Jury duty laws by state
| State | Does the Company have to pay for Jury Duty? | How many days do Workers get paid for Jury Duty? | Does Jury Duty Pay apply to all Workers? | Can a Company tell the Worker they can't have time off for Jury Duty? | Can a Company require that the Worker use Paid Time Off (vacation/sick/etc.)? | Law |
| Alabama | Yes, a company must compensate a juror by paying their salary without any deductions. | Any days on which the Worker is required to comply with a jury summons or serve on a jury. | No, the law indicates that only full-time Workers are entitled to compensation for jury service. | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | Ala. Code §12-16-8 An employee may not be required or requested to use annual vacation, unpaid leave, or sick leave for time spent actually serving on a jury. Any full-time employee shall be entitled to his or her usual compensation received from such employment. Ala. Code §12-16-8.1 No employer in the state may discharge any employee or subject any employee to an adverse employment action solely because he or she serves on any jury empaneled under any state or federal statute; provided, however, that the employee reports for work on her next regularly scheduled hour after being dismissed from a jury. |
| Alaska | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Alaska Stat. Ann. § 09.20.037 An employer may not deprive an employee of employment or threaten, coerce, or penalize an employee because the employee receives or responds to a summons for jury service, serves as a juror, or attends court for prospective jury service. |
| Arizona | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | A.R.S. § 21-236 An employer shall not require or request an employee to use annual, vacation, or sick leave for time spent responding to a summons for jury duty, participating in the jury selection process, or actually serving on a jury. An employer shall not refuse to permit an employee to serve as a juror. No employer may dismiss or in any way penalize an employee because the employee serves as a grand or trial juror. An employer is not required to compensate an employee when the employee is absent from employment because of jury service. |
| Arkansas | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | Ark. Code Ann. § 16-31-106 Any person who is summoned to serve on jury duty shall not be subject to discharge from employment, loss of sick leave, loss of vacation time, or any other form of penalty as a result of his or her absence from employment due to jury duty, upon giving reasonable notice to his or her employer of the summons. No employer shall subject an employee to discharge, loss of sick leave, loss of vacation time, or any other form of penalty on account of his or her absence from employment by reason of jury duty. |
| California | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Cal. Lab. Code § 230(a) An employer shall not discharge or in any manner discriminate against an employee for taking time off to serve as required by law on an inquest jury or trial jury, if the employee, prior to taking the time off, gives reasonable notice to the employer that the employee is required to serve. |
| Colorado | Yes, Workers must be compensated their regular wages, up to $50 per day. | Compensation is required for the first three (3) days of jury service. | Yes, part-time and casual Workers will also receive pay for jury duty if their regular employment hours may be determined using their hours worked in the three months preceding jury service. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | CRS §13-71-126 Compensation of employed jurors during first three days of service. All regularly employed trial or grand jurors shall be paid regular wages, but not to exceed $50 per day unless by mutual agreement between the employee and employer, by their employers for the first three days of juror service or any part thereof. Regular employment shall include part-time, temporary, and casual employment if the employment hours may be determined by a schedule, custom, or practice established during the three-month period preceding the juror’s term of service. CRS §13-71-134 An employer shall not deprive an employed juror of employment or any incidents or benefits thereof, nor shall an employer harass, threaten, or coerce an employee because the employee receives a juror summons, responds thereto, performs any obligation or election of juror service as a trial or grand juror, or exercises any right under any section of this article. An employer shall make no demands upon any employed juror which will substantially interfere with the effective performance of juror service. |
| Connecticut | Yes, workers must be compensated with their regular wages. | Compensation is required for up to five (5) days (or part thereof) of jury service. | Jury duty pay is only required for full-time Workers. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Conn. Gen. Stat. Ann. §51-247 to 51-247c Each full-time employed juror shall be paid regular wages by the juror's employer for the first five days, or part thereof, of jury service. Employer not to discharge employee or require additional hours work for jury service. Eight hours jury duty deemed a legal day's work. Penalty. Action for recovery of wages and reinstatement. |
| Delaware | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | 10 Del. C. § 4515 An employer shall not deprive an employee of employment, or threaten or otherwise coerce the employee with respect thereto, because the employee receives a summons, responds thereto, serves as a juror or attends Court for prospective jury service. |
| District of Columbia | Yes, jurors serving for five days or less are entitled to their full compensation. | 5 days or less | Jury duty pay is only required for full-time Workers. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | "D.C. Code §11-1913 For jury service of 5 days or less, petit or grand jurors employed full-time in the District of Columbia shall be entitled to their usual compensation less the fee received for jury service. A person shall not be considered a full-time employee juror on any day of jury service in which that person: 1. Would not have accrued regular wages to be paid by the employer if the employee were not serving as a juror on that day; or 2. Would not have worked more than 1/2 of a shift extending into another day if the employee were not serving as a juror on that day. § 15-718 An employer shall not deprive an employee of employment, threaten, or otherwise coerce an employee with respect to employment because the employee receives a summons, respond to a summons, serves as a juror, or attends Court for prospective jury service. " |
| Florida | Florida state law does not require payment for jury duty, however, a Worker may be entitled to pay if they reside in Broward or Miami-Dade Counties (see below) | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Florida law prohibits employers from firing workers serving jury duty. |
| Florida-Broward County | Yes, wages may not be withheld from Workers summoned to jury service. | May not exceed five (5) working days | Payment for jury duty applies to full-time workers only. Full-time workers are defined as those regularly scheduled to work at least 35 hours per week. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Sec. 1-9. - Compensation by employers to employees for jury service (a) This section shall be applicable to and govern all employers located or doing business within Broward County who have employees summoned to jury service within Broward County. (b) No employer shall withhold wages or salary from a full-time employee summoned to jury service because of the employee's absence from work on any day that the employee, reports for jury duty, or serves as a juror or on a venire panel for a period not to exceed five (5) working days, provided that the employee gives a copy of the summons to his or her immediate supervisor within five (5) working days prior to the commencement of his or her jury service and provided further that the employer can deny or withhold from the employee's usual wages or salary an amount equal to the statutory fees to which the employee is entitled for performing jury service or otherwise. This subsection includes a full-time employee whose regular work schedule does not fall within the daily time period for jury service. The full-time employee shall be excused from work by the employer during each day the employee provides jury service, regardless of the regularly scheduled time such employee reports to work, and shall be compensated by the employer as provided for in this subsection. (c) Definitions: As used in this Section 1-9, the following terms shall have the meanings respectively ascribed: Full-time employee shall mean an individual employed by an employer and regularly scheduled to work at least thirty-five (35) hours per week. Jury service shall mean being summoned and reporting for jury service as well as actual service on a jury, or summoned to sit on a venire panel. Wages or Salary shall mean the employee's regular salary, draw, or compensation, but does not include commissions, overtime pay, or compensation for more than eight (8) working hours per day. (d) Any person in violation of this section shall be punished as provided by law. |
| Florida - Miami-Dade County | Workers are to receive pay from companies for jury service within Miami-Dade County, provided they have given at least five days of notice to the company. | The law does not provide a limit on the amount of days the Worker will be paid for their jury duty service. | No, only Workers regularly scheduled to work 35 or more hours per week are entitled to pay. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Sections 11-31, et seq., of the Code of Metropolitan Miami-Dade County provides that employers are to pay employees for jury service if: The employee is regularly scheduled for work at least 35 hours a week. The employer has at least 10 full-time employees. The employee serves as a juror in Miami-Dade County. The employer has offices or does business in Miami-Dade County. The employee gives the employer a copy of the summons and notice of jury service at least five working days prior to absence from work. Miami Dade Code Sec. 11-32 No employer shall withhold wages or salary from a full-time employee because of the employee's absence from work on any day that the employee served as a juror or venireman provided that the employee gives a copy of the summons to his immediate supervisor at least five (5) working days prior to the commencement of service as a juror; and provided further that the employer can deny or withhold from the employee's usual wages or salary an amount equal to the statutory fees to which the employee is entitled for serving as a juror. |
| Georgia | Yes, it is unlawful to penalize a worker for serving jury duty, this has been interpreted by the state's Attorney General to include not receiving their regular compensation for the period of their jury service. | There is no limit, Workers shall be paid for the time that they are serving. | Yes. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Georgia Code Title 34-1-3 It shall be unlawful for any employer or their agent to discharge, discipline, or otherwise penalize an employee because the employee is absent from his or her employment for the purpose of attending a judicial proceeding in response to a subpoena, summons for jury duty, or other court order or process which requires the attendance of the employee at the judicial proceeding. |
| Hawaii | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Haw. Rev. Stat. § 612-25 An employer shall not deprive an employee of the employee's employment, or threaten, or otherwise coerce the employee with respect thereto, because the employee receives a summons, responds thereto, services as a juror or attends court for prospective jury service. |
| Idaho | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, all Workers must be provided time off to comply with a jury summons or service. | Idaho Statute §2-218 An employer shall not deprive an employee of the employee's employment, or threaten, or otherwise coerce the employee with respect thereto, because the employee receives a summons, responds thereto, services as a juror or attends court for prospective jury service. |
| Illinois | Currently, No. Effective January 1, 2027, for companies with over 25 workers in Illinois, workers are required to be compensated at their regular rate of pay for time spent serving on jury duty. There is not an established maximum number of days of paid jury service. | Indefinite | Yes | No, all Workers must be provided time off to comply with a jury summons or service. | No | Effective January 1, 2027, Illinois Public Act 104-0683 amends the Jury Act to require employers to compensate employees for jury duty. Specifically, the Act provides that “[e]mployers shall be required to compensate an employee at the employee’s regular rate of pay for the time the employee is serving on jury duty.” This requirement does not apply to an employer with 25 or fewer employees. The Act also requires an employee to provide reasonable notice of jury service by delivering a copy of the jury summons to the employer within 10 days after the summons was issued. |
| Indiana | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | 35-44.1-2-11 A person who knowingly or intentionally:(1) dismisses an employee;(2) deprives an employee of employment benefits; or(3) threatens such a dismissal or deprivation; because the employee has received or responded to a summons, served as a juror, or attended court for prospective jury service commits interference with jury service, a Class B Misdemeanor. |
| Iowa | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Iowa Admin. Code r. 11-63.12 When in obedience to a subpoena, summons, or direction by proper authority, an employee appears as a witness or a jury member in any public or private litigation in which the employee is not a party to the proceedings, the employee shall be entitled to time off during regularly scheduled work hours with regular compensation, provided the employee gives to the appointing authority any payments received for court appearance or jury service, other than reimbursement for necessary travel or personal expenses. |
| Kansas | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | KSA 43-173 No employer shall discharge or threaten to discharge any permanent employee by reason of such employee’s jury service, or attendance or scheduled attendance in connection with such service, in any court of Kansas. |
| Kentucky | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | KY Stat. 29A.160 An employer shall not deprive an employee of his employment, or threaten or otherwise coerce him with respect thereto, because the employee receives a summons, responds thereto, serves as a juror, or attends court for prospective jury service |
| Louisiana | Yes. Workers must be compensated for jury duty. | The worker must receive pay for the first day of jury service. | Yes | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | LA Rev. Stat. Tit. 23, § 965 A. (1) No employer shall discharge or otherwise subject to any adverse employment action, without cause, any employee called to serve or presently serving any jury duty and no employer shall make, adopt, or enforce any rule, regulation, or policy providing for the discharge of any employee who has been called to serve, or who is presently serving on, any grand jury or on any jury at any criminal or civil trial, provided the employee notifies his or her employer of such summons within a reasonable period of time after receipt of a summons and prior to his or her appearance for jury duty. B. (1) Any person who is regularly employed in the state of Louisiana shall, upon call or subpoena to serve on a state petit or grand jury, or central jury pool, be granted a leave of absence by his employer, of up to one day, for that period of time required for such jury duty. Such leave of absence shall be granted without loss of wages, or sick, emergency, or personal leave or any other benefit. |
| Maine | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Maine Rev. Stat. Title 14 Part 3. Chapter 305-1A §1218 An employer may not deprive an employee of employment or health insurance coverage, or threaten or otherwise coerce the employee with respect to loss of employment or health insurance coverage, because the employee receives a summons for jury service, responds to a summons for jury service, serves as a juror or attends court for prospective jury service. |
| Maryland | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | MD Code §8-501 An employer may not deprive an individual of employment or coerce, intimidate, or threaten to discharge an individual because the individual: (1) Loses employment time in responding to a summons under this title or attending, or being in proximity to, a circuit court for jury service under this title. §8-502 An employer cannot require an employee to use leave (annual, sick or vacation) for jury service. |
| Massachusetts | Yes, regular wages must be paid for work missed. | Payment is continued for the first three days of jury service. | Yes, full-time, part-time, temporary and casual workers must receive their regular wages. | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | MGL c.234A §48 Each regularly employed trial or grand juror shall be paid regular wages by his employer for the first three days, or part thereof, of juror service. Regular employment shall include part-time, temporary, and casual employment as long as the employment hours of a juror reasonably may be determined by a schedule or by custom and practice established during the three-month period preceding the term of service of such juror. Each self-employed trial or grand juror shall compensate himself for the first three days, or part thereof, of juror service. MGL c.268 §14A No person shall be discharged from or deprived of his employment because of his attendance or service as a grand or traverse juror in any court. Violation of this section by an employer shall be a contempt of the court upon which such person is or has been in attendance or in which he is or has been serving as a grand or traverse juror, and such employer may be prosecuted upon complaint verified upon oath and be punished for such contempt. |
| Michigan | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | MCL 600.1348 An employer or the employer's agent who threatens to discharge or discipline or who discharges, disciplines, or causes to be discharged from employment or to be disciplined a person because that person is summoned for jury duty, serves on a jury, or has served on a jury, is guilty of a misdemeanor, and may also be punished for contempt of court. |
| Minnesota | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | Minn. Stat 593.50 An employer shall not deprive an employee of employment, or threaten or otherwise coerce the employee with respect thereto, because the employee receives a summons, responds thereto, serves as a juror, or attends court for prospective jury service. |
| Mississippi | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | |
| Missouri | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | |
| Montana | No, the state does not require compensation for jury service. | N/A | N/A | No, all Workers must be provided time off to comply with a jury summons or service. | There is not a prohibition against requiring the use of paid time off for jury service. | |
| Nebraska | Yes, the Worker must be paid their regular wage. | Each service day | Yes, including shift workers. | No, all Workers must be provided time off to comply with a jury summons or service. | No, companies cannot require the use of paid time off for jury service. | Nebraska Stat. 25-1674 Any person who is summoned to serve on jury duty shall not be subject to discharge from employment, loss of pay, loss of sick leave, loss of vacation time, or any other form of penalty as a result of his or her absence from employment due to such jury duty upon giving reasonable notice to his or her employer of such summons. |
TCWGlobal simplifies complex employment law issues, offering expert guidance on everything from mandatory leave laws to employment discrimination claims. Their legal team partners with your business to ensure compliance and appropriate treatment of workers globally.
