Paid Sick Leave Laws By State: Complete Guide for 2025

Paid sick leave laws by state have become one of the trickiest compliance puzzles for small business owners. Right now, 17+ states require employers to provide paid sick leave—and the rules vary wildly depending on where you operate.

Is your state one of them? If you're not sure, you're not alone. These laws have expanded rapidly over the past few years, and keeping up with the latest requirements feels like a full-time job. Get it wrong, and you're looking at fines, back pay, and frustrated employees. Get it right, and you've got a healthier team that doesn't have to choose between a paycheck and recovering from the flu.

Whether you're an employer ensuring compliance, an HR professional building your sick leave policy, or an employee understanding your rights—this guide covers it all. We'll break down which states have mandatory paid sick leave, how these laws actually work, and the common compliance mistakes that trip up small businesses.

TL;DR: Paid sick leave laws by state 

• No federal requirement — Paid sick leave laws are set by states and local governments. Currently, 17 states plus Washington, D.C., mandate paid sick time.
• New in 2025 — Alaska's law took effect July 1, Nebraska's kicks in October 1. Missouri's voter-approved law was repealed in August 2025.
• Coming in 2026 — Connecticut's law expands to cover employers with 11+ employees (January 1, 2026) and all employers in 2027. Michigan's expanded law continues rolling out. Missouri advocates are pushing a constitutional amendment that would be harder to repeal.
• States with mandatory paid sick leave — Arizona, California, Colorado, Connecticut, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Nebraska, Nevada, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington, and Washington, D.C. Several have local ordinances with stricter requirements.
• Requirements vary widely — Accrual rates range from 1 hour per 30-52 hours worked. Annual caps typically fall between 24 and 72 hours, depending on state and employer size. Carryover rules, waiting periods, and qualifying reasons all differ by location.
• Key concepts — Accrual (earn as you go) vs. frontloading (full amount upfront). Usage caps limit annual use; accrual caps limit total accumulation. Most states require carryover of unused time.
• Complex states to watch out for — California has 8+ cities with requirements exceeding state law. New York has separate rules for NYC and Westchester County, plus new prenatal leave requirements.
• Compliance steps — Identify which laws apply, set up compliant policies, track accruals accurately, create approval workflows, maintain records for 3-4 years, and train managers on anti-retaliation rules.
• Common mistakes to avoid — Requiring doctor's notes for short absences, using "use it or lose it" policies, applying one policy across multiple states, and counting sick leave against attendance.
• Know the differences — Paid sick leave is state-mandated for specific reasons. PTO is employer-designed for any purpose. FMLA provides unpaid, job-protected leave for serious conditions.

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Understanding paid sick leave requirements

There's no federal paid sick leave law for private employers. The Family and Medical Leave Act (FMLA) only covers unpaid leave for businesses with 50+ employees, which means paid sick leave requirements fall entirely on states and local governments.

Since the mid-2010s, states with paid sick leave laws have grown from a handful to over 17, with dozens of cities adding their own requirements. While this patchwork of laws  is great for workers, it creates real compliance headaches for employers.

• Why it matters: For employers, getting your sick days policy right goes beyond avoiding penalties. Businesses with paid sick leave see lower turnover and less presenteeism—sick employees showing up and getting everyone else sick. For employees, it means job protection and financial security when illness strikes, plus the ability to care for sick family members without losing income.
• The compliance challenge: Multi-state employers face a maze of different rules. Accrual rates, annual caps, qualifying reasons, and waiting periods all vary by location. One state might require one hour of sick time for every 30 hours worked, while another uses a 40-hour ratio. Miss these details, and you're exposed.
• What's new in 2025-2026: Alaska and Nebraska are rolling out new paid sick leave laws this year, and existing states are expanding coverage in 2026. If you haven't reviewed your sick time policy recently, now's the time.

Which states have mandatory paid sick leave?

As of 2025, these states have mandatory paid sick leave requirements:

1. Alaska (effective July 1, 2025)
2. Arizona
3. California (plus Berkeley, Emeryville, Los Angeles, Oakland, San Diego, San Francisco, Santa Monica, West Hollywood)
4. Colorado
5. Connecticut
6. Illinois (plus Chicago and Cook County)
7. Maine
8. Maryland (plus Montgomery County)
9. Massachusetts
10. Michigan
11. Minnesota (plus Minneapolis and Saint Paul)
12. Nebraska (effective October 1, 2025)
13. Nevada
14. New Jersey
15. New Mexico (plus Bernalillo County)
16. New York (plus NYC and Westchester County)
17. Oregon
18. Rhode Island
19. Vermont
20. Washington (plus Seattle and Tacoma)
21. Washington, D.C.

Some cities require paid sick leave even when their state doesn't:

• Pennsylvania: Philadelphia, Pittsburgh
• Texas: Austin, Dallas, and San Antonio all passed local paid sick leave ordinances, but courts have blocked enforcement of all three. The Texas courts have either temporarily or permanently halted these requirements, and none are currently in effect as of 2025.
• Missouri: Although Missouri voters approved paid sick leave in November 2024, the legislature repealed it just months later. Governor Kehoe signed the repeal on July 10, 2025, ending the requirement as of August 28, 2025. Advocates are now pushing a constitutional amendment for 2026 that would be harder to repeal.

Don't see your state? Check your local city and county ordinances—you may still have sick time requirements even without a statewide law. Requirements change frequently, so bookmark your state labor department's website for updates.

Comprehensive paid sick leave laws by state

Navigating state-specific sick time requirements can feel overwhelming, especially if you operate in multiple locations. Below is a detailed breakdown of paid sick leave laws by state and major municipalities as of 2025. Each entry covers the essentials: who's covered, accrual rates, usage caps, carryover rules, and qualifying reasons for use.

Always consult your state's Department of Labor or legal counsel for complete requirements and recent updates. Laws change frequently, and local ordinances may impose additional requirements.

Alaska

• Effective date: July 1, 2025
• Covered employers: All private employers (different caps based on size).
• Covered employees: All employees except certain apprentices, volunteers, agricultural workers, and employees under 18 working part-time.
• Accrual rate: 1 hour per 30 hours worked.
• Annual usage cap: 56 hours (15+ employees) or 40 hours (fewer than 15 employees)
• Carryover rules: Unused leave carries over, but employers can cap annual usage at 40 or 56 hours. Employers who frontload are not required to allow carryover.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; reasons related to domestic violence, sexual assault, or stalking; public health emergencies.

Arizona

• Effective date: July 1, 2017
• Covered employers: All private employers (excluding state and federal government)
• Covered employees: All employees, including full-time, part-time, and temporary workers.
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 40 hours (15+ employees) or 24 hours (fewer than 15 employees)
• Carryover rules: Unused leave carries over up to the annual cap. Employers using a lump-sum method can pay out unused time instead.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic violence, sexual violence, abuse, or stalking; public health emergencies

California

• Effective date: January 1, 2024 (expanded requirements)
• Covered employers: All employers with at least one employee in California
• Covered employees: Employees who work at least 30 days in California within a year
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 40 hours or 5 days (whichever is greater)
• Accrual cap: 80 hours or 10 days
• Carryover rules: Unused leave carries over to the next year, subject to 80-hour accrual cap. Employers using the lump-sum method (frontloading) are not required to allow carryover.
• Qualifying reasons: Employee's or family member's diagnosis, care, or treatment of existing health condition; preventive care; domestic violence, sexual assault, or stalking for employee or family member.
• 90-day waiting period: Employers may require employees to complete 90 days before using accrued leave.
• California cities with additional requirements: Berkeley (48-72 hours), Emeryville (48-72 hours), Los Angeles (48 hours), Oakland (40-72 hours), San Diego (40 hours), San Francisco (48-72 hours), Santa Monica (40-72 hours), West Hollywood (96 hours)

Colorado

• Effective date: January 1, 2021
• Covered employers: All employers
• Covered employees: All employees
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 48 hours
• Carryover rules: Unused leave carries over, but employers can cap usage at 48 hours per year.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic abuse, sexual assault, or harassment; public health emergency.

Connecticut

• Effective date: January 1, 2012 (significantly expanded January 1, 2025)
• Covered employers: As of 2025, employers with 25+ employees; expanding to 11+ employees in 2026 and all employers in 2027.
• Covered employees: All employees (previously limited to service workers).
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap:  40 hours
• Carryover rules: Up to 40 hours of unused leave carries over
• Qualifying reasons: Employee's or family member's illness, injury, or health condition; preventive care; mental health wellness day; domestic violence or sexual assault; public health emergency closures (effective 2025).

Illinois

• Effective date: January 1, 2024
• Covered employers: All employers with at least one employee in Illinois.
• Covered employees: All employees
• Accrual rate: 1 hour per 40 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Unused leave carries over, but employers can cap usage at 40 hours per year.
• Qualifying reasons: Any reason (Illinois law provides paid leave for any purpose, not just sick leave).
• Note: Chicago and Cook County have separate ordinances with different requirements that may provide greater benefits.

Maine

• Effective date: January 1, 2021
• Covered employers: Employers with 10+ employees
• Covered employees: All employees
• Accrual rate: 1 hour per 40 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Up to 40 hours of unused leave carries over.
• Qualifying reasons: Any reason (Maine law provides earned paid leave for any purpose).

Maryland

• Effective date: February 11, 2018
• Covered employers: Employers with 15+ employees must provide paid leave; employers with fewer than 15 must provide unpaid leave.
• Covered employees: Employees who work at least 12 hours per week.
• Accrual rate: 1 hour per 30 hours worked
• Annual accrual cap: 40 hours
• Annual usage cap: 64 hours
• Carryover rules: Up to 40 hours carries over
• Qualifying reasons: Employee's or family member's illness, injury, or condition; preventive care; maternity or paternity leave; domestic violence, sexual assault, or stalking.
• Note: Montgomery County has a separate ordinance with higher caps (56-112 hours depending on employer size).

Massachusetts

• Effective date: July 1, 2015
• Covered employers: All employers (paid leave for 11+ employees; unpaid for fewer).
• Covered employees: All employees
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Up to 40 hours carries over
• Qualifying reasons: Employee's or family member's physical or mental illness, injury, or condition; preventive care; domestic violence.

Michigan

• Effective date: February 21, 2025 (expanded from previous law)
• Covered employers: Employers with 10+ employees must provide paid leave; smaller employers must provide unpaid leave
• Covered employees: All employees
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 72 hours
• Carryover rules: Up to 72 hours carries over
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic violence or sexual assault; public health emergency closures.

Minnesota

• Effective date: January 1, 2024
• Covered employers: All employers with at least one employee in Minnesota.
• Covered employees: All employees who work at least 80 hours per year.
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 48 hours
• Carryover rules: Up to 80 hours of unused leave carries over, but employers can cap annual usage at 48 hours.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic abuse, sexual assault, or stalking; closure of workplace or school/childcare due to weather or public emergency; safety leave.

Nebraska

• Effective date: October 1, 2025
• Covered employers: Private employers with 11+ employees.
• Covered employees: All employees who work at least 80 hours in Nebraska (excluding seasonal agricultural workers, railroad employees, and employees under 16).
• Accrual rate: 1 hour per 30 hours worked (accrual begins after 80 hours of consecutive employment)
• Annual usage cap: 56 hours (20+ employees) or 40 hours (11-19 employees)
• Carryover rules: Unused leave carries over, but employers can cap annual usage at their size-based cap.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic violence, sexual assault, or stalking; public health emergency.
• Note: Employers with 10 or fewer employees are exempt.

Nevada

• Effective date: January 1, 2020
• Covered employers: Private employers with 50+ employees
• Covered employees: All employees
• Accrual rate: 0.01923 hours per hour worked (roughly 1 hour per 52 hours worked)
• Annual usage cap: 40 hours
• Carryover rules: Employers can cap accrued leave at 40 hours.
• Qualifying reasons: Any reason (Nevada law provides paid leave for any purpose)

New Jersey

• Effective date: October 29, 2018
• Covered employers: All employers
• Covered employees: All employers
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Up to 40 hours carries over, or employers can pay out unused leave and provide 40 hours at the start of the next benefit year.
• Qualifying reasons: Employee's or family member's diagnosis, care, treatment, or recovery from mental or physical illness; preventive care; closure of workplace or school due to public health emergency; domestic or sexual violence

New Mexico

• Effective date: July 1, 2022
• Covered employers: All private employers
• Covered employees: All private employers
• Accrual Rate: 1 hour per 30 hours worked
• Annual Usage Cap: 64 hours
• Carryover Rules: All accrued and unused leave carries over, but employers can cap annual usage at 64 hours
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; meetings at child's school or daycare regarding health or disability; domestic abuse, sexual assault, or stalking
• Note: Bernalillo County has a separate ordinance.

New York

• Effective date: September 30, 2020
• Covered employers: All employers (different requirements based on size and net income).
• Covered employees: All private-sector employees
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 56 hours (100+ employees or net income over $1 million); 40 hours (5-99 employees); 40 hours unpaid (4 or fewer employees with net income under $1 million).
• Carryover rules: Unused leave carries over, but employers can cap annual usage at 56 or 40 hours.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic violence, family offense, sexual offense, stalking, or human trafficking.
• Note: As of January 1, 2025, New York requires 20 hours of paid prenatal leave in addition to sick leave. New York City and Westchester County have separate ordinances.

Oregon

• Effective date: January 1, 2016
• Covered employers: Employers with 10+ employees in Oregon (6+ in Portland) must provide paid leave; smaller employers must provide unpaid leave.
• Covered employees: All employees who work 30+ hours per week.
• Accrual rate: 1 hour per 30 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Up to 40 hours carries over
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; domestic violence, harassment, sexual assault, or stalking; public health emergency; certain purposes related to a child's school closure.

Rhode Island

• Effective date: July 1, 2018
• Covered employers: Employers with 18+ employees must provide paid leave; smaller employers must provide unpaid leave.
• Covered employees: All employees
• Accrual rate: 1 hour per 35 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Unused leave carries over, but employers can cap accrued leave at 40 hours.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; closure of workplace or school due to public health emergency; domestic violence, sexual assault, or stalking.

Vermont

• Effective date: January 1, 2017
• Covered employers: All employers with at least one employee.
• Covered employees: All employees who average at least 18 hours per week.
• Accrual rate: 1 hour per 52 hours worked
• Annual usage cap: 40 hours
• Carryover rules: Unused leave carries over, but employers can cap annual usage at 40 hours.
• Qualifying reasons: Employee's or family member's illness, injury, or medical condition; preventive care; accompanying family member to medical appointment; caring for family member due to school/business closure for health or safety reasons.

Washington

• Effective date: January 1, 2018
• Covered employers: All employers
• Covered employees: All employers
• Accrual rate: 1 hour per 40 hours worked
• Annual usage cap: No statutory cap (employers can cap carryover at 40 hours).
• Carryover rules: Unused leave carries over; employers can cap carryover at 40 hours.
• Qualifying reasons: Employee's or family member's mental or physical illness, injury, or health condition; preventive care; closure of workplace, school, or childcare due to public official order; domestic violence, sexual assault, or stalking.
• Note: Seattle and Tacoma have separate ordinances with potentially higher requirements.

Washington D.C.

• Effective date: February 2014 (expanded over time)
• Covered employers: All employers
• Covered employees: All employers
• Accrual rate: 1 hour per 37 hours worked (100+ employees); 1 hour per 43 hours worked (25-99 employees); 1 hour per 87 hours worked (fewer than 25 employees)
• Annual usage cap: 56 hours (100+ employees); 40 hours (25-99 employees); 24 hours (fewer than 25 employees)
• Carryover rules: Unused leave carries over, but employers can cap accrued leave based on size-based caps.
• Qualifying reasons: Employee's or family member's physical or mental illness, injury, or condition; preventive care; domestic violence or abuse; stalking.

Pennsylvania (Local ordinances only)

Pennsylvania does not have a statewide paid sick leave law, but the following cities require it:

Philadelphia

• Effective date: May 13, 2015
• Covered employers: Employers with 10+ employees (paid leave); smaller employers (unpaid leave)
• Accrual rate: 1 hour per 40 hours worked
• Annual usage cap: 40 hours

Pittsburgh

• Effective date: March 15, 2020
• Covered employers: Employers with 15+ employees (paid leave); smaller employers (unpaid leave).
• Accrual rate: 1 hour per 35 hours worked
• Annual usage cap: 40 hours

Key takeaway: This patchwork of requirements makes compliance challenging, especially for multi-state employers. Track requirements carefully for every location where you have employees, and consider using software that can manage different accrual rates and caps automatically.

For a quick-reference guide tailored to your state, visit our state labor laws resource.

How paid sick leave works: Key concepts explained

Understanding the mechanics of paid sick leave helps you build a compliant sick leave policy without overcomplicating things. Here are the core concepts you need to know.

• Accrual vs. frontloading: For the accrual method, employees earn leave based on hours worked—most commonly 1 hour of sick leave for every 30 hours worked, though some states use 35, 40, or 43 hours. Time accumulates gradually throughout the year.

For frontloading, you provide the full annual allotment upfront (for example, 40 hours on January 1). This is often simpler to administer since you're not tracking ongoing accruals. Most states allow either method.

• When employees can start using leave: Waiting periods vary by state. Some allow immediate use as soon as sick time accrues, while others permit 90 to 120-day waiting periods after hire. Even during a waiting period, employees typically accrue time from day one—they just can't use it yet.
• Caps and carryover: Usage caps limit how many hours employees can use per year—typically 40-72 hours depending on state and employer size. This is separate from how much they can accumulate.

Accrual caps limit the maximum hours an employee can bank, often twice the annual usage cap. This prevents unlimited accumulation while still allowing carryover.

Carryover rules in most states require unused sick leave to roll over to the next year, though employers can usually cap the total balance. Use-it-or-lose-it policies are only allowed in certain states.

• Qualifying reasons for use: For medical care, employee's own illness, injury, preventive care, or medical appointments. This is covered in all states with paid sick leave laws.
• Family care: Most states allow leave to care for a family member with a health condition. The definition of "family member" varies—some include only immediate family while others extend to grandparents, siblings, or chosen family.
• Safe leave: Many states include provisions for domestic violence, sexual assault, or stalking situations, covering medical attention, legal services, counseling, or relocation.
• Other reasons vary by state and may include school closures, public health emergencies, bereavement, or mental health days.
• Notice and documentation: For advance notice, employers can require reasonable notice for foreseeable leave—typically 7 days when possible. For unexpected illness, employees should notify you as soon as practicable.
• Documentation: You can usually request a doctor's note after 3 or more consecutive days of absence, but most states prohibit requiring it for shorter absences. Using documentation requests as a deterrent can create legal issues, so apply policies consistently and keep medical information confidential.

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State spotlight: Key states with complex requirements

Some states present extra compliance challenges because of layered requirements at the state and local levels. Here's what you need to watch for.

California

California's statewide law requires 40 hours or 5 days of paid sick leave annually (whichever is greater), but that's just the starting point. Multiple cities impose stricter requirements that override state minimums:

• San Francisco and Berkeley require up to 72 hours for larger employers. 
• Los Angeles mandates 48 hours. 
• West Hollywood tops the list at 96 hours. Each city also has its own rules around accrual caps, employer size thresholds, and covered family members.

 If you have employees in different California cities, you may need location-specific policies to stay compliant with each ordinance.

New York

New York's state law sets different requirements based on employer size and net income:

• 56 hours for large employers, 40 hours for mid-size, and 40 hours unpaid for the smallest businesses.
• New York City and Westchester County have their own ordinances with different thresholds and requirements. 
• Adding another layer, as of January 1, 2025, New York requires 20 hours of paid prenatal leave separate from regular sick leave. 

Employers with employees across different parts of the state need to track which jurisdiction's rules apply to each worker.

Multi-state employer considerations

If you operate across state lines, compliance gets exponentially more complex. Each state has different accrual rates, usage caps, qualifying reasons, and documentation rules. Some states allow use-it-or-lose-it policies while others require carryover. Family member definitions vary widely—an employee in one state might be able to care for a grandparent while an employee in another state cannot.

The safest approach? Build your sick days policy around the most generous requirements among all your locations. This simplifies administration and ensures you're covered everywhere. Alternatively, use payroll or HR software that can apply location-specific rules automatically. Either way, audit your policies regularly as laws change frequently—what was compliant last year may not cut it today.

How to implement and manage paid sick leave compliance

Getting your sick leave policy off the ground doesn't have to be complicated. Follow these steps to stay compliant and keep things running smoothly.

Step 1: Determine which laws apply to your business

Identify every state and local jurisdiction where you have employees. Check employer size thresholds, accrual rates, and usage caps for each location. If you operate in multiple states, you may need different policies for different locations.

Step 2: Set up your sick leave policy

Choose between accrual or frontloading based on what works best for your business. Define your accrual rate, usage caps, carryover rules, and qualifying reasons for use. Make sure your policy meets or exceeds the most generous requirements among all jurisdictions where you operate.

Step 3: Track accruals accurately

Use payroll software or a time tracking system that can handle sick time accruals automatically. Track hours worked, leave earned, leave used, and current balances for each employee. Many states require this information on pay stubs.

Step 4: Create approval workflow for leave requests

Establish a clear process for employees to request sick leave—whether through an app, email, or direct communication. Define how much notice is required for foreseeable leave and what documentation (if any) you'll request for extended absences.

Step 5: Maintain compliant records

Keep records of accruals, usage, and balances for at least 3-4 years (some states require longer). Store any medical documentation separately and confidentially. Be prepared to show compliance if audited.

Step 6: Train managers on compliance

Ensure managers understand qualifying reasons for leave, notice requirements, and anti-retaliation rules. They should know they cannot deny valid requests, question medical details, or penalize employees for using earned sick time.

Tips for paid sick leave compliance

Avoid these common mistakes to keep your business protected and your employees covered.

Do:

• Track accruals for all employees. Part-time and temporary workers earn sick time too. Make sure your system captures their hours worked and accruals accurately.
• Notify employees of available balances. Many states require this on pay stubs. Even if yours doesn't, transparency builds trust and reduces confusion.
• Update policies when laws change. Set a calendar reminder to review your sick leave policy at least annually. New requirements roll out every year.

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Don't:

• Require doctor's notes for short absences. Most states prohibit documentation requests for absences under 3 consecutive days. Save this for extended leave only.
• Use "use it or lose it" policies. Most states require unused sick time to carry over. Check your state's rules before implementing any forfeiture policy.
• Apply one policy across multiple states. Each state has different requirements. A single blanket policy will likely violate something somewhere.
• Count sick leave against attendance. Penalizing employees for using earned sick time—through points systems or negative performance reviews—is retaliation and it's illegal in most jurisdictions.

Understanding the differences: Sick leave vs. PTO vs. FMLA

These terms get tossed around interchangeably, but they're not the same thing. Here's how they differ.

• Paid sick leave is state or locally mandated time off specifically for illness, medical care, or safe leave situations. Employers must provide it where required by law, and employees can only use it for qualifying reasons.
• PTO (paid time off) is an employer-designed benefit that combines vacation, sick days, and personal time into one bank. It's not legally required, and employees can typically use it for any reason. Many employers use PTO policies to satisfy sick leave requirements—just make sure yours meets all the minimums for accrual, usage, and qualifying reasons.
• FMLA (Family and Medical Leave Act) is a federal law providing up to 12 weeks of unpaid, job-protected leave for serious health conditions, new child bonding, or military family needs. It only applies to employers with 50+ employees and workers who meet eligibility requirements. FMLA protects your job—it doesn't guarantee a paycheck.

Frequently asked questions about paid sick leave laws

Is my employer obliged to pay me sick pay?

It depends on where you work. Currently, 18 states and Washington, D.C., have paid sick leave laws requiring employers to provide paid sick time. If your state doesn't mandate it, your employer can choose whether to offer it as a benefit.

What are the rules around sick leave?

Rules vary by state but generally cover accrual rates (typically 1 hour per 30 hours worked), usage caps, qualifying reasons, and carryover requirements. Employers must also provide notice of employee rights and cannot retaliate against workers who use earned sick time.

What is the Connecticut law on sick time?

Connecticut's sick time law expanded significantly in 2025. Employers with 25+ employees must provide 1 hour of paid sick leave for every 30 hours worked, up to 40 hours annually. Coverage expands to employers with 11+ employees in 2026 and all employers in 2027.

What are the rules around sick days?

Sick days policies must comply with state and local laws covering accrual, eligible uses, notice requirements, and documentation. Employees can typically use sick days for their own illness, family care, preventive appointments, and safe leave situations like domestic violence.

How many hours of sick leave per year?

Annual caps range from 24 to 72 hours depending on your state and employer size. Most states cap usage at 40-56 hours per year. Some states like Michigan allow up to 72 hours, while smaller employers in some states can cap at 24-40 hours.

Can my employer deny my sick leave request?

Employers cannot deny valid sick leave requests for qualifying reasons under state law. However, they can require reasonable notice for foreseeable absences and documentation for extended leave (usually 3+ consecutive days). Denying legitimate requests or retaliating against employees is illegal.

Do I get paid my regular rate for sick leave?

Yes. Paid sick leave must be compensated at your regular rate of pay at the time you use it. For employees paid by commission, piece-rate, or varying schedules, most states require calculating an average hourly rate based on recent earnings.

What happens to unused sick leave when I quit?

Most states do not require employers to pay out unused sick leave upon separation. However, if you're rehired by the same employer within a certain period (typically 6-12 months), many states require your previous balance to be reinstated.

Stay ahead of paid sick leave compliance

Paid sick leave laws are expanding every year. With 18 states now requiring paid sick time and new laws rolling out in Alaska and Nebraska this year, staying compliant means staying informed. The patchwork of state and local requirements can feel overwhelming, but the basics remain consistent: know which laws apply to you, track accruals accurately, and treat your employees fairly.

Getting this right protects your business from costly penalties and back pay claims. But it also builds a healthier, more loyal team. When employees know they can take time to recover without losing income, they come back stronger and stick around longer.

The key is having systems that make compliance automatic rather than a constant headache. Homebase helps you track sick time accruals, manage time off requests, and stay on top of changing labor laws—all in one place. You can stop worrying about spreadsheets and start focusing on running your business.

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