Paid Sick Leave

California’s Healthy Workplaces, Healthy Families Act of 2014 requires employers to provide a set amount of paid sick leave (PSL) to employees working in California.

Although the Act establishes minimum requirements, employers have the option to provide more time off than the minimum required under the Act.

In addition to California’s mandatory PSL law, employers should review local ordinances that might also provide paid sick leave benefits to your workforce. Local city or county ordinance requirements may provide even greater benefits and protection to employees than the state law. This discussion is limited to covering the detailed requirements of the state PSL law and does not provide specific details on the local ordinance requirements.​​​​

  • California's Mandatory Paid Sick Leave Law Overview

    California's Mandatory Paid Sick Leave Law OverviewWith the enactment of the Healthy Workplaces, Healthy Families Act of 2014 (“the Act”), California became the second state in the nation, after Connecticut, to mandate sick leave.  More »

  • Employers Covered Under the Mandatory Paid Sick Leave Law

    Employers Covered Under the Mandatory Paid Sick Leave LawThe paid sick leave mandate applies to all employers, regardless of size. There is no small employer carve-out. The mandate applies to public and private employers, and for-profit and not-for-profit companies.  More »

  • Employees Entitled to the Benefit

    Employees Entitled to the BenefitAll employees who have worked in California for 30 or more days within a year from the commencement of employment will be entitled to paid sick leave.  More »

  • Calculating Leave - Employer Options

    Calculating Leave - Employer OptionsThe amount of sick leave an employee can earn and/or carry-over will vary depending on how the employer decides to handle the provision of leave.  More »

    ​​R​ead about 2016 legislation.​
  • Permissible Usage

    Permissible UsageAn employee can use paid sick leave for the diagnosis, care, or treatment of an existing health condition, or preventive care for, themselves or a “family member.”  More »

  • Parameters of Paid Sick Leave Use

    Parameters of Paid Sick Leave UseThere are important points regarding how paid sick leave can be used. First, employees cannot start using accru​ed sick days until the 90th day of employment; after that the employee can use sick days as accrued.​  More »

  • Paying the Employee for the Sick Day

    Paying the Employee for the Sick DayYou must compensate employees who take paid sick leave at their hourly wage, and pay them no later than the payday for the next regular payroll period after the sick leave was taken.  More »

  • Employee Leaves Employment and Reinstatement

    Employee Leaves Employment and ReinstatementUnlike unused, accrued vacation — which is treated like wages — sick leave under this Act does not need to be paid out at the end of employment.  More »

  • Posting, Notices and Recordkeeping

    Posting, Notices and RecordkeepingThe Act contains notice, posting and recordkeeping requirements. Employers will need to pay close attention to these obligations.  More »

  • Protections Under the Law

    Protections Under the LawThe paid sick leave Act contains strong protections for employees.  More »

  • Penalties for Non-Compliance

    Penalties for Non-ComplianceThe Healthy Workplaces, Healthy Families Act contains various stiff fines and penalties for not providing sick days — ranging from $50 to $4,000 aggregate — and allows for a civil action by the state.   More »

  • Local and Other Laws Providing Mandatory Paid Sick Leave

    Local and Other Laws Providing Mandatory Paid Sick LeaveThere are multiple jurisdictions that also provide mandatory paid sick leave benefits — on both the local and the national level.   More »

    ​​R​ead about 2016 local agency actions.​
  • Optional Additional Paid Sick Leave

    Optional Additional Paid Sick LeaveEmployers are free to provide more generous policies than what must be provided under the Healthy Workplaces, Healthy Families Act.   More »

  • Coordinating Paid Leave

    Coordinating Paid LeaveMandatory sick leave taken under the Act is paid for by the employer. An employee will generally not need to access wage replacement benefits during these paid days off, such as SDI or PFL benefits.  More »

  • Kin Care

    Kin CareYou must allow employees to use one-half of their annual sick leave entitlement to care for their sick child, parent, spouse, domestic partner or the child of a domestic partner.  More »

    ​​Read about 2016 legislation.