Arkansas Code 11-4-203 preempts cities and counties from mandating paid sick leave, paid family leave, or other employer-provided leave benefits. Leave policies remain a matter of state law and individual employer discretion across Arkansas.
Arkansas's wage and hour preemption codified at Arkansas Code 11-4-203 extends beyond minimum wage to other employer-employee relationship matters. Cities and counties may not require employers to provide paid sick leave, paid family leave, or similar mandated benefits. Employers remain free to offer such benefits voluntarily, and federal laws including the FMLA continue to apply where eligibility thresholds are met. The preemption maintains a uniform regulatory environment for businesses operating across multiple Arkansas jurisdictions and prevents a patchwork of differing leave mandates.
Local paid leave ordinances are void; employers facing enforcement may seek declaratory and injunctive relief in state court against the subdivision.
Fort Smith, AR
Swimming pools in Fort Smith must comply with the 2021 International Residential Code (Appendix G) and the Arkansas Pool Safety Act (A.C.A. 20-26-301 et seq....
Fort Smith, AR
Fort Smith's Chapter 27 UDO lists allowed residential fence materials (wood, metal tubing, wrought iron, stone, masonry, chain link, and listed vinyl/composi...
Fort Smith, AR
Fort Smith's Chapter 27 UDO does not require neighbor consent to build a fence; the owner only needs to stay on their own property and meet the city's height...
Fort Smith, AR
Fort Smith requires a building permit for any fence taller than 6 feet, issued by the Building Safety Division at 623 Garrison Avenue. Shorter fences must st...
Fort Smith, AR
Fort Smith's Unified Development Ordinance (Chapter 27, including Article 27-700 General Standards and Article 27-400 Zoning Districts) generally caps reside...
Fort Smith, AR
Fort Smith's Code of Ordinances does not impose a single fixed numerical cap on household dogs and cats, but Section 4-108 (effective July 17, 2023) requires...
See how Fort Smith's paid leave preemption rules stack up against other locations.
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