Sick Leave for Rhode Island Employees: What You Need to Know in 2025
Ever woken up in Providence with a cold that makes the State House dome look blurry, or caught the flu while working in Newport that not even the best clam cakes could cure? Well, like our famous Rhode Island Red chickens, we're proud pioneers - Rhode Island requires paid sick leave for many workers.
Here's what makes Rhode Island's approach special: Since 2018, the Healthy and Safe Families and Workplaces Act requires employers with 18+ employees to provide paid sick leave. Whether you're serving tourists in Block Island, manufacturing in Warwick, or teaching in Pawtucket, most workers can earn up to 40 hours of paid sick time annually.
Rhode Island has a mandatory paid sick leave law called the Healthy and Safe Families and Workplaces Act, which ensures that most employees have access to paid sick leave. Additionally, workers may qualify for other leave protections, such as the Rhode Island Parental and Family Medical Leave Act (RIPFMLA) and Temporary Caregiver Insurance (TCI).
Here’s a complete guide to sick leave in Rhode Island in 2025.
Key Objectives:
Does Rhode Island Require Paid Sick Leave?
Yes! The Healthy and Safe Families and Workplaces Act requires all employers in Rhode Island to provide paid sick leave to most employees.
Employer Requirements
- All employees accrue sick leave, but only businesses with 18 or more employees must offer paid sick leave.
- Employers with fewer than 18 employees must still allow unpaid sick leave.
How Sick Leave Works in Rhode Island
Who Is Covered?
- All employees working in Rhode Island, including full-time, part-time, and seasonal workers, are eligible for earned sick leave.
- Independent contractors are not covered by the law.
Accrual and Usage
- Accrual Rate: Employees earn 1 hour of sick leave for every 35 hours worked, up to 40 hours per year.
- Start Date: Employees begin accruing sick leave on their first day of work.
- Waiting Period: Employees can start using sick leave after 90 days of employment.
- Frontloading Option: Employers can provide the full 40 hours at the beginning of the year instead of tracking accrual.
When Can Sick Leave Be Used?
Under the Rhode Island Healthy and Safe Families and Workplaces Act, employees can use sick leave for:
- Personal Health
- Illness, injury, or health conditions.
- Medical appointments, preventive care, or treatments.
- Family Care
- Caring for a sick family member (child, spouse, parent, grandparent, grandchild, sibling, or domestic partner).
- Public Health Emergencies
- If the employee’s workplace, school, or childcare provider is closed due to a public health emergency.
- Domestic Violence, Sexual Assault, or Stalking
- Seeking medical care, counseling, relocation, or legal services.
Employer Responsibilities in Rhode Island
Rhode Island employers must:
- Provide Notice: Employers must notify employees about their sick leave rights in writing.
- Track Accrual and Usage: Employers must maintain records for at least three years.
- Prohibit Retaliation: Employers cannot punish employees for using earned sick leave.
Employers who fail to comply may face penalties from the Rhode Island Department of Labor and Training (DLT).
Carryover and Payout of Sick Leave
|
Category |
Requirement |
|
Carryover |
Unused sick leave must be carried over to the next year, but employers may cap total use at 40 hours per year. |
|
Payout at Termination |
Employers are not required to pay out unused sick leave upon termination unless their company policy includes it. |
Interaction with Other Rhode Island Leave Laws
Rhode Island has additional leave laws that work alongside the sick leave law:
- Rhode Island Parental and Family Medical Leave Act (RIPFMLA) – Requires unpaid, job-protected leave for up to 13 weeks in a two-year period for family and medical reasons.
- Temporary Caregiver Insurance (TCI) – Provides paid benefits for up to 6 weeks to care for a family member or bond with a newborn.
- Temporary Disability Insurance (TDI) – Provides wage replacement for employees who need to take leave due to non-work-related illnesses or injuries.
For more information, visit the Rhode Island Department of Labor and Training (DLT).
COVID-19 and Sick Leave in Rhode Island
Employees can use Rhode Island’s paid sick leave for COVID-19-related reasons, including:
- Testing, treatment, or recovery from COVID-19.
- Quarantine or isolation due to exposure.
- Caring for a family member affected by COVID-19.
Employers cannot require employees to provide a doctor’s note for COVID-19-related absences unless it exceeds three days.
FAQs About Sick Leave in Rhode Island
Q: Can an employer require a doctor’s note?
A: Employers may require documentation if an employee is absent for more than three consecutive workdays, but cannot ask for excessive medical details.
Q: Can part-time and temporary employees earn sick leave?
A: Yes. All employees (full-time, part-time, and temporary workers) earn sick leave at the same rate.
Q: What happens if my employer does not provide sick leave?
A: Employees can file a complaint with the Rhode Island Department of Labor and Training (DLT). Employers who violate the law may face fines and back pay requirements.
Common Misconceptions About Sick Leave in Rhode Island
- “Only full-time employees qualify for sick leave.”
False. All employees, including part-time and seasonal workers, accrue sick leave under Rhode Island law.
- “Employers must pay out unused sick leave when an employee leaves.”
False. Employers are not required to pay out unused sick leave unless their policy states otherwise.
- “Employers can deny sick leave requests.”
False. If an employee has accrued sick leave, the employer must allow them to use it.
Why Sick Leave Matters
Rhode Island’s Paid Sick Leave Law ensures that employees can take time off for health-related reasons without losing pay or risking their job. For employers, offering sick leave promotes a healthier workplace, reduces turnover, and improves employee morale.
Final Thoughts
Understanding your sick leave rights in Rhode Island can feel like navigating Narragansett Bay - it helps to know the waters. 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 Rhode Island'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, Rhode Island's paid sick leave law reflects our state's commitment to workers' wellbeing. Like our state motto "Hope," these protections provide security when illness strikes.
Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Rhode Island's unique business environment.
Sick leave in Rhode Island is a protected right for nearly all employees. Employers must comply with the Rhode Island Healthy and Safe Families and Workplaces Act to avoid penalties and support their workforce.
For more information, visit:
- Rhode Island Department of Labor and Training (DLT)
- Rhode Island Sick Leave Guide
- U.S. Department of Labor (FMLA)
