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Paid Sick Leave Laws By State

Everyone, at one time or another, has worked with that person who comes to work with a bad cold (We’re hopeful it wasn’t you). Not only is it annoying, it also jeopardizes the health of other employees. But have you ever stopped to think that maybe that co-worker came to work because they didn’t have enough paid sick time available and wouldn’t get paid for a missed day or two? Here’s a high-level overview of states’ paid sick leave laws for private sector employers. Keep in mind this list is not inclusive of every state’s laws; there are many more nuances to understand and comply with.

Alabama Paid Sick Leave Laws

No state sick leave laws.


Alaska Paid Sick Leave Laws

No state sick leave laws.


Arizona Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All  All 40 hours (employers with 15 or more employees) or 24 hours (employers with fewer than 15 employees).  One hour for every 30 hours worked.  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Arkansas Paid Sick Leave Laws

No state sick leave laws.


California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with one or more employees who work more than 30 days in a year in California.   Employees who work 30 or more days per year in California for the same employer. 24 hours or three days.  3 methods: (1)One hour/30 hours worked (max 24 hours used annually, 48 hours total accrued) OR (2) an accrual that results in at least 24 hours accrued by the 120th calendar day of employment, each calendar year or each 12-month period OR (3) provide 24 hours of sick leave they can use after their 120th day of employment. NOTE: If hours are frontloaded employees who work longer days get three full work days.  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Berkeley, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers, regardless of location.   Employees who work at least two hours per calendar week in the City of Berkeley and are entitled to the state minimum wage or participate in a Welfare-to-Work Program. 48 hours (employers with 24 or fewer employees); employers with 25 or more employees may not cap usage.  One hour for every 30 hours worked capped at 72 hours (but no max annual usage) (48 hours accrual/usage cap if less than 24 employees).  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care. 

Emeryville, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers with employees working in the City of Emeryville.  Employees who work at least two hours per calendar week in the City of Emeryville and are entitled to the state minimum wage. 48 hours (employers with 55 or fewer employees) or 72 hours (employers with 56 or more employees).   One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 48 hours (employers with 55 or fewer employees); 72 hours (employers with 56 or more employees).   Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence against the employee; to aid or care for a service dog. 

Long Beach, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Hotel employers  Hotel employees 5 days.  5/12 of a day for each month worked for a total of 5 days per year.  Illness 

Los Angeles, California Paid Sick Leave Laws – Hotel Employees

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Hotel employers  Hotel employees 96 paid hours; 80 unpaid hours after paid leave is exhausted.   96/52 hours of paid time off for every week of employment; 80/52 hours of unpaid time off for every week of employment. Annual accrual cap is 96 hours of paid leave; 80 hours of unpaid leave.   Illness, vacation or personal necessities. Unpaid time off can be used for the employee’s or an immediate family member’s illness. 

Los Angeles, California Paid Sick Leave Laws – City Employees

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with employees working in the City of Los Angeles.  Employees who work at least two hours per week in the City of Los Angeles who qualify as an employee entitled to the state minimum wage. 72 hours.  One hour for every 30 hours worked up to 48 hours a year or provide entire 48 hours at once.  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; if the employee is a victim of domestic violence, sexual assault or stalking. 

Oakland, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with employees working in the City of Oakland.  Employees who work at least two hours per week in the City of Oakland who qualify as an employee entitled to the state minimum wage. 72 hours. 40 hours if 9 or fewer employees. nbsp; One hour for every 30 hours worked. Annual accrual cap is 40 hours (employers with fewer than 10 employees); 72 hours (employers of 10 or more employees).  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care. 

San Diego, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with employees working in the City of San Diego.  Employees who work at least two hours per week in the City of San Diego, who work in Los Angeles for the same employer for 30 days or more within a year of starting work, and who qualify as an employee entitled to the state minimum wage or are Welfare-to-Work Program participants. 40 hours  One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 80 hours.  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

San Francisco, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with employees working in the City or County of San Francisco.  Employees who work at least 56 hours in a calendar year within the City or County of San Francisco. N/A  One hour for every 30 hours worked/capped at 72 hours (40 hours for employers with fewer than 10 employees).  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Santa Monica, California Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All  Employees who work at least two hours in a particular week in the City of Santa Monica and are entitled to the state minimum wage. N/A  One hour for every 30 hours worked in Santa Monica. Accrual cap is 40 hours (employers with 25 or fewer employees); 72 hours (employers with 26 or more employees).   Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Colorado Paid Sick Leave Laws

No state sick leave laws.


Connecticut Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with 50 or more employees in CT     Max 40 hours carry/use per year  One hour for every 40 hours worked up to 40 hours max per year.    

Washington, D.C. Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All  All Seven days (employers with 100 or more employees); five days (employers with 25-99 employees); three days (employers with 24 or fewer employees)  One hour for every 37 hours worked (employers with 100 or more employees); one hour for every 43 hours worked (employers with 25-99 employees); one hour for every 87 hours worked (employers with 24 or fewer employees). Annual accrual cap is seven days (employers with 100 or more employees); five days (employers with 25-99 employees); three days (employers with 24 or fewer employees).  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Florida Paid Sick Leave Laws

No state sick leave laws.


Georgia Paid Sick Leave Laws

No state sick leave laws.


Hawaii Paid Sick Leave Laws

No state sick leave laws.


Idaho Paid Sick Leave Laws

No state sick leave laws.


Illinois Paid Sick Leave Laws

No state sick leave laws.


Chicago Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with at least one covered employee and maintain a business facility in Cook County. and/or are subject to one or more of Chicago’s licensing requirements.   Employees who work at least two hours in Chicago in any particular two-week period and who work at least 80 hours in Chicago within any 120-day period. Half of unused sick leave up to 20 hours (rounded up so no fractions). If FMLA eligible, employee may carry over an additional 40 hours just to use for FMLA leave.  One hour for every 40 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours.  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Cook County Illinois Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Potentially any employer with an employee working at least two hours within the geographic boundaries of Cook County BUT municipalities may opt-out.  Employees who work at least two hours in any particular two-week period and who work at least 80 hours in Cook County within any 120-day period. Half of unused sick leave up to 20 hours (rounded up so no fractions) if FMLA eligible, employee may carry over an additional 40 just to use for FMLA leave.  One hour for every 40 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours.  Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking. 

Indiana Paid Sick Leave Laws

No state sick leave laws.


Iowa Paid Sick Leave Laws

No state sick leave laws.


Kansas Paid Sick Leave Laws

No state sick leave laws.


Kentucky Paid Sick Leave Laws

No state sick leave laws.


Louisiana Paid Sick Leave Laws

No state sick leave laws.


Maine Paid Sick Leave Laws

Effective January 1, 2021

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Maine employers with 10 or more employees  All employees who work for covered employers accrue leave but aren’t eligible to take it until 120 consecutive days of employment Still waiting on full rules   One hour for every 40 hours worked up to 40 hours max per year  Any 

Maryland Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with 15 or more employees (unpaid if fewer than 15).  Employees who work at least 12 hours per week. 64 hours  One hour for every 30 hours worked up to 40 hours max per year OR employer can choose to award 40 hours at the beginning of the year  Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; reasons related to domestic violence, sexual assault or stalking.  

Montgomery County, Maryland Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All  Employees who work more than eight hours per week in Montgomery County. 80 hours  One hour for every 30 hours worked in Montgomery County. Frontloading is permitted. Annual accrual cap is 56 paid hours (employers with five or more employees) or 32 paid hours and 24 unpaid hours (employers with fewer than five employees).  Employee’s or a family member’s illness, injury or condition; preventive care; birth or placement of a child for adoption or foster care; care for a newborn, newly adopted or newly placed child within one year of birth, adoption or placement.; reasons related to domestic violence, sexual assault or stalking. 

Massachusetts Paid Sick Leave Laws

Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers except (1) local governments (2) those with less than 11 employees may provide unpaid leave.  All. 40 hours  1hr/30hrs worked up to 40 hours. There is an alternative lump sum amount requiring 8 hours per month for 5 months if an employee works 37.5hrs or more per month (and there is a list decreasing depending on the average hours worked)  Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; reasons related to domestic violence. 

Michigan Paid Sick Leave Laws