Sick Leave for Pennsylvania Employees: What You Need to Know in 2025

Sick Leave for Pennsylvania Employees: What You Need to Know in 2025

Ever woken up in Philadelphia with a fever that makes the Liberty Bell look wavy, or caught a cold while working in Pittsburgh that not even the best cheesesteak could cure? Whether you're working in tech in State College, manufacturing in Erie, or serving tourists in the Poconos, understanding Pennsylvania's sick leave approach matters.

Here's what makes Pennsylvania's approach unique: While the state doesn't mandate paid sick leave statewide, Pittsburgh and Philadelphia have their own sick leave ordinances for employers within city limits. Like a patchwork quilt from Lancaster County, your sick leave rights depend on your location.

Pennsylvania does not have a statewide law requiring private-sector employers to provide paid or unpaid sick leave. However, local sick leave laws exist in cities such as Philadelphia and Pittsburgh, and many employers voluntarily offer sick leave. Public-sector employees and workers covered by federal protections may also have access to sick leave benefits.

Key Objectives: 

1. Does Pennsylvania Require Paid Sick Leave? 

2. Local Sick Leave Laws in Pennsylvania 

3. Federal Protections for Sick Leave 

4. Employer Practices for Sick Leave in Pennsylvania

5. When Can Sick Leave Be Used?

6. Public-Sector Employees in Pennsylvania

7. COVID-19 and Sick Leave in Pennsylvania

8. Key Considerations for Employers in Pennsylvania

9. FAQs About Sick Leave in Pennsylvania

10. Common Misconceptions About Sick Leave in Pennsylvania

Does Pennsylvania Require Paid Sick Leave?

No. Pennsylvania does not have a statewide law mandating sick leave for private-sector workers. Employers are not required to offer paid or unpaid sick leave unless:

• They voluntarily provide it as part of a benefits package.
• The employee works in a city with a local sick leave law (e.g., Philadelphia or Pittsburgh).

Public-sector employees, including state workers, often have access to structured sick leave policies under state employment regulations.

Local Sick Leave Laws in Pennsylvania

While no statewide mandate exists, some Pennsylvania cities require employers to provide sick leave:

1. Philadelphia Sick Leave Ordinance

Philadelphia’s Promoting Healthy Families and Workplaces Act requires paid sick leave for employees who work at least 40 hours per year in the city.

• Employers with 10+ employees: Must provide paid sick leave (1 hour per 40 hours worked, up to 40 hours per year).
• Employers with fewer than 10 employees: Must provide unpaid sick leave.
• Usage: Sick leave can be used for illness, caregiving, preventive care, and domestic violence recovery.

For more details, visit the Philadelphia Department of Labor.

2. Pittsburgh Paid Sick Days Act

Pittsburgh’s sick leave law requires all employers to provide earned sick time to employees who work within Pittsburgh city limits.

• Employers with 15+ employees: Must provide paid sick leave (up to 40 hours per year).
• Employers with fewer than 15 employees: Must provide unpaid sick leave (up to 24 hours per year).
• Accrual: Employees earn 1 hour of sick leave per 35 hours worked.
• Usage: Employees can use leave for personal illness, family care, and domestic violence situations.

For more details, visit the City of Pittsburgh website.

Federal Protections for Sick Leave

Employees in Pennsylvania may qualify for unpaid, job-protected leave under the Family and Medical Leave Act (FMLA).

FMLA Overview

• Eligibility: Employees must work for an employer with 50+ employees, have worked for at least 12 months, and have logged at least 1,250 hours in the previous year.
• Leave Benefits: Provides up to 12 weeks of unpaid, job-protected leave per year.

FMLA covers leave for:

• Personal serious health conditions.
• Caring for a spouse, child, or parent with a serious health condition.
• The birth, adoption, or foster placement of a child.
• Certain military caregiving needs.

For more information, visit the U.S. Department of Labor.

Employer Practices for Sick Leave in Pennsylvania

Although not legally required, many Pennsylvania employers voluntarily offer sick leave or Paid Time Off (PTO). Common practices include:

• Accrual-Based Systems: Employees accrue 1 hour of leave for every 30 to 40 hours worked.
• PTO Banks: Employers may combine vacation, sick leave, and personal days into a single PTO policy.
• Carryover Policies: Some employers allow unused sick leave to roll over into the next year, but this is not required by law.

Employees should check their employer’s handbook for details on sick leave accrual, usage, and carryover rules.

When Can Sick Leave Be Used?

The specific uses of sick leave depend on the employer’s policy, but common uses include:

• Personal Illness or Injury: Recovering from illness, injury, or attending medical appointments.
• Family Care: Caring for a sick family member.
• Preventive Care: Routine checkups, screenings, or vaccinations.
• Domestic Violence Recovery: Some employers allow sick leave to address needs related to domestic violence, sexual assault, or stalking.

Covered family members may include:

• Spouses or domestic partners.
• Children (biological, adopted, foster, or stepchildren).
• Parents, grandparents, and siblings.

Public-Sector Employees in Pennsylvania

Public-sector employees in Pennsylvania typically have structured sick leave benefits, including:

• Accrual: Full-time state employees generally accrue 4.6 hours of sick leave per biweekly pay period (15 days per year).
• Carryover: Unused sick leave can accumulate indefinitely.
• Usage: Sick leave may be used for personal illness or to care for immediate family members.

State employees should consult the Pennsylvania Office of Administration or their agency’s HR policies for details.

COVID-19 and Sick Leave in Pennsylvania

Federal COVID-19-specific leave mandates, such as those under the Families First Coronavirus Response Act (FFCRA), have expired. However, employees in Philadelphia and Pittsburgh can still use local sick leave benefits for:

• Testing, recovery, or treatment.
• Quarantine or isolation due to exposure.
• Caring for a family member affected by COVID-19.

Some employers may continue offering flexible sick leave policies for COVID-19-related absences.

Key Considerations for Employers in Pennsylvania

Even though Pennsylvania does not mandate sick leave, employers can benefit from offering it. Providing sick leave can:

• Attract and Retain Talent: Competitive benefits help employers recruit skilled workers.
• Promote Workplace Health: Sick leave helps reduce the spread of illness in the workplace.
• Boost Productivity and Morale: Employees who feel supported are more engaged and less likely to leave.

Employers should document sick leave policies in their employee handbooks and ensure compliance with local laws and federal FMLA requirements.

FAQs About Sick Leave in Pennsylvania

Q: Can an employer require a doctor’s note?

A: Yes. Pennsylvania employers can request documentation, such as a doctor’s note, for extended absences (typically after three consecutive days of sick leave).

Q: Are part-time or temporary employees eligible for sick leave?

A: It depends on the employer’s policy. Pennsylvania law does not require sick leave for part-time or temporary workers, but local laws in Philadelphia and Pittsburgh cover them.

Q: What happens to unused sick leave?

A: Employers are not required to allow sick leave to carry over unless they are in Philadelphia or Pittsburgh, where carryover rules apply.

Common Misconceptions About Sick Leave in Pennsylvania

1. “Pennsylvania requires all employers to provide paid sick leave.”

False. Pennsylvania does not have a statewide sick leave mandate for private-sector employees.

2. “Employers must pay out unused sick leave when an employee leaves.”

False. Employers are not required to pay out unused sick leave unless their company policy states otherwise.

3. “Employers can deny sick leave if it’s inconvenient.”

False. If an employee works in Philadelphia or Pittsburgh and has accrued sick leave, the employer must allow them to use it.

Final Thoughts

Understanding your sick leave rights in Pennsylvania can feel like navigating downtown Pittsburgh - it varies by neighborhood. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.

If you're a business looking to navigate Pennsylvania's employment landscape while expanding your workforce, consider partnering with an Employer of Record (EOR) service. They can help manage your HR compliance, payroll, and benefits administration while you focus on growing your business. Learn more about EOR services and how they can simplify your employment needs at TCW Global's EOR solutions.

Remember, while Pennsylvania may not mandate statewide paid sick leave, creating supportive time-off policies isn't just good for employees - it's good for business. Like our state's industrial heritage, investing in your workforce builds a strong foundation for growth.

Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Pennsylvania's unique business environment.

While Pennsylvania does not mandate statewide sick leave, Philadelphia and Pittsburgh have local ordinances requiring paid sick leave. Employers and employees should understand their rights and responsibilities under these laws.

For more information, visit:

• Philadelphia Department of Labor
• Pittsburgh Sick Leave Law
• Pennsylvania Department of Labor