Sick Leave for California Employees: What You Need to Know in 2025
You wake up with a fever, your head pounding, and that dreaded question crosses your mind - "Can I actually afford to take a day off?" As a California worker, you're not alone in this daily dilemma. Whether you're the employee wrestling with this decision or the employer trying to support your team while keeping your business running, sick leave shouldn't feel like solving a puzzle.
Key Objectives:
I've seen how California has become a trailblazer in protecting workers' rights, especially when it comes to sick leave. Back in 2014, when the state first mandated paid sick leave, it sent ripples across the country. Now, in 2024, these protections have evolved to become even more robust.
Think of this guide as your trusted friend walking you through everything you need to know about California sick leave. We'll cut through the legal jargon and get straight to what matters: How many days of paid sick leave can you take? What happens to unused sick time? Can your employer ask for a doctor's note?
Whether you're battling a nasty cold, caring for a sick child, or just need a mental health day, understanding your rights is the first step to using them.
Let me break down these policies in plain English, so you can focus on what really matters - taking care of yourself or your team.
What Is Paid Sick Leave in California?
California's Paid Sick Leave Law mandates that most employees accrue paid sick time to use when they or a family member are ill or in need of medical care. Enacted as part of the Healthy Workplaces, Healthy Families Act of 2014, this law is designed to ensure employees don't have to choose between their health and their paycheck.
Who Is Eligible for Paid Sick Leave in California?
Nearly all employees in California are eligible for paid sick leave, including part-time and temporary workers. To qualify:
- You must have worked for the employer for at least 30 days within a calendar year of employment.
- Sick leave accrual begins on the first day of employment or July 1, 2015, whichever is later.
How Is Sick Leave Accrued?
Under California law, employees accrue paid sick leave at the rate of one hour for every 30 hours worked. Employers can also choose to provide a lump sum of 24 hours (or three days) of sick leave at the beginning of the year.
Key Details:
- Annual Cap: Employers can cap the annual sick leave accrual at 48 hours (or six days).
- Carryover: Unused sick leave can be carried over to the following year, but employers can limit the amount of sick leave an employee uses annually to 24 hours or three days.
When Can Sick Leave Be Used?
Employees can use their accrued sick leave after 90 days of employment. Sick leave can be taken for:
- Personal illness or injury.
- Medical care (diagnosis, treatment, or preventive care) for themselves or a family member.
- Seeking assistance for domestic violence, sexual assault, or stalking, including counseling or court services.
Covered family members include:
- Children (biological, adopted, foster, or stepchildren).
- Parents (including in-laws).
- Spouses or registered domestic partners.
- Grandparents, grandchildren, and siblings.
Employer Obligations Under California Law
California employers must:
- Provide Notice: Inform employees about their rights under the sick leave law at the time of hire.
- Display Posters: Clearly display information about paid sick leave in the workplace.
- Track Sick Leave: Maintain accurate records of hours worked and sick leave accrued/used for three years.
- Prohibit Retaliation: Employers cannot retaliate against employees who use their sick leave rights.
Recent Updates to Sick Leave Laws in California (2025)
SB 616: Expanded Paid Sick Leave
As of January 1, 2024, Senate Bill 616 has brought significant changes to California's paid sick leave laws, further enhancing the protections for workers. The key updates include:
-
Increased Minimum Sick Leave: The minimum amount of paid sick leave has been raised from 24 hours (three days) to 40 hours (five days) per year for eligible workers.
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Increased Accrual Cap: Employees can now accrue up to 80 hours (10 days) of paid sick leave annually, providing greater flexibility for workers who may need more time off due to illness or family care.
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Expanded Usage: Employees are now allowed to use the full 40 hours (five days) of sick leave without any restrictions from their employers, ensuring that workers have more control over their time off for illness, medical care, or caring for a family member.
These updates reflect California's continued commitment to protecting workers' health care and well-being, offering more comprehensive benefits to support workers in maintaining their health and caring for their families.
Common Misconceptions About Sick Leave
1. “Sick leave only applies to full-time employees.”
False. California's sick leave law applies to most employees, including part-time, temporary, and seasonal workers.
2. “Sick leave doesn’t cover mental health.”
False. Sick leave can be used for mental health-related illnesses or preventive care.
3. “Unused sick leave is lost at the end of the year.”
Not always. Employers must allow unused sick leave to carry over, but they can cap usage and accrual.
FAQs About Sick Leave in California
Q: Can employers require a doctor’s note?
A: Employers can request documentation if sick leave exceeds three days, but excessive requirements may be considered retaliatory.
Q: Does sick leave cover COVID-19-related absences?
A: Yes, employees can use accrued sick leave for COVID-19 testing, quarantine, or recovery. Some local jurisdictions may also have supplemental sick leave for COVID-19.
Q: Are there any local variations to the state law?
A: Yes. Cities like San Francisco, Los Angeles, and Oakland have additional sick leave requirements that provide greater benefits.
Why Sick Leave Matters
Paid sick leave is more than just a legal requirement—it’s a cornerstone of a productive and compassionate workplace. It enables employees to recover from illness, care for loved ones, and maintain their financial stability. For employers, offering robust sick leave policies reduces turnover, fosters loyalty, and demonstrates a commitment to employee well-being.
Final Thoughts
As of 2024, California's expanded sick leave laws reflect the state’s evolving commitment to worker protection and public health. For employees, understanding these rights ensures you can advocate for your health without fear of repercussions. For employers, compliance is not just a legal obligation but a key to fostering a supportive workplace culture. Whether it's about the amount of sick leave or the amount of paid sick days you need, it's important to understand
If you have further questions about your rights or obligations regarding sick leave in California, consult the California Department of Industrial Relations or seek professional legal advice.
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