2024 Sick Leave Cheat Sheet

Here's a quick guide to understanding which states and cities in the U.S. have laws for paid sick leave. This list will show you where workers have the right to take paid time off when they're sick. Let's take a look at these important regulations.

Location	AZ - Arizona	CA - Berkeley	CA - California (statewide)
Who is Eligible?	Full and Part-Time Workers	Any Worker that performs 2+ hours/week	Full and Part-Time Workers
Accrual Rate	1 hour per 30 worked	1 hour per 30 worked, in 1-hour increments only	1 hour for every 30 hours worked
When Accrual Must Start	Date of Hire	Date of Hire	First Day of Employment
When Can a Worker Begin Using Paid Leave	90 days after Date of Hire	90 days after Date of Hire	90 calendar days after the first day of employment
Maximum Accrued Per Year	40 hours	72 hours	80 hours or 10 days, whichever is more
Maximum That Can be Used Per Year	40 hours	No max	40 hours or 5 days, whichever is more
Must Paid Leave be Carried Over?	Unused leave, up to the accrual cap carries over to the following year.	Unused leave, up to 72 hours carries over to the following year.	Up to 80 hours of leave carry over to the following year, if using the accrual method. If front-loading PSL, then no time is required to be carried over, but 40 hours must be deposited annually.
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	One-hour increments	One-hour increments	No more than two-hour increments
Special Considerations		This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue.

Location	CA - Emeryville	CA - Los Angeles	CA - Oakland
Who is Eligible?	All Workers who perform at least 2 hours of work in the City of Emeryville.	Full and Part-Time Workers	All Workers who work at least 2 hours/week in the city of Oakland.
Accrual Rate	1 hour for every 30 worked	1 hour per 30 worked	1 hour for every 30 hours worked
When Accrual Must Start	First Day of Employment	First Day of Employment	First Day of Employment
When Can a Worker Begin Using Paid Leave	After 90 Days of Employment	After 90 Days of Employment	90 Days after 1st Day of Employment
Maximum Accrued Per Year	72 hours per year	72 hours	72 hours
Maximum That Can be Used Per Year	All hours accrued may be used	48 hours	There is no maximum number of hours that can be used.
Must Paid Leave be Carried Over?	Up to 72 hours of leave must be carried over to the following year.	Any accrued but unused leave up to a maximum of 72 hours must be carried over to the following year.	Yes, accrued but unused leave must be carried over to the following year.
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	No more than two-hour increments	Follow state guidelines of two-hour increments	No more than one hour increments
Special Considerations			This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue.

Location	CA - San Diego	CA - San Francisco	CA - Santa Monica
Who is Eligible?	Full and Part-Time Workers	Full and Part-Time Workers	Full and Part-Time Workers
Accrual Rate	1 hour per 30 worked	1 hour for every 30 hours worked	1 hour per 30 worked
When Accrual Must Start	First Day of Employment	After 90 Days of Employment	First Day of Employment
When Can a Worker Begin Using Paid Leave	After 90 Days of Employment	When accrual begins	After 90 Days of Employment
Maximum Accrued Per Year	80 hours	72 hours	72 hours
Maximum That Can be Used Per Year	40 Hours	No max	Any accrued (same as accrual caps)
Must Paid Leave be Carried Over?	Any unused leave hours up to 80 hours may be carried over to the following year	Any unused leave up to a max of 72 hours may be carried over to the following year	All unused up to 72 hours
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	No more than two-hour increments	No more than one-hour increments	Follow state guidelines of two-hour increments
Special Considerations		This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue.

Location	CA - West Hollywood (Paid Time Off, not limited to using for illness)	CO - Colorado (Statewide)	CT - Connecticut (statewide)
Who is Eligible?	All Workers are Eligible	Full and Part-Time Workers	Full and Part-Time Workers
Accrual Rate	A Full-Time Worker must accrue at least 96 hours of Paid Time Off annually. 80 hours of unpaid Paid Time Off must be provided annually.	1 hour per 30 worked	1 hour for every 40 hours worked
When Accrual Must Start	Date of Hire	Date of Hire	First Day of Employment
When Can a Worker Begin Using Paid Leave	After 120 Days of Employment, unless used for sick leave, then 90 days in accordance with state law.	As accrued - no waiting period	After 680 hours
Maximum Accrued Per Year	96 of paid leave and 80 unpaid	48 hours	40 hours
Maximum That Can be Used Per Year	96 of paid leave and 80 unpaid	48 hours	40hrs
Must Paid Leave be Carried Over?	Unused paid and unpaid leave carries over each year. For unpaid leave, accrual stops when an employee’s leave bank contains 80 hours. However, with paid leave, employees continue to accrue until their paid leave bank contains 192 hours.	Unused leave up to 48 hours must rollover to the following year.	Unused leave up to 40 hours must rollover to the following year.
Is This Leave Paid Out at Termination?	Yes for paid leave	No	No
Minimum Increment for Usage	Not defined by the ordinance	One-hour increments	Not defined by the ordinance
Special Considerations

Location	DC - Washington DC	IL-Statewide (Paid Time Off, not limited to using for illness)	IL - Chicago (Paid Time Off and Paid Sick Leave)
Who is Eligible?	Full and Part-Time Workers	All Workers	All Workers who perform at least two hours of work in Chicago in any two-week period
Accrual Rate	1 hour for every 37 hours worked	1 hour for every 40 worked	1 hour of Paid Sick Leave AND Paid Leave for every 35 worked
When Accrual Must Start	First Day of Employment	January 1, 2024, or when employment begins	July 1, 2024, or Date of Hire
When Can a Worker Begin Using Paid Leave	After 90 days of Employment	90 days after January 1, 2024, or 90 days after employment begins.	30th Calendar Day of Employment.
Maximum Accrued Per Year	7 days or 56 hours	40 hours	40 hours per year of Paid Leave for any purpose AND 40 hours of Paid Sick Leave per year for a total of 80 hours.
Maximum That Can be Used Per Year	Same as accrual max above	None	No cap
Must Paid Leave be Carried Over?	Any unused leave must be carried over to the following year	Any unused leave must be carried over to the following year	16 hours of Paid leave and 80 hours of Paid Sick Leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	No	Any earned Paid Leave must be paid out at separation or transfer. Unused Paid Sick Leave is not required to be paid out.
Minimum Increment for Usage	Not specified, unless there is a policy that indicates the amount	Not specified	Four-hour increments for Paid Leave and two-hour increments for Paid Sick Leave.
Special Considerations

Location	IL - Cook County (Paid Time Off, not limited to using for illness)	MA - Massachusetts (Statewide)	MD - Maryland (Statewide)
Who is Eligible?	All Workers who work at least 80 hours in a 120-day period	Full and Part-Time Workers. Workers in Massachusetts may use their earned sick time to care for their own physical or mental illness, injury, or condition which requires home care, diagnostic, or preventative care, including routine appointments, or that of a child, spouse, parent, or parent of a spouse or to address the psychological, physical, or legal effects of domestic abuse. An additional qualifying reason Workers may use their sick time is Massachusetts is to take time to address their own physical and mental health needs, and those of their spouse, if the worker or the worker's spouse experiences pregnancy loss or a failed assisted reproduction, adoption, or surrogacy.	Workers who regularly work more than 12 hours per week in the state.
Accrual Rate	1 hour per 40 worked	1 hour for every 30 hours worked	1 hour per 30 worked.
When Accrual Must Start	Date of Hire	Date of Hire	Date of Hire
When Can a Worker Begin Using Paid Leave	After 90 Days of Employment	90 calendar days after the Date of Hire	After 106 Days of Employment
Maximum Accrued Per Year	40 hours	40 hours	40 hours
Maximum That Can be Used Per Year	40 hours	40 hours	Any accrued hours up to a maximum of 64
Must Paid Leave be Carried Over?	Unused leave must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year	Up to 40 hours of unused leave, but no more than 64 hours must be carried over to the following year.
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	No more than two-hour increments	No more than one-hour increments	No more than four-hour increments
Special Considerations

Location	MD - Montgomery County	ME - Maine (Paid Time Off, not limited to using for illness)	MI - Michigan (Statewide)
Who is Eligible?	All Full-Time Workers. Part-Time Workers are eligible if they work over 8 Hours per week	All Workers	All Workers, except those who work fewer than 25 hours per week, those who work 25 weeks or fewer per year, and exempt employees
Accrual Rate	1 hour for every 30 worked	1 hour for every 40 hours worked	1 hour per 35 worked
When Accrual Must Start	First Day of Employment	Date of Hire	Date of Hire
When Can a Worker Begin Using Paid Leave	After 90 Days of Employment	After 120 Days of Employment within a 1-year period	90 days after Date of Hire
Maximum Accrued Per Year	56 hours	40 hours	40 hours
Maximum That Can be Used Per Year	80 hours	40 hours	40 hours
Must Paid Leave be Carried Over?	Up to 56 hours of unused leave must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	If the employer's policy or practice includes a payout upon termination, this must also be paid out upon termination	No
Minimum Increment for Usage	No more than four-hour increments	No more than one-hour increments	Hourly or smallest increment that payroll will allow, if smaller than a one-hour increment
Special Considerations

Location	MN- Statewide	MN- Bloomington	MN - Duluth
Who is Eligible?	Workers who work at least 80 hours for an employer in Minnesota	Full and Part-Time Workers who perform work at locations within the geographic boundaries of the city for at least 80 hours in a year for the same employer.	Workers who perform work in Duluth more than 50% of their working time in a 12-month period or are based in Duluth and spend a substantial part of their time working in the city and not more than 50% in any other particular place,
Accrual Rate	1 hour for every 30 hours worked	1 hour per 30 hours worked within the boundaries of the city	1 hour for every 50 worked
When Accrual Must Start	January 1, 2024, or at the Start of Employment	Date of Hire	First Day of Employment
When Can a Worker Begin Using Paid Leave	Workers may use accrued sick and safe time as it is earned.	90 Days After Date of Hire	90 Days after First Day of Employment
Maximum Accrued Per Year	48 hours	48 hours	64 hours
Maximum That Can be Used Per Year	48 hours	48 hours	40 hours
Must Paid Leave be Carried Over?	Yes, the hours roll over year to year up to a maximum of 80 hours	Unused leave must carry over to the following year, up to a maximum of 80 hours	Up to 40 hours of unused leave must carry over to the following year
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	No more than four-hour increments, but as small as the payroll system allows whichever is smaller	No more than four-hour increments, but as small as the industry/payroll system allows	No more than four-hour increments, but as small as the industry/payroll system allows
Special Considerations

Location	MN - Minneapolis	MN - St. Paul	NJ - New Jersey (Statewide)
Who is Eligible?	Any Worker that works 80 hours within the year	Any Workers that work 80 hours within the year	Full and Part-Time Workers
Accrual Rate	1 hour per 30 worked	1 hour per 30 worked	1 hour per 30 worked
When Accrual Must Start	Date of Hire	Date of Hire	First Day of Employment
When Can a Worker Begin Using Paid Leave	After 90 Days of Employment	After 90 Days of Employment	After 120 calendar Days of Employment
Maximum Accrued Per Year	48 hours	48 hours	40 hours
Maximum That Can be Used Per Year	48 hours	48 hours	40 hours
Must Paid Leave be Carried Over?	Any unused leave must be carried over to the follow year, up to 80-hour accrual max	Any unused leave must be carried over to the following year, up to 80-hour accrual max	Up to 40 hours of unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	No more than four-hour increments	No more than four-hour increments	Must be less than the Workers scheduled shift
Special Considerations

Location	NM - Bernalillo County	NM - New Mexico (Statewide)	NV - Nevada (PTO- Not just sick)
Who is Eligible?	Workers working at least 56 hours a year in the unincorporated County limits.	All Workers	Full and Part-Time Workers
Accrual Rate	1 hour per every 32 hours worked	1 hour per 30 hours worked	.01923 hours of paid leave for every hour worked up to 40 hours per year
When Accrual Must Start	First Day of Employment	July 1, 2022, or Date of Hire	First Day of Employment
When Can a Worker Begin Using Paid Leave	90 days after Date of Hire	July 1, 2022, or Date of Hire	After 90 Days of Employment
Maximum Accrued Per Year	56 hours	None	None
Maximum That Can be Used Per Year	56 hours	64 hours	40 hours
Must Paid Leave be Carried Over?	All accrued but unused leave must be carried over to the following year	All accrued but unused leave must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	None provided	The smaller of hourly increments or the smaller increments that the employer's payroll system uses	Employers can set a minimum increment that the employee may use the accrued leave at any one time, not to exceed four-hour increments.
Special Considerations

Location	NY - New York (Statewide)	NY - New York City	NY - Westchester County (Earned Sick Leave Law)
Who is Eligible?	Full and Part-Time Workers	Full and Part-Time Workers	All Workers
Accrual Rate	1 hour per 30 hours worked	1 hour for every 30 hours worked	1 hour per 30 worked
When Accrual Must Start	First Day of Employment	First Day of Employment	Date of Hire
When Can a Worker Begin Using Paid Leave	As accrued	As accrued	90 days after Date of Hire
Maximum Accrued Per Year	56 hours	56 hours	40 hours
Maximum That Can be Used Per Year	56 hours	56 hours	40 hours
Must Paid Leave be Carried Over?	Unused leave must be carried over to the following year	Up to 56 hours of unused leave must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	Reasonable Minimum increment may be used, however it cannot exceed a four-hour increment	A reasonable limit of no more than four-hour increments, and in 30-minute increments after the first 4 hours	Can use smallest increments payroll system allows, but no more than four-hour increments
Special Considerations

Location	OR - Oregon (Statewide)	PA - Allegheny County	PA - Philadelphia
Who is Eligible?	Full and Part-Time Workers	Full and Part-Time Workers	Full and Part-Time Workers
Accrual Rate	1 hour for every 30 hours worked or 1 1/3 hours for every 40 hours worked	1 hour for every 35 hours worked.	1 hour for every 40 worked
When Accrual Must Start	First Day of Employment	Date of Hire	First Day of Employment
When Can a Worker Begin Using Paid Leave	On the 91st day of employment	After 90 Days of Employment	After 90 calendar Days of Employment
Maximum Accrued Per Year	40 hours	40 hours	40 hours
Maximum That Can be Used Per Year	40 hours	40 hours	40 hours
Must Paid Leave be Carried Over?	Unused leave must be carried over to the following year	Up to 40 hours of unused must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	No more than one-hour increments	The smallest amount allowed by the employer	No more than one-hour increments
Special Considerations

Location	PA - Pittsburgh	RI - Rhode Island (Statewide)	VT - Vermont (Statewide)
Who is Eligible?	Full and Part-time Worker who perform at least 35 hours of work in Pittsburgh annually.	All Workers	Workers that work 18+ hours per week
Accrual Rate	1 hour for every 35 worked	1 hour per 35 worked	1 hour for every 52 worked
When Accrual Must Start	Date of Hire	Date of Hire	Date of Hire
When Can a Worker Begin Using Paid Leave	After 90 Days of Employment	After 90 Days of Employment	Employers may impose a one-year waiting period
Maximum Accrued Per Year	40 hours	40 hours	40 hours
Maximum That Can be Used Per Year	40 hours	40 hours	40 hours
Must Paid Leave be Carried Over?	Up to 40 hours if unused must be carried over to the following year, unless max accrual is front-loaded at the beginning of the year	Accrued but unused up to cap amount must be carried over to the following year	Any unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	No	No	No
Minimum Increment for Usage	Can be used in smallest increment allowed by employer	No more than four-hour increments	Smallest increment the payroll/policy allows, not required to go less than one-hour increments
Special Considerations

Location	WA - SeaTac- Transportation and Hospitality ONLY	WA - Seattle	WA - Tacoma
Who is Eligible?	Only applies to Workers in the hospitality and transportation industry.	Both Full and Part-Time Workers	All Workers who work more than 80 hours a year in Tacoma, WA
Accrual Rate	1 hour per 40 worked	1 hour for every 30 hours worked	1 hour for every 40 worked
When Accrual Must Start	First Day of Employment	First Day of Employment	First Day of Employment
When Can a Worker Begin Using Paid Leave	When accrued	After 90 days	After 90 days of employment
Maximum Accrued Per Year	None	None	None
Maximum That Can be Used Per Year	None	None	None
Must Paid Leave be Carried Over?	No carryover is required due to the requirement to pay out unused leave annually	72 hours of unused leave must be carried over to the following year	Up to 40 hours of unused leave must be carried over to the following year
Is This Leave Paid Out at Termination?	Yes. This leave is paid out annually	No	No
Minimum Increment for Usage	N/A	No more than one-hour increments	By policy, if no policy, hourly increments
Special Considerations

Location	WA - Washington (Statewide)
Who is Eligible?	All Workers
Accrual Rate	1 hour per 40 worked
When Accrual Must Start	Date of Hire
When Can a Worker Begin Using Paid Leave	90 days after Date of Hire
Maximum Accrued Per Year	None
Maximum That Can be Used Per Year	None
Must Paid Leave be Carried Over?	Any unused leave up to 40 hours must be carried over to the following year
Is This Leave Paid Out at Termination?	No
Minimum Increment for Usage	One -hour increments or less
Special Considerations

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Audit & Compliance

2024 Sick Leave Cheat Sheet

Location

AZ - Arizona

CA - Berkeley

CA - California (statewide)

Who is Eligible?

Accrual Rate

When Accrual Must Start

When Can a Worker Begin Using Paid Leave

Maximum Accrued Per Year

Maximum That Can be Used Per Year

Must Paid Leave be Carried Over?

Is This Leave Paid Out at Termination?

Minimum Increment for Usage

Special Considerations

Location

CA - Emeryville

CA - Los Angeles

CA - Oakland

Who is Eligible?

Accrual Rate

When Accrual Must Start

When Can a Worker Begin Using Paid Leave

Maximum Accrued Per Year

Maximum That Can be Used Per Year

Must Paid Leave be Carried Over?

Is This Leave Paid Out at Termination?

Minimum Increment for Usage

Special Considerations

Location

CA - San Diego

CA - San Francisco

CA - Santa Monica

Who is Eligible?

Accrual Rate

When Accrual Must Start

When Can a Worker Begin Using Paid Leave

Maximum Accrued Per Year

Maximum That Can be Used Per Year

Must Paid Leave be Carried Over?

Is This Leave Paid Out at Termination?

Minimum Increment for Usage

Special Considerations

Location

CA - West Hollywood (Paid Time Off, not limited to using for illness)

CO - Colorado (Statewide)

CT - Connecticut (statewide)

Who is Eligible?

Accrual Rate

When Accrual Must Start

When Can a Worker Begin Using Paid Leave

Maximum Accrued Per Year

Maximum That Can be Used Per Year

Must Paid Leave be Carried Over?

Is This Leave Paid Out at Termination?

Minimum Increment for Usage

Special Considerations

Location

DC - Washington DC

IL-Statewide (Paid Time Off, not limited to using for illness)

IL - Chicago (Paid Time Off and Paid Sick Leave)

Who is Eligible?

Accrual Rate

When Accrual Must Start

When Can a Worker Begin Using Paid Leave

Maximum Accrued Per Year

Maximum That Can be Used Per Year

Must Paid Leave be Carried Over?

Is This Leave Paid Out at Termination?

Minimum Increment for Usage

Special Considerations

Location

IL - Cook County (Paid Time Off, not limited to using for illness)

MA - Massachusetts (Statewide)

MD - Maryland (Statewide)

Who is Eligible?

Accrual Rate

When Accrual Must Start

When Can a Worker Begin Using Paid Leave

Maximum Accrued Per Year