| A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | ||
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1 | Jurisdiction | Paid Sick Leave Required | Covered Employers | Eligible Employees | Qualifying Reasons for Leave | Covered Family Members | Maximum Leave Usage Per Year | Accrual Rate | Accrual Cap Per Year | Date Accrual Begins | Frontloading/Lump Sum Allowed and Minimum Amounts Required | Date Use Begins | Minimum Leave Increment | Advance Notice Requirement | Certification | Carryover Required | Cash Out at Termination Requirement | Reinstatement of Leave Upon Rehire | Employer Notice / Posting Requirements | Wage Statements Requirement | Recordkeeping Requirements | Notes | |||||
2 | Federal | Yes | Federal contractors and subcontractors. Executive Order 13706 specifies the types of contracts covered. | Employees who work on or in connection with a covered contract and whose wages are governed by the Davis-Bacon Act, Service Contract Act or Fair Labor Standards Act. | The employee's or a family member's illness, injury or medical condition; need for a diagnosis, care or preventive care from a health care provider; reasons related to domestic violence, sexual assault or stalking. | Child, parent, spouse, domestic partner, any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship. | The amount the employee has available for use. | One hour for every 30 hours worked | Seven days (56 hours) | When employment on a covered contract begins or any other fixed date chosen by the contractor. | Allowed 56 hours, at the beginning of each year | Not specified in the law. | One hour, or amount of actual use | At least seven calendar days, or as soon as practicable, for a foreseeable absence. As soon as practicable for an unforeseeable absence. | May be required for absences of three or more consecutive full workdays. | Yes | No | When employee is rehired within 12 months of separation | Workplace poster; oral or written notice of approved leave request; written notice of denied leave request; notice of the amount of available sick leave: each pay period or monthly, upon employment separation and upon reinstatement of paid sick leave. | No. However, each pay period or each month (whichever is shorter), employer must provide a written statement of the amount of available sick leave. | A record must be maintained during the course of the covered contract and for three years after of each employee's name, address and Social Security Number; occupation or classification; wage rate, including benefits; daily and weekly hours worked; deductions made; total wages paid each pay period; notifications of paid sick leave amounts; paid sick leave requests; dates and amounts of paid sick leave used; responses to paid sick leave requests; required certifications; records showing tracking or calculating of paid sick leave accrued or used; the relevant covered contract; regular pay and benefits provided for each use of paid sick leave; any payment for unused paid sick leave upon employment separation. | N/A | |||||
3 | Alabama | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
4 | Alaska | Yes | All employers in Alaska. | All employees, but exceptions apply. | The employee's or a family member's illness, injury or medical condition; need for medical diagnosis, care, treatment or preventative care; reasons related to domestic violence, sexual assault or stalking. | Spouse, domestic partner or person cohabitating with the employee in a conjugal relationship; child; parent; grandparent; sibling; parent's sibling; spouse's parent or sibling; any other individual related by blood whose close association is the equivalent of a family relationship. | 56 hours (employers with 15 or more employees); 40 hours (employers with fewer than 15 employees) | One hour for every 30 hours worked | 56 hours (employers with 15 or more employees); 40 hours (employers with fewer than 15 employees) | July 1, 2025, or when employment begins, whichever is later | Allowed • Employers with 15 or more employees: 56 hours when the employee is eligible to use sick leave and then on the first day of each subsequent year • Employers with fewer than 15 employees: 40 hours when the employee is eligible to use sick leave and then on the first day of each subsequent year | Upon accrual | Hourly increments or the smallest increment an employer's payroll system uses to account for absences or use of other time, whichever is smaller. | Employees must make a good-faith effort for a foreseeable absence, but the employer may not require more than 10 calendar days' advance notice. For an unforeseeable absence, notice before the start of the employee's shift or as soon as is possible, depending on the circumstances. | May be required for absences of more than three consecutive scheduled workdays. | Yes, subject to cap (56 hours for employers with 15 or more employees; 40 hours for employers with fewer than 15 employees), unless time is frontloaded or cashed out. | No. However, an employer may allow voluntary cash out. | When employee is rehired within six months of separation | Written notice by July 31, 2025, or when employment begins, whichever is later | For each pay period, an employer must provide a statement of earnings and deductions that includes an employee's sick leave used in the accrual year and sick leave balance. | No | N/A | |||||
5 | Arizona | Yes | All employers. | All employees, but exceptions apply. | The employee's or a family member's illness, injury or health condition; need for diagnosis, care, treatment or preventive care; public health emergency; exposure to communicable disease; reasons related to domestic violence, sexual violence, abuse or stalking. | Child; parent; spouse or registered domestic partner; grandparent; grandchild; sibling; spouse's or domestic partner's parent, grandparent, grandchild, sibling; domestic partner's child; any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship. | 40 hours (employers with 15 or more employees) or 24 hours (employers with fewer than 15 employees) | One hour for every 30 hours worked | 40 hours (employers with 15 or more employees) or 24 hours (employers with fewer than 15 employees) | When employment begins | Allowed • Employers with 15 or more employees: 40 hours for immediate use • Employers with fewer than 15 employees: 24 hours for immediate use | On the 90th calendar day after employment begins | Hourly increments or the smallest increment an employer's payroll system uses to account for absences or use of other time, whichever is smaller. | Employees must make a good-faith effort for a foreseeable absence. If employer requires notice for unforeseeable leave, it must provide a written policy containing notice procedures. | May be required for absences of three or more consecutive workdays. | Yes, subject to cap (40 hours for employers with 15 or more employees; 24 hours for employers with fewer than 15 employees), unless time is frontloaded. | No | When employee is rehired within nine months of separation | Workplace poster; written notice for each employee. | Yes | A record must be maintained for four years of each employee's amount of earned paid sick time available, amount of earned paid sick time taken to date in the year and amount of pay received as earned paid sick time. | N/A | |||||
6 | Arkansas | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
7 | California | Yes | All employers, but exceptions apply. | Employees who work in California for the same employer for 30 or more days within a year of starting work. Exceptions apply. | The employee's or a family member's need for diagnosis, care or treatment of an existing health condition or for preventive care; if an employee or their family member is a victim of domestic violence, sexual assault, stalking or other qualifying act of violence; if an employee or their family member is a crime victim to attend court proceedings; to serve jury duty; for agricultural employees who work outside to avoid smoke, heat or flooding conditions created by a local or state emergency. | Child, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, designated person. | 40 hours or five days | • One hour for every 30 hours worked. • Employers may instead use alternate accrual method | 80 hours or 10 days | When employment begins | Allowed 24 hours (3 days) by the employee's 120th day of employment and 40 hours (5 days) by their 200th day of employment | On the 90th day of employment | Reasonable minimum increment, not to exceed two hours | Reasonable notice for a foreseeable absence. Notice as soon as practicable for an unforeseeable absence. | N/A | Yes, subject to cap (greater of 80 hours or 10 days), unless time is frontloaded. | No | When employee is rehired within one year of separation | Workplace poster; written notice to current employees and to new employees at the time of hire. | Yes | A record must be maintained for three years of each employee's hours worked and paid sick and safe time accrued and used. | N/A | |||||
8 | Berkeley | Yes | All employers. | Employees who work at least two hours per calendar week in Berkeley and are entitled to the state minimum wage or participate in a Welfare-to-Work Program. Exceptions apply. | The employee's or a family member's illness, injury or need to receive medical care, treatment or diagnosis. | Child, parent, sibling, grandparent, grandchild, spouse, registered domestic partner, designated person. | 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 | 48 hours (employers with 24 or fewer employees); 72 hours (employers with 25 or more employees) | When employment begins | N/A | 90 calendar days after employment begins | N/A | Reasonable notice for a foreseeable absence. Notice as soon as practicable for an unforeseeable absence. | Employer may take reasonable measures to verify or document that the use of leave is lawful. | Yes, subject to cap (72 hours for employers with 25 or more employees; 48 hours for employers with 24 or fewer employees). | No | N/A | Workplace poster. | Each pay period, an employer must provide a written statement of the amount of paid sick leave accrued to date (e.g., on a paystub or by any other records the employer provides to employees at the end of each pay period). | A record must be maintained for four years of each employee's hours worked, wages paid and paid sick leave accrued. | N/A | |||||
9 | Emeryville | Yes | All employers with employees working within the City of Emeryville. | Employees who work at least two hours per calendar week in Emeryville and are entitled to the state minimum wage. Exceptions apply. | The employee's or a family member's illness, injury or medical condition, or receipt of medical care, treatment or diagnosis; reasons related to domestic violence against the employee; to aid or care for a service dog. | Child, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, designated nonfamily member. | 48 hours (employers with 55 or fewer employees) or 72 hours (employers with 56 or more employees) | One hour for every 30 hours worked | 48 hours (employers with 55 or fewer employees); 72 hours (employers with 56 or more employees) | When employment begins | Allowed • Employers with 56 or more employees: 72 hours when eligible to accrue • Employers with 55 or fewer employees: 48 hours when eligible to accrue | On the 90th calendar day of employment | Reasonable minimum increment, not to exceed two hours | Reasonable notice. | Employer may require verification that the use of sick leave is lawful. | Yes, subject to cap (72 hours for employers with 56 or more covered employees; 48 hours for employers with 55 or fewer covered employees), unless time is frontloaded. | No | When employee is rehired within 12 months of separation | Workplace poster; written notice for each employee. | No | A record must be maintained for three years of each employee's name, hours worked, pay rate, and paid sick leave accrued and used. | N/A | |||||
10 | Long Beach | Yes | Hotel employers in Long Beach with 100 or more guest rooms or suites. | Individuals whose primary place of employment is at a hotel and who are employed directly by a hotel employer or by a person who has contracted with a hotel employer to provide services at a hotel. | Illness | N/A | Five days | 5/12ths of a day for each full month in a calendar year that the employee has been employed by the employer | N/A | N/A | N/A | Immediately upon accrual | N/A | N/A | Employer may not require certification if employee has accrued enough sick leave at the time of the request. | No. Must be cashed out at the end of each calendar year. | No | N/A | N/A | No | N/A | N/A | |||||
11 | Los Angeles | Los Angeles Minimum Wage OrdinanceYesCitywide Hotel Worker Minimum Wage OrdinanceYes | Los Angeles Minimum Wage OrdinanceAll employers with employees working in the City of Los Angeles. Citywide Hotel Worker Minimum Wage OrdinanceHotel employers in Los Angeles with 60 or more guest rooms, suites or dwelling units, or 50 or more guest rooms or suites if within the Airport Hospitality Enhancement Zone. Exceptions apply. | Los Angeles Minimum Wage OrdinanceEmployees who work at least two hours per week in Los Angeles, 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.Citywide Hotel Worker Minimum Wage OrdinanceIndividuals whose primary place of employment is at a hotel and who are directly employed by a hotel employer or by a person who has contracted with a hotel employer to provide services at a hotel. Exceptions apply. | Los Angeles Minimum Wage OrdinanceThe employee's or a family member's need for diagnosis, care or treatment of an existing health condition or for preventive care; if an employee or their family member is a victim of domestic violence, sexual assault, stalking or other qualifying act of violence; if an employee or their family is a crime victim to attend court proceedings; to serve jury duty; for agricultural employees who work outside to avoid smoke, heat or flooding conditions created by a local or state emergency.Citywide Hotel Worker Minimum Wage OrdinancePaid time off may be used for sick leave, vacation or personal necessities. Unpaid time off may be used for the employee's or an immediate family member's illness. | Los Angeles Minimum Wage OrdinanceChild, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.Citywide Hotel Worker Minimum Wage OrdinanceN/A | Los Angeles Minimum Wage Ordinance48 hoursCitywide Hotel Worker Minimum Wage Ordinance96 paid hours; 80 unpaid hours after paid leave exhausted | Los Angeles Minimum Wage OrdinanceOne hour for every 30 hours workedCitywide Hotel Worker Minimum Wage Ordinance• 96/52 hours of paid time off for every week of employment; • 80/52 hours of unpaid time off for every week of employment. | Los Angeles Minimum Wage Ordinance72 hoursCitywide Hotel Worker Minimum Wage Ordinance96 hours of paid leave; 80 hours of unpaid leave | Los Angeles Minimum Wage OrdinanceWhen employment beginsCitywide Hotel Worker Minimum Wage OrdinanceWhen employment begins | Los Angeles Minimum Wage OrdinanceAllowed 48 hours, at the beginning of each year, calendar year or 12-month periodCitywide Hotel Worker Minimum Wage OrdinanceN/A | Los Angeles Minimum Wage OrdinanceOn the 90th day of employmentCitywide Hotel Worker Minimum Wage OrdinanceAfter six months of employment or consistent with employer policies, whichever is sooner | Los Angeles Minimum Wage OrdinanceReasonable minimum increment, not to exceed two hoursCitywide Hotel Worker Minimum Wage OrdinanceN/A | Los Angeles Minimum Wage OrdinanceFor a foreseeable absence, in a manner consistent with the employer's normal method of communication. Notice as soon as practicable for an unforeseeable absence.Citywide Hotel Worker Minimum Wage OrdinanceN/A | Los Angeles Minimum Wage OrdinanceMay be required after more than three consecutive sick days used.Citywide Hotel Worker Minimum Wage OrdinanceN/A | Los Angeles Minimum Wage OrdinanceYes, subject to cap (72 hours).Citywide Hotel Worker Minimum Wage OrdinanceYes, subject to cap (192 paid hours, 80 unpaid hours). Employer must pay out unused accrued paid time above cap every 30 days. | Los Angeles Minimum Wage OrdinanceNoCitywide Hotel Worker Minimum Wage OrdinanceNo | Los Angeles Minimum Wage OrdinanceWhen employee is rehired within one year of separationCitywide Hotel Worker Minimum Wage OrdinanceN/A | Los Angeles Minimum Wage OrdinanceWorkplace poster; written notice for new employees.Citywide Hotel Worker Minimum Wage OrdinanceWorkplace poster; written notice for new employees. | Los Angeles Minimum Wage OrdinanceNoCitywide Hotel Worker Minimum Wage OrdinanceNo | Los Angeles Minimum Wage OrdinancePayroll records and other documents demonstrating compliance must be maintained for four years.Citywide Hotel Worker Minimum Wage OrdinancePayroll records and other documents demonstrating compliance must be maintained for four years. | N/A | |||||
12 | Oakland | Yes | All employers with employees working in the City of Oakland. | Employees who work at least two hours within a particular week in Oakland and who are entitled to the state minimum wage. Exceptions apply. | An employee is unable to perform duties due to illness, injury or medical condition; to obtain professional diagnosis or treatment for an employee's medical condition; for an employee's other medical reasons, such as pregnancy or obtaining a physical examination; to aid or care for a family member who is ill, injured or receiving medical care, treatment or diagnosis. | Child, spouse, registered domestic partner, parent, sibling, grandparent, grandchild, designated nonfamily member. | N/A | One hour for every 30 hours worked | Not an annual cap. Employees may bank up to 40 hours (employers with fewer than 10 employees); 72 hours (employers of 10 or more employees) | When employment begins | Not allowed | After 90 calendar days of employment | One hour, but employer may allow otherwise | Reasonable notice for a foreseeable absence. Notice as soon as practicable for an unforeseeable absence. | May be required for absences of three or more consecutive workdays or if employer reasonably believes employee is abusing paid sick leave. | Yes, subject to cap (72 hours for employers with 10 or more employees; 40 hours for employers with fewer than 10 employees). | No | N/A | Workplace poster; written notice to current employees and to new employees at the time of hire. | No | A record must be maintained for three years of each employee's name, hours worked, pay rate and paid sick leave accrued and used. | N/A | |||||
13 | San Diego | Yes | All employers with employees working in the City of San Diego, but exceptions apply. | Employees who work at least two hours in San Diego in one or more calendar weeks per year and are entitled to the state minimum wage or are Welfare-to-Work Program participants. Exceptions apply. | The employee's or a family member's illness, injury or medical condition or need to obtain professional diagnosis or treatment of a medical condition; an employee's other medical reasons, such as pregnancy or obtaining a physical examination; reasons related to domestic violence, sexual assault or stalking; public health emergency. | Child, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, sibling. | 40 hours | One hour for every 30 hours worked | 80 hours | When employment begins | Allowed 40 hours, at the beginning of each benefit year | On the 91st calendar day of employment | Reasonable minimum increment, not to exceed two hours | Up to seven days for a foreseeable absence. Notice as soon as practicable for an unforeseeable absence. | May be required for absences of more than three consecutive workdays. | Yes, subject to cap (80 hours), unless time is frontloaded. | No | When employee is rehired within one year of separation | Workplace poster; written notice to current employees and to new employees at the time of hire. | Each pay period, an employer must provide a record of the employee's accrued and used sick leave on the designated pay day. | A record must be maintained for three years of each employee's accrual and use of earned sick leave. | N/A | |||||
14 | San Francisco | Paid Sick Leave OrdinanceYesDomestic Workers' Equal Access to Paid Sick Leave OrdinanceYes | Paid Sick Leave OrdinanceAll employers with employees working in the City or County of San Francisco, but exceptions apply.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceHiring entities that employ, contract with or hire domestic workers. | Paid Sick Leave OrdinanceEmployees who work at least 56 hours in a calendar year in San Francisco. Exceptions apply.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceDomestic workers who work an average of at least five hours per month for a hiring entity in San Francisco. Exceptions apply. | Paid Sick Leave OrdinanceThe employee's or a family member's illness, injury or medical condition, need for medical care (including preventive care), diagnosis or treatment or other medical reason; the employee's or a family member's bone marrow or organ donation; if the employee is a victim of domestic violence, sexual assault or stalking.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceThe employee's or a family member's illness, injury or medical condition, need for medical care (including preventive care), diagnosis or treatment or other medical reason; the employee's or a family member's bone marrow or organ donation; if the employee is a victim of domestic violence, sexual assault or stalking. | Paid Sick Leave OrdinanceChild, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, designated nonfamily member.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceChild, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, designated nonfamily member. | Paid Sick Leave OrdinanceN/ADomestic Workers' Equal Access to Paid Sick Leave OrdinanceN/A | Paid Sick Leave OrdinanceOne hour for every 30 hours worked in San FranciscoDomestic Workers' Equal Access to Paid Sick Leave OrdinanceOne hour for every 30 hours worked | Paid Sick Leave OrdinanceNot an annual cap. Employees may bank up to 72 hours (employers with 10 or more employees); 40 hours (employers with fewer than 10 employees)Domestic Workers' Equal Access to Paid Sick Leave Ordinance40 hours; 72 hours if a hiring entity is an employer with more than 10 employees | Paid Sick Leave OrdinanceImmediately upon employmentDomestic Workers' Equal Access to Paid Sick Leave OrdinanceFebruary 12, 2023 (date subject to change upon implementation) | Paid Sick Leave OrdinanceAllowed • No minimum amount is required • An upfront allocation may be provided at the beginning of each year, calendar year or 12-month period • Accrual temporarily pauses until an employee has worked the number of hours to have accrued the upfront amountDomestic Workers' Equal Access to Paid Sick Leave OrdinanceN/A | Paid Sick Leave OrdinanceOn the 90th day of employmentDomestic Workers' Equal Access to Paid Sick Leave OrdinanceN/A | Paid Sick Leave OrdinanceOne hourDomestic Workers' Equal Access to Paid Sick Leave OrdinanceOne hour | Paid Sick Leave OrdinanceReasonable notice for a planned absence. Notice as soon as practicable in emergency situations.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceFunds will not transfer from the hiring entity to the domestic worker until the worker requests them. | Paid Sick Leave OrdinanceMay be required for absences of more than three consecutive workdays, when leave is used to attend a medical appointment or if employer reasonably believes employee is abusing paid sick leave.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceN/A | Paid Sick Leave OrdinanceYes, subject to cap (72 hours for employers with 10 or more employees; 40 hours for employers with fewer than 10 employees).Domestic Workers' Equal Access to Paid Sick Leave OrdinanceYes | Paid Sick Leave OrdinanceNoDomestic Workers' Equal Access to Paid Sick Leave OrdinanceNo | Paid Sick Leave OrdinanceWhen employee is rehired within one year of separationDomestic Workers' Equal Access to Paid Sick Leave OrdinanceN/A | Paid Sick Leave OrdinanceWorkplace poster.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceWritten notice of rights to each worker, by February 19, 2023 (date subject to change upon implementation) | Paid Sick Leave OrdinanceYes, for employers that are required to provide such notice of paid sick leave available under state law.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceNo | Paid Sick Leave OrdinanceA record must be maintained for four years of each employee's hours worked and paid sick leave taken.Domestic Workers' Equal Access to Paid Sick Leave OrdinanceRecords relating to compliance with the ordinance must be maintained for four years. | Paid Sick Leave OrdinanceN/ADomestic Workers' Equal Access to Paid Sick Leave OrdinanceThe ordinance took effect in 2022, but has not yet been implemented | |||||
15 | Santa Monica | Yes | All employers. | Employees who work at least two hours in a particular week in Santa Monica and are entitled to the state minimum wage. Exceptions apply. | The employee's or a family member's need for diagnosis, care or treatment of an existing health condition or for preventive care; if an employee or their family member is a victim of domestic violence, sexual assault, stalking or other qualifying act of violence; if an employee or their family is a crime victim to attend court proceedings; to serve jury duty; for agricultural employees who work outside to avoid smoke, heat or flooding conditions created by a local or state emergency. | Child, spouse, registered domestic partner, parent, parent-in-law, sibling, grandparent, grandchild. | N/A | One hour for every 30 hours worked in Santa Monica | 40 hours (employers with 25 or fewer employees); 72 hours (employers with 26 or more employees) | When employment begins | Allowed • Employers with 26 or more employees: 72 hours at the beginning of each year, calendar year or 12-month period • Employers with 25 or fewer employees: 40 hours at the beginning of each year, calendar year or 12-month period | After the first 90 calendar days of employment or consistent with employer policies, whichever is sooner | N/A | N/A | N/A | Yes, subject to cap (40 hours for employers with 25 or fewer employees; 72 hours for employers with 26 or more employees), unless time is frontloaded. | No | When employee is rehired within one year of separation | Workplace poster; written notice to new hires of the employer's name, address and phone number. | No | Records pertaining to sick leave must be kept in accordance with federal, state and local law. | N/A | |||||
16 | West Hollywood | Yes | All employers. | Employees who work at least two hours in a particular week in West Hollywood and are entitled to the state minimum wage. | Paid time off may be used for sick leave, vacation or personal necessities. Unpaid time off may be used for the employee's or an immediate family member's illness. | N/A | 96 paid hours; 80 unpaid hours after paid leave 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 | 96 hours of paid leave; 80 hours of unpaid leave | N/A | Allowed 96 hours of paid leave and 80 hours of unpaid leave | After six months of employment or consistent with employer policies, whichever is sooner | N/A | N/A | N/A | Yes, subject to cap (192 paid hours, 80 unpaid hours). | Yes, but only paid leave classified as vacation or personal necessity leave | When employee is rehired within one year of separation | Workplace poster; written notice to new hires of the employer's name, address and phone number; written notices regarding waivers. | No | Payroll records must be maintained for three years. | N/A | |||||
17 | Colorado | Yes | All employers. | All employees, but exceptions apply. | The employee's or covered family member's illness, injury or health condition; need for medical diagnosis, care or treatment; or need for preventive medical care; reasons related to domestic abuse, sexual assault or harassment; closure of the employee's place of business or child's school or place of care by order of a public official due to a public health emergency and additional reasons related to a public health emergency; reasons related to inclement weather, loss of power, heating or water or an unexpected event; and reasons related to grieving or dealing with matters arising after a family member's death. | A person who is related by blood, marriage, civil union or adoption; a child to whom the employee stands in or a person who stood in loco parentis to the employee when the employee was a minor; or a person for whom the employee is responsible for providing or arranging health- or safety-related care. | 48 hours; 80 hours during a public health emergency | One hour for every 30 hours worked | 48 hours; 80 hours during a public health emergency | When employment begins | Allowed 48 hours (or 80 hours during a public emergency), at the beginning of each year | Upon accrual | One hour, but if an employer does not specify, employees may not use increments smaller than a tenth of an hour | Sick and Safe Time: For foreseeable leave, employee must make good-faith effort to provide notice in advance. Public Health Emergency: As practicable after the need for leave arises and the employer's place of business has been closed. | Sick and Safe Time: May be required for absences of four or more consecutive days. Public Health Emergency: No requirement. | Sick and Safe Time: Yes, subject to cap (48 hours). | No | When employee is rehired within six months of separation | Workplace poster and written notice to each employee. | No | A record must be maintained for two years of each employee's hours worked; paid sick leave accrued and used; and vacation time accrued, used and available for use, if the employer uses vacation hours to comply with sick leave requirements. | N/A | |||||
18 | Connecticut | Yes | Employers that employ 11 or more individuals in Connecticut. Exceptions apply. Starting January 1, 2027, employers that employ one or more individuals in Connecticut. | All employees, but exceptions apply. | The employee's or a family member's illness, injury or medical condition; need for diagnosis, care or treatment; preventative care; a mental health wellness day for the employee; reasons related to family violence or sexual assault of the employee or a family member, provided the employee is not the perpetrator or alleged perpetrator of the act; reasons related to a public health emergency. | Spouse, child, sibling, grandparent, grandchild, parent or individual related to the employee by blood or affinity whose close association is the equivalent of a family relationship. | 40 hours | One hour for every 30 hours worked | 40 hours | When employment begins | Allowed An amount that meets or exceeds the law's accrual requirements, at the beginning of each year | On the 120th calendar day of employment | One hour | No | Employer may not require documentation to support the need for leave. | Yes, subject to cap (40 hours), unless time is frontloaded. | Yes, but only if required by policy or collective bargaining agreement | No, unless employer agrees | Workplace poster; written notice at the time of hire. | Yes | A record must be maintained for three years of the number of sick leave hours each employee used and accrued or was provided. | N/A | |||||
19 | Delaware | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
20 | District of Columbia | Yes | All employers. | Employees primarily employed in the District of Columbia, but exceptions apply. | The employee's or a family member's illness, injury or medical condition; need for diagnosis, care or treatment; preventative care; reasons related to stalking, domestic violence or sexual abuse. | Child, grandchild, parent, parent-in-law, spouse or domestic partner, child's spouse, sibling, sibling's spouse, a person with whom the employee shares or has recently shared a residence and with whom the employee is in a committed relationship. | 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). | Seven days (employers with 100 or more employees); five days (employers with 25-99 employees); three days (employers with 24 or fewer employees). | When employment begins | N/A | After 90 days of employment | One hour | Up to 10 days for a foreseeable absence. A verbal request before the start of the shift in which the leave will be used if unforeseeable. Prior to the start of the next scheduled shift or within 24 hours of the onset of an emergency. | May be required for absences of three or more consecutive workdays or if employer reasonably believes employee is abusing paid sick leave. | Yes, subject to cap (7 days for employers with 100 or more employees; 5 days for employers with at least 25 but not more than 99 employees; 3 days for employers with 24 or fewer employees; 5 days for certain tipped restaurant or bar employees) | No | When employee is rehired within one year of separation | Workplace poster. | No | A record must be maintained for three years of each employee's hours worked and paid sick leave accrued, used, granted and denied. | N/A | |||||
21 | Florida | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
22 | Georgia | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
23 | Hawaii | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
24 | Idaho | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
25 | Illinois | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | Illinois requires certain employers to provide paid leave for any reason. | |||||
26 | Chicago | Yes | All employers. | Employees who work at least 80 hours for an employer within any 120-day period while physically present within Chicago. Exceptions apply. | The employee's or a family member's illness, injury, need for medical care, treatment, diagnosis or preventive medical care; reasons related to domestic violence or sexual offense; public health emergency; closure of a child's school or place of care; to obey an order to quarantine or isolate; to stay at home due to a communicable disease. | Child, spouse or domestic partner, parent, parent-in-law, sibling, grandparent, grandchild, any person related by blood or whose close association with the employee is the equivalent of a family relationship. | N/A | One hour for every 35 hours worked, or employers may alternatively implement unlimited paid time off. | 40 hours | When employment begins | Allowed 40 hours, on the first day of employment or the 12-month period. Alternatively, an employer may choose to grant unlimited paid time off that may be used for any reason, on the first day of employment or the 12-month period. | On the 30th calendar day of employment | Not to exceed two hours | Up to seven days for a foreseeable absence. If unforeseeable, notice as soon as practicable on the day the employee intends to use sick leave. | May be required for absences of more than three consecutive workdays | Yes, paid sick leave carryover is subject to cap of 80 hours and is required under the frontloading method. | Yes, but only if required by a collective bargaining agreement | N/A | Workplace poster; written notice with first paycheck and annually with a paycheck issued within 30 days of July 1; written notice of available and used leave; and written paid sick leave policy in each employee's primary language. | Each time wages are paid, an employer must provide a written notice stating the employee's accrued, used and unused leave available (e.g., through a pay stub or an online system where employees can access their own balance). | A record must be maintained for the longer of five years or the duration of a claim, civil action or investigation of each employee's name and contact information; occupation and job title as well as tip status; hire date; leave eligibility dates; leave accrued or granted; dates and hours of leave used; hours worked; pay rate; wage agreement, straight-time and overtime pay and total wages paid each pay period; dates of payment of each pay period; and records necessary to demonstrate compliance. | This Chicago law also requires paid leave for any reason. | |||||
27 | Indiana | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
28 | Iowa | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
29 | Kansas | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
30 | Kentucky | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
31 | Louisiana | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
32 | Maine | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | Maine requires certain employers to provide paid leave for any reason. | |||||
33 | Maryland | Yes | Employers with 15 or more employees (unpaid if fewer than 15). | Employees who work at least 12 hours per week. Exceptions apply. | Care or treat the 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. | Child, spouse, parent, parent-in-law, grandparent, grandchild, sibling, legal guardian or ward of the employee or the employee's spouse. | 64 hours | One hour for every 30 hours worked | 40 hours | When employment begins | Allowed Full amount of leave that would be earned over the course of the year, at the beginning of the year | After 106 calendar days of employment | Four hours or smallest increment the employer's payroll system uses to account for absences or use of an employee's work time | Up to seven days for a foreseeable absence. As soon as practicable if unforeseeable. | May be required if absence exceeds two consecutive scheduled work shifts or for leave used between the first 107 and 120 calendar days of employment. | Yes, subject to cap (up to 40 hours), unless time is frontloaded. | No | When employee is rehired within 37 weeks of separation | Notice of rights (clarification on the method of notice is expected). | Each time wages are paid, an employer must provide a written statement of available earned sick and safe leave (e.g., through an online system where employees can access their own balances). | A record must be maintained for three years of accrual and use of sick and safe leave. | N/A | |||||
34 | Montgomery County | Yes | Employers operating and doing business in Montgomery County with employees working in the county in addition to the owners. | Employees who work more than eight hours per week in Montgomery County. Exceptions apply. | Care or treat the employee's or a family member's illness, injury or condition; preventative care; public health emergency; reasons related to domestic violence, sexual assault or stalking; 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. | Child, spouse, parent, parent-in-law, grandparent, grandparent's spouse, grandchild, sibling, sibling's spouse. | 80 hours | One hour for every 30 hours worked in Montgomery County | 56 paid hours (employers with five or more employees) or 32 paid hours and 24 unpaid hours (employers with fewer than five employees) | When employment begins | Allowed Full amount of leave that would be earned over the course of the year, at the beginning of the year | After 90 days of employment | Four hours or smallest increment the employer uses to account for absences | As practicable after the need for leave arises. | May be required if absence exceeds three consecutive days. | Yes, subject to cap (56 hours for employers with five or more employees; 32 hours paid and 24 hours unpaid for employers with fewer than five employees), unless time is frontloaded. | No | When employee is rehired within nine months of separation, unless employee voluntarily left work without good cause | Workplace poster, notice in employee handbook or notice given to new employees upon hire. | Each time wages are paid, an employer must provide a written statement of available earned sick and safe leave (e.g., through an online system where employees can access their own balances). | A record must be maintained for three years of accrual and use of sick and safe leave. | N/A | |||||
35 | Massachusetts | Yes | Employers with 11 or more employees (unpaid if fewer than 11). Exceptions apply. | Employees whose primary place of work is in Massachusetts. Exceptions apply. | The employee's or a family member's need for home care, professional medical diagnosis or care, or preventative care of an illness, injury or medical condition; routine medical appointments; to address the effects of domestic violence; travel related to a qualifying reason; to address an employee's or their spouse's health needs related to a reproductive loss event. | Child, spouse, parent, parent-in-law. | 40 hours | One hour for every 30 hours worked | 40 hours | When employment begins | Allowed 40 hours, at the beginning of each calendar year | On the 90th calendar day after employment begins | One hour or smallest increment the employer uses to account for absences | Employee must make a good-faith effort before using sick leave. Written employer policy may require up to seven days' notice, if reasonable, for a foreseeable absence. If unforeseeable, notice that is reasonable for the circumstances. | May be required if absence exceeds 24 consecutively scheduled work hours, exceeds three consecutively scheduled workdays, occurs within two weeks of last date of employment or occurs after four (three, for minors) unforeseeable and undocumented absences within three months. | Yes, subject to cap (40 hours), unless time is frontloaded. | No | When employee is rehired within four months of separation; when employee is rehired within five and 12 months of separation, only if employee has 10 or more hours banked | Workplace poster; written notice to each employee. | No | A record must be maintained for three years of accrual and use of sick time. | N/A | |||||
36 | Michigan | Yes | All employers. | All employees in the state. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care or treatment; need for preventive medical care; reasons related to domestic violence or sexual assault; public health emergency; exposure to communicable disease; meetings at a child's school or place of care related to the child's health or disability or the effects of domestic violence or sexual assault on the child. | Child, parent, parent-in-law, spouse; domestic partner, grandparent, grandchild, sibling, any individual related by blood, any individual whose close association with the employee is the equivalent of a family relationship. | 72 hours (employers with 11 or more employees) or 40 hours (employers with 10 or fewer employees) | One hour for every 30 hours worked | N/A | When employment begins | Allowed • Employers with 11 or more employees: 72 hours at the beginning of the 12-month period • Employers with 10 or fewer employees: 40 hours at the beginning of the 12-month period For part-time employees, an employer may provide a pro-rata portion of the yearly hours at the beginning of the year if: it provides written notice of the employee's expected work hours for the year; the amount of leave is proportional to the amount the employee would accrue if they worked all expected hours; and if the employee works more than the expected hours, the employer provides additional leave according to the law's accrual requirements. | Upon accrual, but an employer that follows the accrual method may require an employee hired after February 21, 2025, to wait until the 120th calendar day after employment begins. Note, according to the FAQs, an employer that frontloads sick leave must allow employees to use frontloaded sick leave immediately. | In the smaller of either hourly increments or the smallest increment that the employer uses to account for absences or other time | Up to seven days for a foreseeable absence. If unforeseeable, as soon as practicable, or in accordance with an employer's policy if: • On the latest of the employee's date of hire, February 21, 2025, or the date the policy takes effect, the employer provides a written copy of the policy that includes the required notice procedures; and • The notice requirement allows the employee to provide notice after the employee is aware of the need for leave. | May be required if the absence exceeds three consecutive days. | Yes, subject to cap (72 hours for employers with 11 or more employees; 40 hours for employers with 10 or fewer employees), unless time is frontloaded. | No | When employee is rehired within two months of separation. | Workplace poster; and written notice to each employee. | No | A record must be maintained for three years of hours worked and sick leave taken. | N/A | |||||
37 | Minnesota | Yes | All employers. | Employees who are anticipated to work at least 80 hours a year within Minnesota. Exceptions apply. | Diagnose, care or treat the employee's or a family member's illness, injury or health condition; medical diagnosis; preventive care; unexpected school or place of care closure; reasons related to a public health emergency or exposure to a communicable disease; reasons related to domestic abuse, sexual assault or stalking; to attend a family member's funeral or memorial service or address financial or legal matters following the family member's death. | Child, spouse, registered domestic partner, sibling, parent, grandchild, grandparent, parent's sibling, child-in-law, sibling-in-law and those of the employee's spouse or registered domestic partner; any individual related by blood or whose close association with the employee is equivalent to a family relationship; up to one individual annually designated by the employee. | N/A | One hour for every 30 hours worked | 48 hours | When employment begins | Allowed • If an employer pays an employee for unused accrued leave at the end of a year at the same base rate as an employee earns from employment: 48 hours that is available for immediate use, at the beginning of the year • If an employer does not pay an employee for unused accrued leave at the end of a year: 80 hours that is available for immediate use, at the beginning of the year | Upon accrual | The same increment of time for which employees are paid, provided the increment is at least 15 minutes and an employer cannot require an employee to use leave in increments greater than four hours. | Up to seven days for a foreseeable absence. As soon as reasonably required by the employer if unforeseeable. | May be required if the absence exceeds two consecutive scheduled workdays. | Yes, subject to cap (80 hours). | No | When employee is rehired within 180 days of separation | Notice of rights; notice in employee handbook (if employer has handbook). | An employer must provide the employee's current amount of accrued, used and available sick and safe time through a reasonable system, such as on employees' pay stubs or an electronic system accessible to employees. | A record must be maintained for three years of hours worked and hours of used sick and safe time. | N/A | |||||
38 | Minneapolis | Yes | All employers. | Employees who work at least 80 hours a year within Minneapolis. Exceptions apply. | Diagnose, care or treat the employee's or a family member's illness, injury or health condition; recuperation; preventive care; public health emergency; unexpected school or place of care closure; reasons related to domestic abuse, sexual assault or stalking; attendance at a funeral or memorial service or to address financial or legal matters following a family member's death. | Child, spouse, registered domestic partner, sibling, parent, parent-in-law, grandchild, grandparent, guardian, ward, current member of employee's household, parent's sibling, child-in-law, sibling-in-law, sibling's child, family members of the employee's spouse or registered domestic partner, any individual related by blood or whose close association with the employee is equivalent to a family relationship and up to one individual annually designated by the employee. | N/A | One hour for every 30 hours worked | 48 hours | When employment begins | Allowed • If an employer pays an employee for unused accrued leave at the end of a year at the same base rate as an employee earns from employment: 48 hours that is available for immediate use, at the beginning of the year • If an employer does not pay an employee for unused accrued leave at the end of a year: 80 hours that is available for immediate use, at the beginning of the year | Upon accrual | The same increment of time for which employees are paid, provided the increment is at least 15 minutes but not more than four hours | Up to seven days for a foreseeable absence. As soon as reasonably required by the employer if unforeseeable. | May be required if absence exceeds two consecutive workdays or where there is clear evidence of misuse. | Yes, subject to cap (80 hours), unless time is frontloaded. | No | When employee is rehired within 180 days of separation | Workplace poster; notice in employee handbook (if employer has handbook); notice of rights at the start of employment. | No. However, each time wages are paid, an employer must provide an earnings statement covering that pay period that includes the employee's available sick and safe time. | A record must be maintained for three years, in addition to the current year, of hours worked and sick and safe time taken. | N/A | |||||
39 | St. Paul | Yes | All employers. | Employees who work at least 80 hours a year within St. Paul. Exceptions apply. | Diagnose, care or treat the employee's or a family member's illness, injury or health condition; preventive care; public health emergency; unexpected school or place of care closure; reasons related to domestic abuse, sexual assault, harassment or stalking; reasons related to exposure to a communicable disease; to attend a funeral or memorial service or to address financial or legal matters following a family member's death. | Child, spouse, registered domestic partner, sibling, parent, grandchild, grandparent, sibling's child, parent's sibling, child-in-law, sibling-in-law and those of the employee's spouse or registered domestic partner; any other individual related by blood or whose close association with the employee is equivalent to a family relationship; up to one individual annually designated by the employee. | N/A | One hour for every 30 hours worked | 48 hours | When employment begins | Allowed • If an employer pays an employee for unused accrued leave at the end of a year at the same base rate as an employee earns from employment: 48 hours that is available for immediate use, at the beginning of the year • If an employer does not pay an employee for unused accrued leave at the end of a year: 80 hours that is available for immediate use, at the beginning of the year | Upon accrual | The same increment of time for which employees are paid, provided the increment is at least 15 minutes but not more than four hours | Up to seven days for a foreseeable absence. As soon as practicable if unforeseeable. | May be required if absence exceeds two consecutive scheduled workdays. | Yes, subject to cap (80 hours), unless time is frontloaded. | No | When employee is rehired within 180 days of separation | Workplace poster, annual notice, notice of rights in employee handbook (if employer has handbook); if applicable, an employer must post or otherwise notify employees if it is being investigated by the city. | No. However, upon an employee's request, an employer must provide the employee's current amount of available and used sick and safe time through a reasonable system (e.g., on earnings statements or through an electronic system where employees can access their own information). | A record must be maintained for the duration of an employee's employment and at least three years after employment ends of the employee's name, contact information, position, rate of pay and amount paid each pay period; hours worked each day and workweek for employees paid on an hourly basis, the number of pieces completed for employees paid at a piece rate and the method of calculating commissions for employees paid on a commission basis; statements of earnings and wage notices; and personnel policies provided to the employee. The statement of earnings must be retained for at least three years after the date it was provided to the employee. | N/A | |||||
40 | Mississippi | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
41 | Missouri | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
42 | Montana | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
43 | Nebraska | Yes | Employers with 11 or more employees | Employees who work at least 80 hours in Nebraska in a calendar year. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for diagnosis, care, treatment or preventive care; a meeting at a school or place of care related to a child's illness, injury or health condition; public health emergency; exposure to communicable disease | Spouse, child, parent, grandparent, grandchild, sibling; spouse's parent, grandparent, grandchild, sibling; any other person related by blood or whose close association is the equivalent of a family relationship | 56 hours (employers with 20 or more employees) or 40 hours (employers with 11-19 employees) | One hour for every 30 hours worked | 56 hours (employers with 20 or more employees) or 40 hours (employers with 11-19 employees) | After 80 hours of consecutive employment beginning October 1, 2025 | Allowed The amount the employee is expected to accrue in a year, at the beginning of the year | Upon accrual | One hour or the smallest increment an employer's payroll system uses to account for absences or use of other time, whichever is smaller. | Employer may require notice if it provides a written policy with reasonable notice procedures. | May be required if employee is absent more than three consecutive workdays. | Yes, unless time is paid out at the end of the year and then frontloaded the beginning of the next year. Employees cannot use more hours than what is allowed under the law. | No | When employee is rehired within 12 months of separation | Workplace poster; written notice the later of September 15, 2025, or when employment begins | Yes | No | N/A | |||||
44 | Nevada | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | Nevada requires certain employers to provide paid leave for any reason. | |||||
45 | New Hampshire | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
46 | New Jersey | Yes | All employers. | Employees working for an employer in New Jersey. Exceptions apply. | The employee's or a family member's illness, injury or other adverse health condition; need for preventive care; reasons related to domestic or sexual violence; public health emergency, including a state of emergency declaration or an isolation or quarantine order; school conference or other event; meeting regarding a child's health condition or disability. | Spouse, domestic partner or civil union partner; child (including a child of a domestic or civil union partner); grandchild; sibling; parent; parent's spouse or partner; sibling or parent of a spouse or partner; grandparent; grandparent's spouse or partner; other individual related by blood or whose close association with the employee is the equivalent of a family relationship. | 40 hours | One hour for every 30 hours worked | 40 hours | When employment begins | Allowed 40 hours, on the first day of each benefit year | On the 120th calendar day after employment begins | No minimum increment, but employer may not require employees to use leave in any increment larger than the number of hours the employee was scheduled to work for that shift. | Up to seven calendar days for a foreseeable absence. If unforeseeable, notice as soon as practicable. | May be required if employee is absent three or more consecutive days or if an unforeseeable absence occurs on a date the employer has prohibited the use of sick leave for a foreseeable absence. | Yes, subject to cap (40 hours), unless employer pays employee for unused time. | Yes, but only if required by policy or collective bargaining agreement | When employee is rehired within six months of separation | Workplace poster; written notice to each new employee upon hire and to employees upon request. | No | A record must be maintained for five years of hours worked and sick leave accrued/advanced, used, paid, paid out and carried over. | N/A | |||||
47 | New Mexico | Yes | All employers, but exceptions apply. | All employees, but exceptions apply. | The employee's or a family member's illness, injury or health condition; medical diagnosis, care or treatment of an illness, injury or health condition; preventive care; meeting regarding a child's health or disability; reasons related to domestic abuse, sexual assault or stalking. | Spouse or domestic partner; employee's, spouse's or domestic partner's child, parent, grandparent, grandchild and sibling (and the family member's spouse or domestic partner); individual whose close association with an employee, spouse or domestic partner is the equivalent of a family relationship. | 64 hours | One hour for every 30 hours worked | N/A | When employment begins | Allowed 64 hours, on January 1 of each year | When employment begins | Hourly increments or the smallest increment that the employer's payroll system uses to account for absences or use of other time, whichever is smaller. | Employee must make reasonable effort to provide advance notice for a foreseeable absence. If unforeseeable, notice as soon as practicable. | May be required if employee is absent two or more consecutive workdays. | Yes | No | When employee is rehired within 12 months of separation | Workplace poster; written notice to new employees. | No | A record must be maintained of employees' hours worked and earned sick leave used for the preceding 48 months. | N/A | |||||
48 | New York | Yes | Employers with five or more employees, or four or fewer employees and net income greater than $1 million (unpaid if four or fewer employees and net income $1 million or less).Note: All employers must provide paid prenatal personal leave for health care services related to pregnancy. | All employees. | The employee's or a family member's illness, injury or health condition (regardless of whether there is a diagnosis or need for medical care); diagnosis, care or treatment of an illness, injury or health condition; need for diagnosis or preventive care; reasons related to domestic violence, family offense, sexual offense, stalking or human trafficking; and for health care services related to pregnancy (paid prenatal personal leave). | Spouse, domestic partner, child (including a child of a spouse or domestic partner), parent (including a parent of a spouse or domestic partner), sibling, grandchild, grandparent. | 56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees); plus an additional 20 hours for paid prenatal personal leave (all employers) | One hour for every 30 hours worked, for sick and safe leave. The law does not require employees to accrue paid prenatal personal leave. The full amount is available on the first day of employment. | 56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees) The law does not require employees to accrue paid prenatal personal leave. The full amount is available on the first day of employment. | When employment begins The law does not require employees to accrue paid prenatal personal leave. The full amount is available on the first day of employment. | Allowed Full amount of leave, on January 1 of each year or the beginning of another regular and consecutive 12-month period The law does not require employees to accrue paid prenatal personal leave. The full amount is available on the first day of employment. | Upon request | Sick and safe leave: Not to exceed four hours Paid prenatal personal leave: hourly increments | Sick and safe leave: No requirement for an employee to give notice of their intention to use sick and safe leave within a certain time period before its use if the employee has made an oral or written request for its use. Paid prenatal personal leave: The law does not directly address an advance notice requirement for paid prenatal personal leave, but guidance states that employees should follow existing notice procedures for other time off. | Sick and safe leave: May be required if employee is absent three or more consecutive workdays or shifts. Paid prenatal personal leave: The law does not address certification requirements, but guidance states that an employee is not required to submit documentation before using paid prenatal personal leave. | Yes The law does not address carryover of paid prenatal personal leave. | No | N/A | N/A | N/A | A record must be maintained for six years of the amount of sick and safe leave (including paid prenatal personal leave) provided to each employee. | N/A | |||||
49 | New York City | Yes | Employers with five or more employees, one or more domestic workers, or four or fewer employees and net income greater than $1 million (unpaid if fewer than five employees and net income less than $1 million).Note: All employers must provide paid prenatal personal leave and an additional bank of unpaid sick and safe leave. | Employees who work in New York City. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care or treatment; need for preventative care; public health emergency; public disaster; reasons related to domestic violence, family offense matters, sexual offenses, stalking, human trafficking or workplace violence; caregiving for a minor child or care recipient; reasons related to subsistence benefits or housing; and for health care services related to an employee's pregnancy (paid prenatal personal leave). | Spouse, registered domestic partner, child (including a child of a spouse or domestic partner), parent, parent-in-law, grandparent, grandchild, sibling, any individual related by blood to the employee, any other individual whose close association with the employee is the equivalent of a family relationship. | 56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees); plus an additional 20 hours for paid prenatal personal leave and an additional 32 hours of unpaid sick and safe leave (all employers) | One hour for every 30 hours workedNote: Paid prenatal personal leave and the additional unpaid sick and safe leave do not accrue. | 56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees)Note: Paid prenatal personal leave and the additional unpaid sick and safe leave do not accrue. | When employment beginsNote: Paid prenatal personal leave and the additional unpaid sick and safe leave do not accrue. | Allowed • Employers with 100 or more employees: 56 hours, at the beginning of each calendar year • Employers with 99 or fewer employees: 40 hours, at the beginning of each calendar year • All employers: 20 hours of paid prenatal personal leave must be provided on the first day of employment • All employers: An additional 32 hours of unpaid sick and safe leave must be provided upon hire and at the beginning of each calendar year | Sick and safe leave: Upon accrual Paid prenatal personal leave: On the first date of employment Additional unpaid sick and safe leave: As soon as it is provided upon hire and at the beginning of each calendar year | Sick and safe leave: Not to exceed four hours; additional increments of sick leave used beyond the minimum increment may not exceed 30 minutes. Paid prenatal personal leave: A reasonable minimum increment, not to exceed one hour. | For both sick and safe leave and paid prenatal personal leave: Up to seven days for a foreseeable absence. As soon as practicable if unforeseeable. | For both sick and safe leave and paid prenatal personal leave: May be required if employee is absent for more than three consecutive workdays. | Sick and safe leave: Yes, subject to cap (56 hours for employers with 100 or more employees; 40 hours for employers with 99 or fewer employees), unless time is paid out at the end of the year and then frontloaded the beginning of the next year. Paid prenatal personal leave: No Additional unpaid sick and safe leave: No | For both sick and safe leave and paid prenatal personal leave: No | For both sick and safe leave and paid prenatal personal leave: When employee is rehired within six months of separation | Written notice of rights at the time of hire; workplace poster; distribution of sick leave and paid prenatal personal leave policy when employment begins, within 14 days of the effective date of any policy changes and upon an employee's request. | Sick and safe leave: Each pay period, employer must provide the amount of paid sick leave accrued, used and available, and the amount of the additional unpaid sick and safe leave that is available, on a pay statement or other form of written documentation. Paid prenatal personal leave: For each pay period that an employee uses paid prenatal personal leave, employer must provide the amount of leave used and available on a pay statement or other form of written documentation. | For both sick and safe leave and paid prenatal personal leave: Records showing compliance with the law must be maintained for three years, including required policies and employee's name, address, phone number, employment start and end dates, pay rate; whether employee is overtime-exempt; hours worked; date and time of and amount paid for each instance of sick time used; changes to material employment terms; date notice of rights provided and proof of receipt; and amount of sick time accrued, used and available. | N/A | |||||
50 | North Carolina | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
51 | North Dakota | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
52 | Ohio | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
53 | Oklahoma | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
54 | Oregon | Yes | Employers with 10 or more employees working anywhere in Oregon (unpaid if fewer than 10), or employers in large cities (500,000+ population) with six or more employees working anywhere in Oregon (unpaid if fewer than six). | All employees, but exceptions apply. | The employee's or a family member's injury, illness or health condition; medical diagnosis, care, treatment or preventive care; to care for an infant, newly adopted child, newly placed foster child or adult dependent child; employee's or family member's serious health condition, including for reasons related to pregnancy and organ donation; to care for a child who needs home care; reasons related to domestic violence, harassment, sexual assault, stalking or bias; public health emergency; bereavement; to effectuate the legal process for foster care placement or child adoption; donation to co-worker if allowed by employer; and for blood donation. | A spouse or domestic partner, child or child of the domestic partner (including the child's spouse or domestic partner), parent (including the parent's spouse or domestic partner), parent-in-law, sibling or stepsibling (including the sibling's or stepsibling's spouse or domestic partner), grandparent (including the grandparent's spouse or domestic partner), grandparent-in-law, grandchild (including the grandchild's spouse or domestic partner), any individual related by blood or affinity with a close association to the employee equivalent to a family relationship. | 40 hours | One hour for every 30 hours worked or one and one-third hour for every 40 hours worked | 40 hours | When employment begins | Allowed 40 hours, on the 91st day of employment and on the first day of each subsequent year, unless an employer claims an undue hardship and requires employees to use leave in minimum increments of more than one hour, in which case, 56 hours | On the 91st calendar day of employment | One hour (or less, if employer allows it); up to four hours if undue hardship on employer created and employer allows at least 56 hours of paid sick leave per year | Up to 10 days for a foreseeable absence. Before the employee's shift begins or as soon as practicable if unforeseeable. | May be required for absences of more than three consecutive scheduled workdays, for foreseeable leave expected to last more than three scheduled workdays or if employer suspects employee is abusing sick and safe time. Written attestation of a significant personal bond may be required when leave is used for a family member related by affinity. | Yes, subject to cap (40 hours), unless time is frontloaded. | No | When employee is rehired within 180 days of separation | Written notice of law's requirements; quarterly written notice of available amount of accrued and unused sick and safe time. | No | N/A | N/A | |||||
55 | Pennsylvania | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
56 | Allegheny County | Yes | Employers with 26 or more employees situated or doing business in Allegheny County. | Employees who work at least 35 hours in a calendar year in Allegheny County. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; public health emergency. | Spouse or domestic partner, child (including child of a domestic partner), parent (including parent of a spouse or domestic partner), grandparent (including grandparent's spouse or domestic partner), grandchild, sibling, any individual that employer allows employee to use sick time to care for. | 40 hours | One hour for every 35 hours worked | 40 hours | When employment begins | Allowed 40 hours, at the beginning of each calendar year | On the 90th calendar day after employment begins | One hour or the smallest increment the employer uses to account for absences, whichever is smaller | Employer may maintain reasonable notification policy, up to seven days if absence is foreseeable. If no policy, at least one hour before start of shift. If absence is unforeseeable, as soon as possible. | May be required if employee is absent three or more full consecutive days. | Yes, subject to cap (40 hours), unless sick time is frontloaded. | No | When employee is rehired within six months of separation | Workplace poster and written notice to each employee. | No | A record must be maintained for two years of hours worked and sick time taken. | N/A | |||||
57 | Philadelphia | Yes | Employers with 10 or more employees (unpaid if fewer than 10) and all chain establishments. | Employees who work at least 40 hours a year in Philadelphia. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care (including reasons related to COVID-19); reasons related to domestic abuse, sexual assault or stalking. | Spouse, child, parent, parent-in-law, grandparent, grandparent's spouse, grandchild, sibling, sibling's spouse, life partner. | 40 hours | One hour for every 40 hours worked | 40 hours | When employment begins | Allowed 40 hours, at the beginning of each calendar year | On the 90th calendar day after employment begins | One hour or the smallest increment the employer uses to account for absences, whichever is smaller | Employer may require advance notice for a foreseeable absence. Before the start of work hours or as soon as practicable if unforeseeable. | May be required if employee is absent more than two consecutive days. | Yes, unless time is frontloaded. | No | When employee is rehired within six months of separation | Effective May 27, 2025, workplace poster or written notice to each employee. | No | Effective May 27, 2025, a record must be maintained for three years of hours worked, sick time taken and sick time payments made to employees. | N/A | |||||
58 | Pittsburgh | Yes | Employers situated or doing business in Pittsburgh. | Employees who work at least 35 hours in a calendar year in Pittsburgh. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; public health emergency. | Spouse or domestic partner, child (including child of a domestic partner), parent (including parent of a spouse or domestic partner), grandparent (including grandparent's spouse or domestic partner), grandchild, sibling, any individual that employer allows employee to use sick time to care for. | 72 hours (employers with 15 or more employees); 48 hours (employers with fewer than 15 employees) | One hour for every 30 hours worked, unless an employer's written policies establish the accrual ofsick time to be in fraction of an hour increments. | 72 hours (employers with 15 or more employees); 48 hours (employers with fewer than 15 employees) | When employment begins | Allowed • Employers with 15 or more employees: at least 72 hours, at the beginning of each calendar year • Employers with fewer than 15 employees: at least 48 hours, at the beginning of each calendar year | On the 90th day after employment begins | One hour or the smallest increment the employer uses to account for absences, whichever is smaller | Employer may maintain reasonable notification policy requiring up to seven days' advance notice if absence is foreseeable. If no policy, at least one hour before start of shift. If absence is unforeseeable, as soon as possible. | May be required if employee is absent three or more full consecutive days. | Yes, subject to cap (72 hours for employers with 15 or more employees; 48 hours for employers with fewer than 15 employees), unless sick time is frontloaded. | No | When employee is rehired within six months of separation, unless employee received a payout at separation | Workplace poster; written notice to each employee; written policy | No | A record must be maintained for two years of hours worked, sick time taken and, effective January 1, 2026, any policy used to provide sick time under the law. | N/A | |||||
59 | Rhode Island | Yes | Employers with 18 or more employees in Rhode Island (unpaid if fewer than 18). | Employees whose primary place of employment is in Rhode Island. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; public health emergency; exposure to communicable disease; reasons related to domestic abuse, sexual assault or stalking. | Child, parent, parent-in-law, spouse or domestic partner, grandparent, grandchild, sibling, care recipient, household member. | 40 hours | One hour for every 35 hours worked or on paid leave | 40 hours | When employment begins | Allowed 40 hours, at the beginning of each year | New employees may be required to wait until their 91st day of employment or the day following the employer's established waiting period, whichever is sooner. Temporary employees, on the 180th calendar day after employment begins. Seasonal employees, on the 150th calendar day after employment begins. | Four hours, if it is reasonable under the circumstances | Employer may require advance notice for a foreseeable absence. If unforeseeable, employer must have written notification policy with reasonable notification procedures. | May be required if employee is absent more than three consecutive workdays or when leave is used within two weeks before the employee's final scheduled day of work before termination. | Yes, unless employer pays employee for unused time at the end of the year and frontloads time at the beginning of the subsequent year. | No | When employee is rehired within 135 days of separation | If applicable, an employer must: notify new employees in writing of a waiting-period requirement upon hire; state in its employment policies that it will require employees to agree, in writing, to allow recovery of any outstanding amounts owed from advanced or loaned sick leave via deductions from final pay; provide a written policy that contains reasonable notification procedures for unforeseeable absences; provide advance, written notification of any documentation requirements. | No | N/A | N/A | |||||
60 | South Carolina | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
61 | South Dakota | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
62 | Tennessee | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
63 | Texas | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
64 | Utah | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
65 | Vermont | Yes | Employers doing business or operating in Vermont. | Employees who work for an average of no less than 18 hours per week during a year and whose primary place of work is in Vermont. Exceptions apply. | The employee's or a family member's illness; injury; or diagnostic, preventive, routine or therapeutic health care; to accompany a family member to an appointment related to long-term care; for reasons related to domestic violence, sexual assault or stalking; when a family member's school or business is closed for public health or safety reasons. | Spouse, parent, grandparent, child, sibling, parent-in-law, grandchild. | 40 hours | One hour for every 52 hours worked | 40 hours | When employment begins | Allowed 40 hours, at the beginning of each annual period | No later than one year after employment begins | One hour or, if employer prefers, the smallest time increment that the employer's payroll system uses to account for other absences or that the employer's paid time off policy permits | Reasonable notice as soon as practicable. | Employer may require reasonable proof leave is used for a permissible purpose. | Yes, unless time is frontloaded or employer pays employee for unused time at the end of the year. Note: The Vermont Department of Labor FAQs cap carryover at 40 hours. However, because FAQs do not have the force of law, the more conservative approach is to allow employees to carry over all unused sick time. | No | N/A | Workplace poster; notice given to new employees upon hire. | No | A record must be maintained for three years of each employee's accrued and used leave. | N/A | |||||
66 | Virginia | Yes | Home Health Workers LawEmployers doing business or operating in Virginia that employ home health workers.General Paid Sick Leave LawEffective July 1, 2027, employers with 50 or more employers. Exceptions apply. | Home Health Workers LawHome health workers who work on average at least 20 hours per week or 90 hours per month. Exceptions apply.General Paid Sick Leave LawAll employees in the state. Exceptions apply. | Home Health Workers LawThe employee's or a family member's illness, injury, or health condition; need for for medical diagnosis, care, or treatment; preventive medical care.General Paid Sick Leave LawThe employee's or a family member's illness, injury, or health condition; need for for medical diagnosis, care, or treatment; preventive medical care; reasons related to domestic violence, sexual assault, or stalking. | Home Health Workers LawSpouse, child, parent, sibling, grandchild, grandparent, an individual for whom the employee is responsible for providing or arranging care, or other individual related by blood or affinity who close association with an employee is the equivalent of a family relationship. Additionally, the parent, sibling, grandchild or grandchild of an employee's spouse.General Paid Sick Leave LawSpouse, child, parent, sibling, grandchild, grandparent, an individual for whom the employee is responsible for providing or arranging care, or other individual related by blood or affinity who close association with an employee is the equivalent of a family relationship. Additionally, the parent, sibling, grandchild or grandchild of an employee's spouse. | Home Health Workers Law40 hoursGeneral Paid Sick Leave Law40 hours | Home Health Workers LawOne hour for every 30 hours workedGeneral Paid Sick Leave LawOne hour for every 30 hours worked | Home Health Workers Law40 hoursGeneral Paid Sick Leave Law40 hours | Home Health Workers LawWhen employment beginsGeneral Paid Sick Leave LawWhen employment begins | Home Health Workers LawAllowed All paid sick leave the employee is expected to accrue in a year, at the beginning of the year General Paid Sick Leave LawAllowed All paid sick leave the employee is expected to accrue in a year, at the beginning of the year | Home Health Workers LawUpon accrualGeneral Paid Sick Leave LawUpon Accrual | Home Health Workers LawN/AGeneral Paid Sick Leave LawNo greater than one hour | Home Health Workers LawEmployees must make a good-faith effort for a foreseeable absence. If employer requires notice for leave, it must provide a written policy containing notice procedures.General Paid Sick Leave LawEmployees must make a good-faith effort for a foreseeable absence. If employer requires notice for leave, it must provide a written policy containing notice procedures. | Home Health Workers LawReasonable documentation may be required for absences of three or more consecutive days.General Paid Sick Leave LawReasonable documentation may be required for absences of three or more consecutive workdays. | Home Health Workers LawYesGeneral Paid Sick Leave LawYes | Home Health Workers LawNoGeneral Paid Sick Leave LawNo | Home Health Workers LawN/AGeneral Paid Sick Leave LawWhen employee is rehired within 12 months of separation. | Home Health Workers LawProvide a written policy that contains notification procedures for absences, if applicable.General Paid Sick Leave LawWritten notice of rights; workplace poster. | Home Health Workers LawNoGeneral Paid Sick Leave LawNo | Home Health Workers LawNoGeneral Paid Sick Leave LawEmployers must retain records regarding the use and accrual of paid sick leave for three years. | N/A | |||||
67 | Washington | Yes | Employers doing business in Washington. | All employees, but exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; closure of an employee's place of business or child's school or place of care for a health-related reason; closure of a child's school or place of care after the declaration of an emergency; reasons related to domestic violence, sexual assault, stalking or a hate crime; to prepare for or participate in an immigration proceeding involving the employee or a family member. | Spouse; registered domestic partner; child; child's spouse; parent; parent-in-law; sibling; grandparent; grandchild; individual who regularly resides in an employee's home (but not if there is no expectation that the employee care for the individual); individual whose relationship with the employee creates an expectation that the employee care for the individual and the individual depends on the employee for care. | N/A | One hour for every 40 hours worked | N/A | When employment begins | Allowed All leave the employee is expected to accrue during the time period for which leave is advanced, based on a reasonable calculation | On the 90th calendar day after employment begins | One hour or a smaller increment that is consistent with employer's payroll system and practices | Reasonable notice, as long as providing such notice does not interfere with employee's lawful use of paid sick leave. Up to 10 days for a foreseeable absence. As soon as possible before the shift begins if unforeseeable. | May be required for absences exceeding three consecutive scheduled workdays. | Yes, subject to cap (40 hours). | No | When employee is rehired within 12 months of separation | Written or electronic notice of rights to new hires, by the beginning of employment; monthly written or electronic notice of leave accrued, used and available for use. | No | A record must be maintained for three years of each employee's leave accruals and reductions each month, leave available for use and date employment began. | N/A | |||||
68 | SeaTac | Yes | Certain hospitality employers (hotels with 100 or more guest rooms and 30 or more workers; institutional food service or retail operations with 10 or more nonmanagerial, nonsupervisory employees) and transportation employers (with 25 or more nonmanagerial, nonsupervisory employees). | Nonmanagerial, nonsupervisory employees. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; public health emergency; reasons related to domestic abuse, sexual assault or stalking. | N/A | N/A | One hour for every 40 hours worked | N/A | When employment begins | N/A | Immediately upon accrual | N/A | N/A | Employees need not provide certification as long as they have accrued enough time to cover the absence. | No. Must be cashed out at the end of each calendar year. | No | N/A | N/A | No | A record must be maintained for two years of each employee's hours worked, paid sick and safe time taken and wages and benefits provided. | N/A | |||||
69 | Seattle | Paid Sick and Safe Time OrdinanceYesApp-Based Worker Paid Sick and Safe Time OrdinanceYes | Paid Sick and Safe Time OrdinanceAll employers.App-Based Worker Paid Sick and Safe Time OrdinanceNetwork companies that facilitate work for 250 or more app-based workers worldwide. | Paid Sick and Safe Time OrdinanceEmployees who work in Seattle. Employees who work on an occasional basis in Seattle must work more than 240 hours in Seattle in a year. Exceptions apply.App-Based Worker Paid Sick and Safe Time Ordinance App-based workers are eligible for leave, but must have performed services in whole or part in Seattle within 90 calendar days preceding a leave request in order to use accrued leave. | Paid Sick and Safe Time OrdinanceThe employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; public health emergency; reduction in business operations or closure for a health or safety reason; closure of a family member's school or place of care; reasons related to domestic violence, sexual assault or stalking.App-Based Worker Paid Sick and Safe Time OrdinanceThe worker's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; reduction in business operations or closure for a health or safety reason; closure of a family member's school or place of care; reasons related to domestic violence, sexual assault or stalking. | Paid Sick and Safe Time OrdinancePaid sick and safe time covers a spouse, registered domestic partner, child, parent, grandparent, grandchild, sibling. Paid safe time for domestic violence, sexual assault and stalking covers family members (child, spouse, parent, parent-in-law, grandparent, person with whom the employee has a dating relationship) and household members (spouses, domestic partners, former spouses, former domestic partners, individuals who have a child in common; adults related by blood or marriage; adults who are living together or have lived together; individuals 16 years or older who are living together or have lived together and who are dating or had dated; individuals 16 years or older who are dating or had dated; individuals with a biological or legal parent-child relationship, including grandparents and grandchildren).App-Based Worker Paid Sick and Safe Time OrdinancePaid sick and safe time covers a spouse, registered domestic partner, child, parent, grandparent, grandchild, sibling. Paid safe time for domestic violence, sexual assault and stalking covers family members (child, spouse, parent, parent-in-law, grandparent, person with whom the employee has a dating relationship) and household members (spouses, domestic partners, former spouses, former domestic partners, individuals who have a child in common; adults related by blood or marriage; adults who are living together or have lived together; individuals 16 years or older who are living together or have lived together and who are dating or had dated; individuals 16 years or older who are dating or had dated; individuals with a biological or legal parent-child relationship). | Paid Sick and Safe Time OrdinanceN/AApp-Based Worker Paid Sick and Safe Time OrdinanceN/A | Paid Sick and Safe Time Ordinance• 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)App-Based Worker Paid Sick and Safe Time OrdinanceOne day for every 30 days worked | Paid Sick and Safe Time OrdinanceN/AApp-Based Worker Paid Sick and Safe Time OrdinanceN/A | Paid Sick and Safe Time OrdinanceWhen employment beginsApp-Based Worker Paid Sick and Safe Time OrdinanceN/A | Paid Sick and Safe Time OrdinanceAllowed All paid sick and safe time the employee would have accrued absent the advance, based on a reasonable calculation and consistent with the use, accrual and carryover requirementsApp-Based Worker Paid Sick and Safe Time OrdinanceAllowed All paid sick and safe time the employee would have accrued absent the advance, based on a reasonable calculation and consistent with the use, accrual and carryover requirements | Paid Sick and Safe Time OrdinanceOn the 90th calendar day after employment beginsApp-Based Worker Paid Sick and Safe Time OrdinanceAs soon as practicable, but no more than one week after date accrued | Paid Sick and Safe Time OrdinanceOne hour or the smallest increment in which compensation is tracked, for nonexempt employees; deductions of paid sick leave made in accordance with state and federal laws, for exempt employeesApp-Based Worker Paid Sick and Safe Time Ordinance24 hours | Paid Sick and Safe Time OrdinanceReasonable notice, as long as providing such notice does not interfere with employee's lawful use of paid sick leave. Up to 10 days for a foreseeable absence. As soon as possible before the required start of the shift if unforeseeable. For reasons related to domestic violence, sexual assault or stalking, notice requirements must comply with the Domestic Violence Leave Act.App-Based Worker Paid Sick and Safe Time OrdinanceAs soon as practicable. | Paid Sick and Safe Time OrdinanceMay be required if employee is absent more than three consecutive workdays.App-Based Worker Paid Sick and Safe Time OrdinanceMay be required after more than three consecutive days of leave. | Paid Sick and Safe Time OrdinanceYes, subject to cap (40 hours for employers with 1-49 employees; 56 hours for employers with 50-249 employees; 72 hours for employers with 250 or more employees).App-Based Worker Paid Sick and Safe Time OrdinanceYes, at least nine days. | Paid Sick and Safe Time OrdinanceNoApp-Based Worker Paid Sick and Safe Time OrdinanceNo | Paid Sick and Safe Time OrdinanceWhen employee is rehired within 12 months of separationApp-Based Worker Paid Sick and Safe Time OrdinanceWhen worker begins working within 12 months of separation | Paid Sick and Safe Time OrdinanceWorkplace poster displayed, or individually provided to employees where posting is not feasible, no later than employee's first day of work or within 30 days of employee becoming covered by the law; written notice of policies and procedures. If applicable, an employer must: post or otherwise notify employees if it is being investigated by the Office for Civil Rights; establish that frontloaded leave is at least equal to the required accrual rate in a written or electronic notice by the end of the period for which the frontloaded leave was intended to cover.App-Based Worker Paid Sick and Safe Time OrdinanceNotice of rights; notice of policy and procedure; monthly notice of paid sick and safe time (PSST) information. If applicable, a company must: notify workers of the decision to withhold compensation; post or otherwise notify workers if it is being investigated by the Office of Labor Standards. | Paid Sick and Safe Time OrdinanceEach time wages are paid, an employer must provide a written statement of available leave (e.g., on a pay stub or through an online system).App-Based Worker Paid Sick and Safe Time OrdinanceNo. However, the monthly notice of PSST information may be provided on a pay stub. | Paid Sick and Safe Time OrdinanceA record must be maintained for three years of each employee's date employment began, hours worked (including hours worked in Seattle), leave time accrued, leave time available for use and reductions made to leave time.App-Based Worker Paid Sick and Safe Time OrdinanceA record must be maintained for three years of each worker's date work began, days worked in whole or part in Seattle, compensation for days worked in whole or part in Seattle, monthly calculation of average daily compensation rates, leave time accrued, leave time available for use and reductions made to leave time. | N/A | |||||
70 | Tacoma | Yes | All employers. | Employees who work more than 80 hours in Tacoma in a benefit year. Exceptions apply. | The employee's or a family member's illness, injury or health condition; need for medical diagnosis, care, treatment or preventive care; public health emergency; reasons related to domestic violence, sexual assault or stalking; bereavement. | Paid sick time covers a spouse or registered domestic partner, child, parent, grandparent, grandchild, sibling. Paid safe time covers current or former spouses or domestic partners; individuals who have a child in common; adults related by blood or marriage; adult who are living together or have lived together; individuals 16 years or older who are living together or have lived together and who are dating or had dated; individuals 16 years or older who are dating or had dated; individuals with a biological or legal parent-child relationship. | N/A | One hour for every 40 hours worked | N/A | When employment begins | Allowed All paid sick and safe time the employee would have accrued absent the advance, based on a reasonable calculation and consistent with the use, accrual and carryover requirements | On the 90th calendar day after employment begins | One hour for nonexempt employees, longer if necessary due to a reasonable business need; for exempt employees, reasonable increments in accordance with the FLSA or a pay system established by law or regulation | Reasonable notice, as long as providing such notice does not interfere with employee's lawful use of paid sick leave. Up to 10 days for foreseeable absence. As soon as practicable if unforeseeable. | Employer may require verification if employee is absent more than three consecutive scheduled workdays. | Yes, subject to cap (40 hours). | No | When employee is rehired within 12 months of separation | Workplace poster, notice in employee handbook or notice given to new employees upon hire; monthly notice to each employee of the amount of available paid sick leave. | No | A record must be maintained for three years of each employee's hours worked in Tacoma, leave accruals and reductions each month, leave available for use and date employment began. | N/A | |||||
71 | West Virginia | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
72 | Wisconsin | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
73 | Wyoming | No | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |||||
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