even though official guidance is still pending, compliance is required as of July 1. Here are recommended steps for employers, including child care centers and small programs:

  • Notify Employees: Provide written notice about the new paid sick leave policy to all eligible employees.
  • Review Policies: Review your sick leave, PTO, and related policies to reflect BM-1’s requirements.
  • Train Staff: Educate supervisors and employees on the changes to ensure everyone understands their rights and responsibilities.
  • Check Wages: Ensure all exempt employees meet the new minimum salary threshold.
  • Watch for Updates: Draft regulations are expected soon.

Resources to Help You Navigate BM-1

To support you in understanding and implementing BM-1, the following resources are available:

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