Alaska: Jury Duty Leave and Pay Requirements
The short answer
Alaska protects an employee's job but not the employee's pay. An employer may not deprive an employee of employment, or threaten, coerce, or penalize an employee, because the employee receives or responds to a jury summons, serves as a juror, or attends court for prospective jury service. The same statute says it does not require an employer to pay wages for that time. An employee harmed by a violation may sue for lost wages, other damages, and reinstatement.
Ask Ezel about your situation
This is the general rule in Alaska. Ezel applies current Alaska law to your specific facts and answers with citations to the statutes.
| Governing law | Alaska Stat. § 09.20.037 (protection for employee on jury duty) |
|---|---|
| Jury service covered | Receiving or responding to a summons for jury service, serving as a juror, and attending court for prospective jury service (§ 09.20.037(a)) |
| Employers and employees covered | Written as a flat duty of any 'employer' toward any 'employee'; the section states no employer-size, tenure, or full-time gate |
| Time-off entitlement | Employer may not deprive the employee of employment or threaten, coerce, or penalize the employee for covered jury service (§ 09.20.037(a)); the absence is protected, but the section does not affirmatively grant a fixed block of leave |
| Employer-paid wages | None. The section expressly 'does not require an employer to pay wages to an employee for time spent on jury service or in court for prospective jury service' (§ 09.20.037(a)) |
| PTO and juror-fee treatment | The section does not address using vacation, sick, or other paid leave and does not authorize compelling its use, and it says nothing about offsetting court juror fees against wages |
| Employee notice and proof | The section imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
| Scheduling and return-to-work rules | No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in the section |
| Job protection and remedies | The employee may bring a civil action to recover wages lost as a result of the violation and other resulting damages, and may seek an order requiring reinstatement (§ 09.20.037(b)) |
Compare this rule across all 50 states + DC →
Protected job, unpaid time
Alaska's jury-duty rule for private employers fits in one statute,
§ 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
jury summons, serves as a juror, or attends court for prospective jury service.
The same subsection is explicit that this protection does not come with pay: it
"does not require an employer to pay wages" for time spent on jury service or in
court for prospective service. Alaska is a protected-but-unpaid state. An
employer policy or a union contract may provide paid jury leave, but the statute
does not.
PTO, notice, and scheduling are not addressed
Section 09.20.037 is short, and several questions employees ask are simply not
answered in it. It does not say whether an employee may draw on vacation or sick
leave, and it does not let an employer force an employee to use paid time off.
It sets no advance-notice deadline and does not require the employee to hand over
a copy of the summons, though giving the employer prompt notice of a summons is
sensible. It contains no rule about rest before or after a shift, releasing an
employee for the day, or long trials. Where the statute is silent, the
employment relationship and any employer policy fill the gap.
Alaska separately provides court leave to full-time state-government employees,
but that public-sector benefit is outside this survey, which compares the
private-employer floor.
Enforcement
If an employer violates the section, the employee may bring a civil action to
recover wages lost because of the violation and other resulting damages, and may
ask the court to order reinstatement (§ 09.20.037(b)). The remedy runs through
the courts; the statute does not set up an administrative complaint process.
What trips people up
"Protected" is not the same as "paid." An employee cannot be fired or penalized
for serving, but an Alaska private employer is not required to keep paying wages
during service. Budgeting around the court's juror pay, not a full paycheck, is
the realistic expectation for an unpaid week.
Because the statute does not address forced PTO, whether jury days come out of a
vacation or personal-leave bank turns on the employer's own policy, not on a
statutory command either way.
Common questions
Can my Alaska employer fire me for jury duty?
No. The employer may not deprive you of employment or threaten, coerce, or
penalize you for a summons, response, service, or prospective service.
Will I be paid?
Not by force of this statute. Alaska does not require a private employer to pay
wages for jury time, although many employers and union contracts do.
Do I have to give notice or show the summons?
The statute sets no notice deadline and no summons-copy requirement, but telling
your employer promptly when you are summoned is practical.
What can I recover if my employer retaliates?
Lost wages, other damages caused by the violation, and a court order of
reinstatement, through a civil action.
Statutes and sources
- Alaska Stat. § 09.20.037: job protection for employees summoned for or serving
jury duty, the no-required-pay statement, and the civil remedy —
Justia mirror of the 2025 Alaska Statutes
(accessed July 13, 2026); cross-checked against
FindLaw
(current as of Jan. 1, 2025).
Source links
Every statute quoted above, linked, with the date we checked it.
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