Paid Sick Leave Laws By State
Paid Sick Leave Laws By State

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.  One hour for every 30 hours worked. Employers may use alternate accrual methods or frontload the full amount of time at the beginning of the calendar year. Annual accrual cap is 48 hours or six 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. Annual accrual cap is 48 hours (employers with 24 or fewer employees) or 72 hours (employers with 25 or more 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.   Five days.  5/12ths of a day for each full month in a calendar year that the employee has been employed.  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.   48 hours.  One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 72 hours.  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.   N/A  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. 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 in San Francisco.  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.

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.   40 hours; 60 hours under limited circumstances related to the federal FMLA.  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 
Employers with at least one covered employee and maintain a business facility in Cook County.  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.   40 hours; 60 hours under limited circumstances related to the federal FMLA.  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

No state sick leave laws.

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. Frontloading is permitted. Annual accrual cap is 40 hours.  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 
Employers with 11 or more employees (unpaid if fewer than 11).  All.   40 hours  One 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; maternity or paternity leave; reasons related to domestic violence. 

Michigan Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with 50 or more employees.  Employees who work at least 25 hours per week, who work at least 26 weeks per year for a job scheduled for at least 26 weeks, and whose primary work location is in Michigan.   40 hours  One hour for every 35 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours.  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 Paid Sick Leave Laws

No state sick leave laws.

Duluth, Minnesota Paid Sick Leave Laws (eff. January 2020)


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with five or more employees (regardless of where they work).   Employees who work at least 80 hours a year in Minneapolis.   N/A  One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 48 hours.  Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; reasons related to domestic violence, sexual violence or stalking. 

Minneapolis, Minnesota Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with six or more employees (unpaid if fewer than six, and certain new employers).   Employees who work at least 80 hours a year within Minneapolis.   40  One hour for every 50 hours worked. Frontloading is permitted. Annual accrual cap is 64 hours.  Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; unexpected school or daycare closure; reasons related to domestic violence, sexual violence or stalking. 

St. Paul, Minnesota Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with one or more employees that have a physical location in St. Paul.  Employees who work at least 80 hours a year within St. Paul.   N/A  One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 48 hours.   Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; unexpected school or daycare closure; reasons related to domestic violence, sexual violence or stalking. 

Mississippi Paid Sick Leave Laws

No state sick leave laws.

Missouri Paid Sick Leave Laws

No state sick leave laws.

Nebraska Paid Sick Leave Laws

No state sick leave laws.

Nevada Paid Sick Leave Laws

No state sick leave laws.

New Hampshire Paid Sick Leave Laws

No state sick leave laws.

New Jersey Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers with workers in the state.  All employees working for an employer in the state.
 
40 hours   One 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. 

New Mexico Paid Sick Leave Laws

No state sick leave laws.

New York Paid Sick Leave Laws

No state sick leave laws.

New York City, New York Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with five or more employees (unpaid if fewer than five) or one 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 one year.
 
40 hours; two days for domestic workers.   One 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; reasons related to family offense matters, sexual offenses, stalking or human trafficking. 

Westchester County, New York Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with five or more employees (unpaid if fewer than five) or one or more domestic workers.  Employees and domestic workers who work more than 80 hours a year in Westchester County.
 
40 hours; two days for domestic workers.   One 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; exposure to communicable disease. 

North Carolina Paid Sick Leave Laws

No state sick leave laws.

North Dakota Paid Sick Leave Laws

No state sick leave laws.

Oklahoma Paid Sick Leave Laws

No state sick leave laws.

Oregon Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with 10 or more employees (unpaid if fewer than 10) or employers in large cities (500,000+ population) with six or more employees anywhere in the state (unpaid if fewer than six).  All employees.
 
40 hours  One hour for every 30 hours worked or one and one-third hour for every 40 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 care for an infant or newly adopted child or newly placed foster child; 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; donation to co-worker if allowed by employer. 

Pennsylvania Paid Sick Leave Laws

No state sick leave laws.

Philadelphia, Pennsylvania Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Employers with 10 or more employees (unpaid if fewer than 10) and chain establishments regardless of size.  Employees who work at least 40 hours a year in Philadelphia.
 
40 hors; two days for domestic workers.  One 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. 

South Carolina Paid Sick Leave Laws

No state sick leave laws.

South Dakota Paid Sick Leave Laws

No state sick leave laws.

Tennessee Paid Sick Leave Laws

No state sick leave laws.

Texas Paid Sick Leave Laws

No state sick leave laws.

Austin, Texas Paid Sick Leave Laws

(eff. October 1, 2018; for employers with five or fewer employees, October 1, 2020. Temporarily blocked pending a legal challenge)


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers.  Employees who work at least 80 hours in a calendar year in Austin.
 
8 days per calendar year.   One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 64 hours (for employers with 16 or more employees); 48 hours (for employers with 15 or fewer employees).  Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to stalking, domestic or sexual violence. 

Dallas, Texas Paid Sick Leave Laws

eff. August 1, 2019; for employers with five or fewer employees, August 1, 2021)


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers.  Employees who work at least 80 hours in a calendar year in Dallas.
 
8 days per calendar year.  One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 64 hours (for employers with 16 or more employees); 48 hours (for employers with 15 or fewer employees).  Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to stalking, domestic or sexual violence. 

San Antonio, Texas Paid Sick Leave Laws

(eff. August 1, 2019; for employers with five or fewer employees, August 1, 2021)


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers.  Employees who work at least 80 hours in a calendar year in San Antonio.
 
8 days per calendar year.  One hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 64 hours (for employers with 16 or more employees); 48 hours (for employers with 15 or fewer employees).  Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to stalking, domestic or sexual violence. 

Utah Paid Sick Leave Laws

No state sick leave laws.

Vermont Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers doing business or operating in the state.  Employees who work for an average of no less than 18 hours per week during a year.
 
40 hours  One 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. 

Virginia Paid Sick Leave Laws

No state sick leave laws.

Washington Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers.  All employees.
 
N/A   One hour for every 40 hours worked. No annual accrual.   Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking. 

SeaTac Airport, Washington Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
Certain hospitality and transportation industry employers.  Nonmanagerial, nonsupervisory employees.
 
N/A   One hour for every 40 hours worked. No annual accrual.   Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking. 

Seattle, Washington Paid Sick Leave


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers.  All employees who work in Seattle. Employees who work on an occasional basis in Seattle must work more than 240 hours in Seattle in a year.
 
N/A   One hour for every 40 hours worked (employers with 1-249 full-time equivalent employees); one hour for every 30 hours worked (employers with 250 or more full-time equivalent employees). No annual accrual.  Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking. 

Tacoma, Washington Paid Sick Leave Laws


Covered Employers  Covered Employees  Max Usage Per Year  Accrual  Qualifying Reasons 
All employers.  Employees who work more than 80 hours in Tacoma in a year.
 
N/A   One hour for every 40 hours worked (employers with 1-249 full-time equivalent employees); one hour for every 30 hours worked (employers with 250 or more full-time equivalent employees). No annual accrual.   Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking; bereavement.  

West Virginia Paid Sick Leave Laws

No state sick leave laws.

Wisconsin Paid Sick Leave Laws

No state sick leave laws.

Wyoming Paid Sick Leave Laws

No state sick leave laws.

Paycor guided hr software tour

More to Discover

Payroll Risks and Controls: Everything You Need to Know

Payroll Risks and Controls: Everything You Need to Know

Believe it or not, running payroll is a risky business The IRS estimates that 40% of small to medium-size businesses end up paying a payroll penalty each year. Whether you’re a large organization or a small one, there’s always a risk of payroll errors leading to fines, penalties and sometimes litigation. Protect yourself from fraud and human error Businesses that run payroll on their own, especially small businesses, are at a much higher risk of being disrupted by fraudulent activity and human error. From ghost employees to hour padding to buddy punching, when a company lacks the appropriate internal controls to manage its payroll, it can run into big trouble. Here are 6 common payroll risks and controls you can implement to mitigate...

401(k) Match Limits 2019: What Payroll Administrators  Need to Know

401(k) Match Limits 2019: What Payroll Administrators Need to Know

It’s a relatively small change, but it’s a change for payroll administrators to take notice of. As of November 2018, your employees’ contribution limits for their 401(k) increased to $19,000 from $18,500. The increase raises the total annual contribution amount (employee plus employer contribution) to $56,000 or 100% of the employee’s salary if they make less than that. Most companies typically offer 3-6% in matching funds, but there is no limit to the amount an employer can contribute as long as the annual cap isn’t reached. 2018 & 2019 401(k) Match Limits Defined Contribution Plan Limits 2019 2018 Difference Maximum employee contribution $19,000 $18,500 +$500 Catch-up contribution for employees aged 50 or older $6,000 $6,000 No...

Webinar: October Web Summit - Compliance from Hire to Retire

Webinar: October Web Summit - Compliance from Hire to Retire

From managing recruiting compliance data to accurately tracking employee hours, you need a partner who can offer the right technology plus expertise to help mitigate risk. Register for this webinar to see how Paycor can help prepare you for all of the compliance challenges in managing the employee lifecycle!We will be reviewing these 4 major areas of compliance: Recruiting Hiring Payroll People Management Speaker: Brett BeilfussBrett has been the Senior Bank Marketing Program Manager for Paycor for the past three years. He works exclusively with Paycor’s Bank and CPA referral partners, whose aim is to help their clients mitigate risk.

Webinar: October Web Summit - How to Design your PTO and Paid Leave Policies

Webinar: October Web Summit - How to Design your PTO and Paid Leave Policies

As companies seek to offer employees more flexible work arrangements, designing paid time off and paid leave policies has never been more challenging. In this session, we will unpack the imposing array of federal, state and local laws that must be considered when designing lawful and effective PTO and paid leave policies.Speaker: Katharine WeberKatharine is a Principal in the Cincinnati, Ohio, office of Jackson Lewis P.C. She has successfully assisted countless clients in handling their labor and employment issues in both Ohio and Kentucky. Her expertise also includes litigating wrongful discharge cases, managing discrimination cases, negotiating collective bargaining and severance agreements, advising management on employment relations...