Everyone, at one time or another, has worked with that person who comes to work with a bad cold. Not only is it annoying, but it also jeopardizes the health of other employees. But have you ever stopped to think that maybe your 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?
What Are Paid Sick Leave Laws?
Paid sick leave laws are state or local regulations that require employers to provide employees with compensated time off when they need to miss work due to illness, medical appointments, or caregiving responsibilities (i.e. taking care of sick family members).
Unlike unpaid sick leave, which may be protected under federal laws like the Family and Medical Leave Act (FMLA), paid sick leave laws ensure workers continue receiving their wages while recovering from health issues.
Importance of Paid Sick Leave Laws
These laws matter because they protect both employee wellbeing and public health. When workers have access to paid sick leave, they’re less likely to come to work ill, which reduces the spread of disease. Paid sick leave laws also provide financial security for employees who would otherwise have to choose between their health and their paycheck.
Acceptable Uses of Paid Sick Leave by Law
While qualifying reasons for using paid sick leave vary by jurisdiction, states with paid sick leave laws generally permit employees to use accrued time for similar purposes such as:
- Their own illness, injury, or medical needs
- Caring for an immediate family member’s health needs
- Medical appointments, diagnoses, and routine preventative care (including pregnancy, childbirth, postpartum care, and dental visits)
Many states also include expanded uses such as:
- Addressing issues related to domestic violence, sexual assault or abuse, stalking, or human trafficking involving the employee or a family member
- Time off for public health emergencies that close workplaces
- Blood donation and bereavement (Oregon)
- Court witness leave and jury duty (California)
Because allowed uses vary widely, employers should make sure their sick leave policies comply with all state and local requirements.
Compliance with State and Municipality Sick Leaves
In the past, granting paid sick leave was at the employer’s discretion in the private sector. While employees are covered for long-term leave under the Family and Medical Leave Act (FMLA), there’s no federal paid sick leave act that requires a private employer to pay for short-term illness. We’re seeing a growing movement of laws being created at state and local levels designed to protect employees who might be forced to choose between going to work sick and infecting their co-workers or calling in sick and potentially losing pay or, in the worst-case scenario, even their jobs.
Some cities such as Los Angeles have further expanded the definition of family members who are covered under an employer’s sick leave policies to include “any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.”
Private employers in more than a dozen states, plus more than two dozen municipalities across the U.S., are required to provide some form of paid sick leave to an eligible employee. If you have employees in any state or municipality that has paid sick leave laws, you should take every step possible to help ensure you’re in compliance with those laws. Your job is made even more difficult if your company does business in multiple states or localities, each of which may have their own paid sick leave laws.
With so many different rules, it’s important to understand the nuances of each law and determine how the laws work together (or don’t) so you can write appropriate leave policies, establish procedures, and guide your management teams.
How to Craft a Paid Sick Leave Policy
If you do have to follow paid sick leave requirements, one of the main decisions you’ll need to make is whether your employees will accrue paid sick time based on the number of hours they work each week or if they will draw from a bank of sick time that is frontloaded at the start of every year. If you have multiple locations, you’ll also need to decide if you will apply a single policy to every location or if you will apply different policies for each state or municipality where your employees work.
Many paid sick leave laws also include “safe time” or “safe leave” provisions, which provide paid sick leave entitlements to employees affected by domestic violence, sexual assault, or stalking. Under these laws, an employee may be allowed to take leave not only to get medical care but also to attend court proceedings, move, go to counseling appointments, or receive services from a victims’ services group.
Employees are typically protected from any employer retaliation when asking for or using their sick leave hours. So, it’s critical that your managers not only understand the laws and any procedures they’re required to follow when an employee submits a sick leave request, but also understand that any negative reaction to a request could be viewed as retaliatory in nature.
State, City, and County Paid Sick Leave Laws
The following is a high-level overview of paid sick leave laws by state for private sector employers. Keep in mind this list is not inclusive of every state law; there are many more nuances to understand. States that are omitted do not have laws regulating paid sick time off.
Note: Accrual and usage caps are designated by law, but employers can choose to exceed the minimum or implement no cap at all in their sick leave policy.
| State / City / Municipality | Covered Employers & Employees | Max Usage Per Year & Accruals | Qualifying Reasons |
| Alaska | All/All | 56 or 40 hours per year 1 hour for every 30 hours worked. Employers with 15 or more employees may cap the annual accrual at 56 hours; employers with less than 15 employees may cap annual leave hours at 40. | Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventative care; reasons related to domestic violence, sexual violence, or stalking. |
| Arizona | All/All | 40 hours (employers with 15+ employees) or 24 hours (employers with fewer than 15 employees) 1 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; public health emergencies. |
| California | Employers with 1 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 | 40 hours or 5 days per year 1 hour for every 30 hours worked. Employers may use accrual method or frontload the full amount of time at the beginning of the calendar year. Employer may limit or cap the overall amount of sick leave an employee may accrue to 10 days or 80 hours, whichever is more. | 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, CA | All employers Employees who work at least 2 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+ employees may not cap usage 1 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, CA | All employers Employees who work at least 2 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) 1 hour for every 30 hours worked. Frontloading is allowed. Annual accrual cap is 48 hours (employers with 55 or fewer employees); 72 hours (employers with 56+ 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. |
| Los Angeles, CA | All employers All employees who have worked at least 2 hours in a particular week for the same employer for 30 days or more | Up to 48 hours per year 1 hour for every 30 hours worked with a 72 hour cap | Illness for employee, family member, or any individual related by blood or affinity. |
| Oakland, CA | All employers Employees who work at least 2 hours per calendar week | 72 hours; 40 hours if 9 or fewer employees 1 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, CA | All/All | 40 hours 1 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, CA | All/All | No cap 1 hour for every 30 hours worked. Employers with 10+ employees up to 72 hours. Employers with 1-9 employees up to 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. |
| Santa Monica, CA | All employers All employees who work at least 2 hours in a particular week in the City of Santa Monica and are entitled to the state minimum wage. | No cap 1 hour for every 30 hours worked. Accrual cap is 40 hours (employers with 25 or fewer employees); 72 hours (employers with 26+ 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. |
| West Hollywood, CA | All employers All employees who work at least 2 hours in a particular week in the City of West Hollywood and are entitled to the state minimum wage. | No cap Full-time workers accrue 96 compensated hours and 80 uncompensated hours per year for sick leave, vacation, or personal necessity. Part-time accrue compensated and uncompensated hours in increments proportional to that accrued by someone who works 40 hours in a week. | 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 | All employers All employees | Up to 48 hours per year; 48 hours can be carried over each year 1 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 or sexual violence; dependent care closures. |
| Connecticut | Employers with 11 or more employees Employees who work at businesses with at least 11 employees and work more than 10 hours per week | Max 40 hours carry/use per year 1 hour for every 30 hours worked up to 40 hours max per year. | Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic or sexual violence of self or child; mental health wellness; public health emergencies. |
| Washington D.C. | All/All | 7 days (employers with 100+ employees); 5 days (employers with 25-99 employees and tipped employees); 3 days (employers with 24 or fewer employees) 1 hour for every 37 hours worked (employers with 100+ employees); 1 hour for every 43 hours worked (employers with 25-99 employees or tipped employees); 1 hour for every 87 hours worked (employers with 24 or fewer employees). Annual accrual cap is 7 days (employers with 100+ employees); 5 days (employers with 25-99 employees or tipped employees); 3 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. |
| Illinois | All employers in Illinois, including state and local governments and government agencies. Does not apply to employers covered by Chicago’s or Cook County’s sick leave ordinances. Does not apply to school districts under the School Code or park districts. Exemptions: Independent contractors, college students employed part-time by their school, short-term or temp workers at universities, employees covered by collective bargaining agreements | 40 hours. Frontloading is permitted. 1 hour for every 40 hours worked but the calculation must be made on a fractional basis based on 15-minute work increments. Accrual begins at start of employment. Employees can begin using paid leave after 90 days. | None required |
| Chicago, IL | Employers with at least 1 covered employee that maintain a business facility in Chicago and/or are subject to 1 or more of Chicago’s licensing requirements. Employees who work at least 80 hours in Chicago within any 120-day period. | 40 hours. 1 hour for every 35 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, IL | Any employer with an employee working at least 2 hours in Cook County Employees who work at least 2 hours in any particular 2-week period and who work at least 80 hours in Cook County within any 120-day period. | 40 hours. 1 hour for every 40 hours worked. Frontloading is permitted. | None required. |
| Maine | Employers with 10+ employees who work more than 120 hours annually All employees who work for covered employers accrue leave but aren’t eligible to take it until 120 consecutive days of employment | Up to 40 hours per year 1 hour for every 40 hours worked | None required |
| Maryland | Employers with 15+ employees except if covered by local ordinance Employees who work at least 12 hours per week | 64 hours 1 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, MD | All Employees who work more than 8 hours per week in Montgomery County | 80 hours 1 hour for every 30 hours worked in Montgomery County. Frontloading is permitted. Annual accrual cap is 56 paid hours (employers with 5+ employees) or 32 paid hours and 24 unpaid hours (employers with fewer than 5 employees). | Employee’s or a family member’s illness, injury, or condition; public health emergency; preventive care; birth or placement of a child for adoption or foster care; care for a newborn, newly adopted, or newly placed child within 1 year of birth, adoption, or placement.; reasons related to domestic violence, sexual assault, or stalking. |
| Massachusetts | All employers. Local governments and those with fewer than 11 employees may provide unpaid leave. All employees | 40 hours 1 hour for every 30 hours worked up to 40 hours. 40 hours may be carried over. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence. |
| Michigan | All employers All employees | (effective Oct. 1, 2025) 40 accrual and usage hours for 1-10 employees 72 accrual and usage hours for employers of 11+ employees | Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; reasons related to domestic violence or sexual assault; exposure to communicable disease. |
| Minnesota | All employers with one or more employees in Minnesota must provide ESSL to employees who work at least 80 hours during the year | 1 hour of ESSL for every 30 hours worked, up to 48 hours per year | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence; weather or public emergency; to attend a funeral or make funeral arrangements for a family member. |
| Bloomington, MN | All employers Employees who work 80+ hours per year (government employees excluded) | 80 hours 1 hour for every 30 hours worked up to 48 hours per year | Employee’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence; closure of schools due to weather or other unforeseen issue. |
| Minneapolis, MN | Employers with 6+ employees (unpaid if fewer than 6) Employees who work at least 80 hours a year within Minneapolis | 80 hours 1 hour for every 30 hours worked. Annual accrual cap is 48 hours. | Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence. Family member place-of-care closure. |
| Saint Paul, MN | Employers with 1 or more employees that have a physical location in Saint Paul Employees who work at least 80 hours a year within Saint Paul | 80 hours 1 hour for every 30 hours worked. Annual accrual cap is 48 hours. Employees can carry over up to 80 hours per year. | Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence. Family member place-of-care closure. |
| Missouri (repealed Aug. 28, 2025) | Eligible employees working for private employers. Exemptions for nonprofit, educational, charitable, or religious organizations and employers in retail or service businesses with annual gross sales below $500,000. | 56 or 40 hours per year 1 hour for every 30 hours worked. Frontloading is allowed. Employers with 15 or more employees may cap the annual accrual at 56 hours; employers with less than 15 employees may cap annual leave hours at 40. | Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventative care; dependent care closures, reasons related to domestic violence, sexual violence, or stalking. |
| Nebraska (begins October 1, 2025) | Applies to all non-governmental employees. | 56 or 40 hours per year 1 hour for every 30 hours worked. Frontloading is allowed. Employers with 20 or more employees may cap the annual accrual at 56 hours; employers with less than 20 employees may cap annual leave hours at 40. | Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventative care; dependent care closures. |
| Nevada | Employers in business for at least 2 years, with 50+ employees in the state Employees of businesses with 50+ employees in the state | Employer may limit to 40 hours 0.01923 hours of paid leave for each hour worked | Any reason |
| New Jersey | All employers with workers in the state All employees working for an employer in the state | 40 hours 1 hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. | Employee’s or a family member’s illness, injury, or condition; preventive care; school conference; meeting regarding a child’s health or disability; reasons related to domestic or sexual violence; public health emergency. |
| Bloomfield, New NJ | All private sector employers Private sector employees working 80+ hours a year | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| East Orange, NJ | All employers except state and local government Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Irvington, NJ | All employers except state and local government Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Jersey City, NJ | All employers except state and local government, school districts, and Board of Education Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours paid, 16 hours unpaid for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Montclair, NJ | All employers except state and local government, school districts, and Board of Education Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Newark, NJ | All employers except state and local government Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Passaic, NJ | All employers except state and local government Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Paterson, NJ | All employers except state and local government Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Plainfield, NJ | Private and city employers Employees who work 80+ hours a year; excluding state and federal government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| Trenton, NJ | All employers except state and local government Employees who work 80+ hours a year; excluding government workers or those covered by a collective bargaining agreement | 24 hours for employers with less than 10 employees; 40 hours for employers with more than 10 employees 1 hour for every 30 hours worked up to the maximum by company size listed above. Regardless of company size, home health, child care, and food service workers can accrue and use up to 40 hours a year. | Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; public health emergency. |
| New Mexico | Private employer with at least 1 employee All employees of private employers | 64 hours per 12-month period 1 hour for every 30 hours worked Employees can carry over unused sick leave. | Employee’s or a family member’s illness, injury, or condition; preventive care; school conference; meeting regarding a child’s health or disability; reasons related to domestic or sexual violence. |
| Unincorporated Bernalillo County, NM | Employers in unincorporated Bernalillo County with 2+ employees Employees who work at least 56 hours per year for an employer located in unincorporated Bernalillo County | Employers with 2-10 employees: 28 hours; Employees with 11-34 employees: 44 hours; Employees with 35+ employees: 56 hours 1 hour for every 32 hours worked up to maximum based on employer size. | Any reason |
| New York | Private sector employers with 5+ employees or net income of more than $1 million All employees of private sector employers with 5+ employees or net income of more than $1 million | Employers with 100+ employees: up to 56 hours. Employers with 5–99 employees: up to 40 hours. Employers with 4 or fewer employees and net income of greater than $1 million: up to 40 hours. Employers with 4 or fewer employees and net income of $1 million or less: up to 40 hours unpaid. 1 hour for every 30 hours worked; frontloading is permitted. | Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence. |
| New York City, NY | Private employer with 5+ employees (unpaid if fewer than 5) or 1 or more domestic workers Employees and domestic workers who work more than 80 hours a year in New York City. Domestic workers must also work for the same employer for 1 year. | 40 hours 1 hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Effective February 22, 2026 Employers must provide 32 hours of unpaid safe/sick leave immediately upon hire and at the start of each calendar year, in addition to existing paid leave. 20 hours of paid prenatal leave in a 52-week period. Employers with 100+ employees must now provide 56 paid hours + 32 unpaid hours. | Employee’s or a family member’s physical or mental illness, injury, or condition; preventive care; reasons related to family offense matters, sexual offenses, stalking, or human trafficking. Effective February 22, 2026 Expand qualifying reasons: Caregiving for a minor child or “care recipient.” Absences due to public disasters (fire, explosion, severe weather, terrorist attack) when ordered by a public official. Legal proceedings related to subsistence benefits or housing. Workplace violence recovery. |
| Westchester County, NY | Employers with 5+ employees (unpaid if fewer than 5) or 1 or more domestic workers Employees and domestic workers who work more than 80 hours a year in Westchester County | 40 hours 1 hour for every 30 hours worked for employees;1 hour for every 7 days worked for domestic workers. Annual accrual cap is 40 hours. | Employee’s or a family member’s illness, injury or condition; preventive care; exposure to communicable disease. |
| Oregon | Employers with 10+ employees (unpaid if fewer than 10) All employees of companies with 10+ employees (unpaid if fewer than 10) Discover how Paid Leave Oregon impacts employees and employers. | 40 hours 1 hour for every 30 hours. Frontloading is permitted. Annual accrual cap is 40 hours. | Employee’s or a family member’s illness, injury or condition; preventive care; employee’s or family member’s serious health condition; to care for a child who does not have a serious health condition but needs home care; reasons related to domestic violence, harassment, sexual assault, or stalking; bereavement; air or weather quality events; donation to co-worker if allowed by employer. |
| Portland, OR | All employers with 6+ employees except federal, state, and local government All employees | 40 hours 1 hour for every 30 hours. Frontloading is permitted. Annual accrual cap is 40 hours. | Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence; public health emergencies. |
| Allegheny County, PA | Employers with at least 26 employees. Exemptions include seasonal workers, independent contractors, state and federal government employees. Employers in Pittsburgh will follow the city paid sick leave ordinance. | 40 hours 1 hour for every 35 hours worked, up to 40 hours annually. Can be frontloaded. | Employee’s or a family member’s illness, injury, or condition; preventive care; public health emergencies. |
| Philadelphia, PA | Employers with 10+ employees (unpaid if fewer than 10) and chain establishments regardless of size Employees who work at least 40 hours a year in Philadelphia | 40 hours 1 hour for every 30 hours worked. Annual accrual cap is 40 hours. | Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to stalking, domestic or sexual violence. |
| Pittsburgh, PA | All employers except state and local government Employees who perform work within the city of Pittsburgh | Employers with 15+ workers: 72 hours; employers with less than 15 workers: 40 hours. 1 hour per 30 hours worked up to maximums based on company size. | Eligible employees may use their sick leave to care for their own illness or medical condition, to care for a family member with an illness or a medical condition, or to comply with a public health emergency. Mental health conditions are also included under the sick leave laws. |
| Rhode Island | Employers with 18+ employees All employees whose primary place of employment is in Rhode Island (excluding public workers, local, state, or federal workers, and per diem nurses) | 40 hours 1 hour for every 35 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. | Any reason, though an absence of more than 3 days may require documentation. Starting in 2026, siblings are included for caregiving purposes |
| Vermont | All employers doing business or operating in the state Employees who work an average of 18 hours per week during a year | 40 hours 1 hour for every 52 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. | Employee’s or a family member’s illness, injury, or condition; preventive care; to accompany a family member to an appointment related to long-term care; reasons related to domestic abuse, sexual assault, or stalking; when a family member’s school or business is closed for public health or safety reasons. |
| Washington | All employers Most employees (exclusions for doctors, lawyers, or dentists, as well as most executive managers who are paid on a salary) | No cap 1 hour for every 40 hours worked. No annual accrual cap. Effective January 2026, employees qualify for job-protected leave after 180 days with the employer. | Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking. |
| Seattle, WA | All employers All employees who work more than 240 hours a year in Seattle | No cap 1 hour for every 40 hours worked (employers with 1-249 full-time equivalent employees); 1 hour for every 30 hours worked (employers with 250 or more full-time equivalent employees). No annual accrual cap. Carry-over limit for companies with 1-49 full-time employees: 40 hours; Carry-over limit for companies with 50-249 full-time employees: 56 hours; Carry-over limit for companies with 250+ full-time employees: 72 hours hours | Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking; public health emergencies. |
| Tacoma, WA | All employers Employees who work more than 80 hours in Tacoma in a year | No cap 1 hour for every 40 hours worked. No annual accrual cap. | Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking; bereavement. |
States with Mandatory Paid Sick Leave
As of 2026, 22 states across the U.S. have enacted paid sick leave laws that require private employers to provide eligible employees with paid time off for qualifying health-related reasons. The States that have mandatory paid sick leave include: Alaska, Arizona, California, Colorado, Connecticut, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Nebraska, Nevada, New Jersey, New Mexico, New York, Oregon, Pennsylvania (only certain jurisdictions), Rhode Island, Vermont, Washington, and Washington, D.C.
Note: Each state’s sick leave requirements vary considerably in terms of covered employers, employee eligibility, accrual rates, annual usage caps, and qualifying reasons for use.
States Without Mandatory Sick Leave Laws
While many states have enacted paid sick leave laws by state, a significant number still do not require employers to provide paid sick time off. These states include Alabama, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Missouri, Montana, New Hampshire, North Carolina, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, Wisconsin, and Wyoming.
Note: In these jurisdictions, whether employees receive sick days—and if those sick days are paid—depends entirely on employer policy
Comply with Paid Sick Leave Laws by Using Paycor
Tracking sick leave accrual is easier with Paycor Time & Attendance Software. The platform allows employees to view their accruals and request time off without needing to contact a manager. And Paycor’s compliance experts ensure your company remains compliant with any current or new sick pay laws.
Frequently Asked Questions
Still have questions regarding paid sick leave? Read on.
What Do Paid Sick Leave Laws Do?
Paid sick leave laws establish minimum requirements for sick time accrual, usage, and job protection. These sick leave laws mandate that eligible employers provide paid time off for qualifying health reasons, and they ensure workers receive compensation when taking time off for illness without risking termination or retaliation.
Are Employers Required to Give all Employees Paid Sick Leave?
No, there’s no federal mandate that requires employers to give all employees paid sick leave, and requirements vary by state and local jurisdiction. However, certain workers may be exempt, including independent contractors, some seasonal or temporary workers, and employees at very small businesses depending on local thresholds.
Do employers have to give every employee the same amount of paid sick leave?
No—how many sick days employees get typically depends on company size and jurisdiction. For example, employers with fewer employees often have lower accrual caps compared to larger employers. Part-time employees accrue sick leave based on hours worked, earning less than full-time staff, though they follow the same accrual rate.
What’s the Difference Between an Exempt and Non-exempt Employee’s Paid Sick Leave?
The main difference is that non-exempt (hourly) employees typically accrue sick time based on hours worked, while some employers provide exempt (salaried) employees with frontloaded sick leave at the start of the year. Most state sick leave laws cover all employees regardless of exempt status, though eligibility may depend on hours worked per year.
Note: The distinction between exempt and non-exempt employee status primarily affects overtime eligibility rather than paid sick leave itself. Most state sick leave laws cover all employees regardless of exempt status, though eligibility may depend on hours worked per year.