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 and/or mandated paid time off for any reason. 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.
| Title | City* | Who is Eligible? * | Accrual Start, Usage Start, and Rate* | Minimum Accrual and Usage Caps Per Year* | Must Leave be Carried Over? * | Leave Paid Out at Termination? * | Medical Certification | Minimum Increment for Usage | Reinstatement Policy |
| AK | Alaska (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, unused accrued leave must carryover from year to year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within 9 months. |
| AZ | Arizona (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, unused leave up to 40 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within 6 months. |
| CA | California (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, 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. | No | May be requested upon return to work if the business of work has information indicating that the worker is not requesting paid sick leave for a valid purpose. | A "reasonable" minimum, not to exceed 2 hours | Reinstated if rehired within one year. |
| CA | Berkeley | Workers who perform at least 2 hours of work in the city of Berkeley | Accrual Begins On: First day of employment Eligible for Use from: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked, in 1-hour increments only |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 72 hours carries over to the following year. | No | May be requested from worker after 3 or more consecutives days of absence, but cannot require workers to incur documentation or verification expenses exceeding $15. | 1 hour | |
| CA | Emeryville | Workers who perform at least 2 hours of work in the City of Emeryville | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 72 hours carries over to the following year. | No | Per state law, may be requested upon return to work if the business of work has information indicating that the worker is not requesting paid sick leave for a valid purpose. | 2 hours | |
| CA | Los Angeles | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: 48 hours |
Yes, unused leave, up to 72 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| CA | Oakland | Workers who perform at least 2 hours of work in the City of Oakland | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, accrued unused leave must be carried over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | |
| CA | San Diego | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: All hours accrued at the rate of 1 hour for every 30 worked Minimum Annual Usage Cap: 40 hours |
Yes, unused leave, up to 80 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | 2 hours | Reinstated if rehired within six months. |
| CA | San Francisco | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 72 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence or due to a pattern of a clear abuse of policy. | 1 hour | Reinstated if rehired within one year. |
| CA | Santa Monica | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: 72 hours |
Yes, unused leave, up to 72 hours carries over to the following year. | No | Per state law, may be requested upon return to work if the business of work has information indicating that the worker is not requesting paid sick leave for a valid purpose. | 2 hours | |
| CA | West Hollywood (PTO, not limited to sick) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: After 120 Days of Employment, unless used for sick leave, then 90 days in accordance with state law. 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. |
Minimum Annual Accrual: 96 hours of paid leave and 80 hours of unpaid leave Minimum Annual Usage Cap: 48 hours |
Yes, unused paid and unpaid leave carries over each year. For unpaid leave, accrual stops when a worker's leave bank contains 80 hours. However, with paid leave, workers continue to accrue until their paid leave bank contains 192 hours. | Yes, PTO must be paid out at termination | Cannot be requested for PTO. | Not specified | |
| CO | Colorado (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 48 hours Minimum Annual Usage Cap: 48 hours |
Yes, unused leave, up to 48 hours carries over to the following year. | No | Can be requested from a worker after 4 or more consecutive days of absence. | 1 hour | Reinstated if rehired within 6 months. |
| CT | Connecticut (Statewide) | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 120 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, unused leave up to 40 hours may rollover to the following year. Companies that opt to frontload a worker's annual paid leave balance will not be required to rollover hours | No. | Cannot be requested from a worker. | 1 hour | No reinstatement required. |
| DC | Washington DC | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 37 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, any unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| IL | Statewide (PTO, not limited to using for illness) | All Workers | Accrual Begins On: January 1, 2024, or first day of employment, whichever is later Eligible for Use From: 90 days after January 1, 2024 or after the first day of employment, whichever is later Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, any unused leave must be carried over to the following year | No | Cannot be requested from a worker. | Not specified | Reinstated if rehired within one year. |
| IL | Illinois Paid Military Funeral Honors Detail Leave (Statewide) | Workers with at least 12 months of service with the same company and 1,250 hours worked in the 12 months before the leave who are serving on a funeral honors detail. | Accrual Begins On: After 12 months of service consisting of at least 1,250 hours Eligible for Use From: Immediately once granted Rate: 40 hours of funeral honors detail leave per year are immediately granted once a worker is eligible. |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
No, it resets annually. | No | A business may request documentation verifying the worker’s participation in the funeral honors detail. Acceptable verification may include confirmation from the veterans service organization that dispatched the employee to the funeral honors detail or official notice provided to the worker in relation to the funeral honors detail. | Not specified | |
| IL | Chicago (PTO and Paid Sick Leave) | Workers who perform at least two hours of work in Chicago in any two-week period | Accrual Begins On: July, 1, 2024, or first day of employment, whichever is later Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour of Paid Sick Leave AND Paid Time Off for every 35 worked |
Minimum Annual Accrual: 40 hours per year of Paid Time Off for any purpose AND 40 hours of Paid Sick Leave per year for a total of 80 hours. Minimum Annual Usage Cap: All hours accrued may be used |
Yes, 16 hours of Paid Time Off and 80 hours of Paid Sick Leave must be carried over to the following year | Any earned Paid Time Off must be paid out at separation or transfer. Unused Paid Sick Leave is not required to be paid out. | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hour increments for Paid Time Off and 2 hour increments for Paid Sick Leave | |
| IL | Cook County (PTO, not limited to using for illness) | Workers who work at least 80 hours in a 120-day period | Accrual Begins On: Date of Hire Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 40 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any unused leave must be carried over to the following year | The value of unused paid leave must be paid out if it is credited to the worker's paid time off bank or vacation account. | Cannot be requested for PTO. | A business cannot require leave in increments larger than 2 hours | Reinstated if rehired within 120 days. |
| MA | Massachusetts (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | |
| MD | Maryland (Statewide) | Workers who regularly work more than 12 hours per week in the state of Maryland | Accrual Begins On: First day of employment Eligible for Use From: 106 calendar days after the first day of employment Rate: 1 hour per 30 worked. |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 64 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year. | No | Can be requested from a worker after 5 or more consecutive days of absence. | A business cannot require leave in increments larger than 4 hours | Reinstated if rehired within 37 weeks. |
| MD | Montgomery County | All Full-Time Workers. Part-Time Workers are eligible if they work over 8 Hours per week | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 80 hours |
Yes, up to 56 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | A business cannot require leave in increments larger than 4 hours | Reinstated if rehired within 9 months. |
| ME | Statewide (PTO, not limited to using illness) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 120 calendar days after the first day of employment Rate: 1 hour for every 40 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | If the employer's policy or practice includes a payout upon termination, this must also be paid out upon termination | Cannot be requested for PTO. | 1 hour | Reinstated if rehired within one year, if not already paid out prior. |
| MI | Michigan (Statewide) | 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 Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment. If hired after February 21, 2025, Workers must wait 120 days. Rate: 1 hour per 30 worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: 72 hours |
Yes, up to 72 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstatement is not required. |
| MN | Minnesota (Statewide) | Workers who work at least 80 hours per year in Minnesota with the same employer | Accrual Begins On: January 1, 2024, or on the First Day of Employment, whichever is later Eligible for Use From: First day of employment Date: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 48 hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 2 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 120 days. |
| MN | Bloomington | Workers who work at least 80 hours per year in the city of Bloomington with the same employer | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 hours worked within the boundaries of the city |
Minimum Annual Accrual: 48 hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 120 days. |
| MN | Duluth | 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 Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 50 worked |
Minimum Annual Accrual: 64 Hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 90 days. |
| MN | Minneapolis | Workers who perform at least 80 hours of work per year in the city of Minneapolis | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 48 Hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 90 days. |
| MN | St. Paul | Workers who perform at least 80 hours of work per year in the city of St. Paul | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 48 Hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 90 days. |
| NE | Nebraska (Statewide) | All Workers | Accrual Begins On: After 80 hours of consecutive employment Eligible for Use From: First day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, any unused accrued leave must be carried over | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within one year. |
| NJ | New Jersey (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 120 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within 6 months. |
| NM | Bernalillo County | Workers working at least 56 hours a year in the unincorporated County limits. | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per every 32 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, all accrued unused leave must be carried over to the following year | No | Per state law, can be requested from a worker after 2 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| NM | New Mexico (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 hours worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: 64 hours |
Yes, all accrued but unused leave must be carried over to the following year | No | Can be requested from a worker after 2 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within one year. |
| NV | Nevada (PTO, Not just sick) | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: .01923 hours of paid leave for every hour worked up to 40 hours per year |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Cannot be requested for PTO. | 4 hour | Reinstated if rehired within 90 days. |
| NY | Statewide (Paid Sick Leave) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | |
| NY | Statewide (Prenatal Personal Leave) | Full-Time and Pregnant Part-Time Workers | Accrual Begins On: First day of employment, all 20 hours are automatically granted Eligible for Use From: First day of employment Rate: Workers receive 20 hours of paid leave |
Minimum Annual Accrual: 20 hours Minimum Annual Usage Cap: 20 hours |
No | No | Cannot be requested from a worker for them to use Prenatal Personal Leave. | 4 hours | |
| NY | New York City | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, up to 56 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. Where a health care provider charges a worker a fee for the provision of documentation requested by their employer, the employer shall reimburse the worker for the fee. | 4 hours | Reinstated if rehired within 6 months. |
| NY | New York City (Prenatal Leave) | All Workers | Accrual Begins On: First Day of employment, all 20 hours are automatically granted Eligible for Use From: First Day of employment Rate: Workers receive 20 hours of paid leave |
Minimum Annual Accrual: 20 hours Minimum Annual Usage Cap: 20 hours |
No | No | Can be requested from workers to show reasonable documentation. | 4 hours | |
| NY | Westchester County (Earned Sick Leave Law) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 9 months. |
| OR | Oregon (Statewide) | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked or 1 1/3 hours for every 40 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any accrued unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | A business cannot require leave in increments larger than 1 hour | Reinstated if rehired within 180 days. |
| PA | Allegheny County | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 35 hours worked. |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within 6 months. |
| PA | Philadelphia | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 2 or more consecutive days of absence. | 1 hour | |
| PA | Pittsburgh | Workers who perform at least 30 hours of work per year in Pittsburgh | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: 72 hours |
Yes, up to 72 hours if unused must be carried over to the following year, unless max accrual is front-loaded at the beginning of the year | No | Can be requested from a worker after 3 or more consecutive days of absence, but cannot inquire about the nature of the illness. | Smallest increment our system allows - 1 minute | Reinstated if rehired within 6 months. |
| RI | Rhode Island (Statewide) | All Workers | Accrual Begins On: Date of Hire Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 35 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any accrued but unused up to cap amount must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence or if used in the final 2 weeks of employment. | 4 hours | Reinstated if rehired within 135 days. |
| VT | Vermont (Statewide) | Workers who regularly perform at least 18 hours of work per week | Accrual Begins On: First day of employment Eligible for Use From: One year after first day of employment Rate: 1 hour for every 52 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within one year. |
| WA | Seattle | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: All hours accrued may be used |
Yes, up to 72 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence or in cases of abuse of the policy. | 1 hour | Reinstated if rehired within one year. |
| WA | Tacoma | Workers who work more than 80 hours per year in the city of Tacoma | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: All hours accrued may be used |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| WA | Washington (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 40 hours must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| Title | City* | Who is Eligible? * | Accrual Start, Usage Start, and Rate* | Minimum Accrual and Usage Caps Per Year* | Must Leave be Carried Over? * | Leave Paid Out at Termination? * | Medical Certification | Minimum Increment for Usage | Reinstatement Policy |
| AK | Alaska (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, unused accrued leave must carryover from year to year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within 9 months. |
| AZ | Arizona (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, unused leave up to 40 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within 6 months. |
| CA | California (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, 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. | No | May be requested upon return to work if the business of work has information indicating that the worker is not requesting paid sick leave for a valid purpose. | A "reasonable" minimum, not to exceed 2 hours | Reinstated if rehired within one year. |
| CA | Berkeley | Workers who perform at least 2 hours of work in the city of Berkeley | Accrual Begins On: First day of employment Eligible for Use from: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked, in 1-hour increments only |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 72 hours carries over to the following year. | No | May be requested from worker after 3 or more consecutives days of absence, but cannot require workers to incur documentation or verification expenses exceeding $15. | 1 hour | |
| CA | Emeryville | Workers who perform at least 2 hours of work in the City of Emeryville | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 72 hours carries over to the following year. | No | Per state law, may be requested upon return to work if the business of work has information indicating that the worker is not requesting paid sick leave for a valid purpose. | 2 hours | |
| CA | Los Angeles | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: 48 hours |
Yes, unused leave, up to 72 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| CA | Oakland | Workers who perform at least 2 hours of work in the City of Oakland | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, accrued unused leave must be carried over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | |
| CA | San Diego | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: All hours accrued at the rate of 1 hour for every 30 worked Minimum Annual Usage Cap: 40 hours |
Yes, unused leave, up to 80 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence. | 2 hours | Reinstated if rehired within six months. |
| CA | San Francisco | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 72 hours carries over to the following year. | No | Can be requested from a worker after 3 or more consecutive days of absence or due to a pattern of a clear abuse of policy. | 1 hour | Reinstated if rehired within one year. |
| CA | Santa Monica | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 72 hours Minimum Annual Usage Cap: 72 hours |
Yes, unused leave, up to 72 hours carries over to the following year. | No | Per state law, may be requested upon return to work if the business of work has information indicating that the worker is not requesting paid sick leave for a valid purpose. | 2 hours | |
| CA | West Hollywood (PTO, not limited to sick) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: After 120 Days of Employment, unless used for sick leave, then 90 days in accordance with state law. 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. |
Minimum Annual Accrual: 96 hours of paid leave and 80 hours of unpaid leave Minimum Annual Usage Cap: 48 hours |
Yes, unused paid and unpaid leave carries over each year. For unpaid leave, accrual stops when a worker's leave bank contains 80 hours. However, with paid leave, workers continue to accrue until their paid leave bank contains 192 hours. | Yes, PTO must be paid out at termination | Cannot be requested for PTO. | Not specified | |
| CO | Colorado (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 48 hours Minimum Annual Usage Cap: 48 hours |
Yes, unused leave, up to 48 hours carries over to the following year. | No | Can be requested from a worker after 4 or more consecutive days of absence. | 1 hour | Reinstated if rehired within 6 months. |
| CT | Connecticut (Statewide) | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 120 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, unused leave up to 40 hours may rollover to the following year. Companies that opt to frontload a worker's annual paid leave balance will not be required to rollover hours | No | Can be requested from a worker after 3 or more consecutive days of absence. Documentation must specify the need for a number of days off. | 1 hour | No reinstatement required. |
| DC | Washington DC | All Workers | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 37 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, any unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| IL | Statewide (PTO, not limited to using for illness) | All Workers | Accrual Begins On: January 1, 2024, or first day of employment, whichever is later Eligible for Use From: 90 days after January 1, 2024 or after the first day of employment, whichever is later Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: All hours accrued may be used |
Yes, any unused leave must be carried over to the following year | No | Cannot be requested from a worker. | Not specified | Reinstated if rehired within one year. |
| IL | Illinois Paid Military Funeral Honors Detail Leave (Statewide) | Workers with at least 12 months of service with the same company and 1,250 hours worked in the 12 months before the leave who are serving on a funeral honors detail. | Accrual Begins On: After 12 months of service consisting of at least 1,250 hours Eligible for Use From: Immediately once granted Rate: 40 hours of funeral honors detail leave per year are immediately granted once a worker is eligible. |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
No, it resets annually. | No | A business may request documentation verifying the worker’s participation in the funeral honors detail. Acceptable verification may include confirmation from the veterans service organization that dispatched the employee to the funeral honors detail or official notice provided to the worker in relation to the funeral honors detail. | Not specified | |
| IL | Chicago (PTO and Paid Sick Leave) | Workers who perform at least two hours of work in Chicago in any two-week period | Accrual Begins On: July, 1, 2024, or first day of employment, whichever is later Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour of Paid Sick Leave AND Paid Time Off for every 35 worked |
Minimum Annual Accrual: 40 hours per year of Paid Time Off for any purpose AND 40 hours of Paid Sick Leave per year for a total of 80 hours. Minimum Annual Usage Cap: All hours accrued may be used |
Yes, 16 hours of Paid Time Off and 80 hours of Paid Sick Leave must be carried over to the following year | Any earned Paid Time Off must be paid out at separation or transfer. Unused Paid Sick Leave is not required to be paid out. | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hour increments for Paid Time Off and 2 hour increments for Paid Sick Leave | |
| IL | Cook County (PTO, not limited to using for illness) | Workers who work at least 80 hours in a 120-day period | Accrual Begins On: Date of Hire Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 40 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any unused leave must be carried over to the following year | The value of unused paid leave must be paid out if it is credited to the worker's paid time off bank or vacation account. | Cannot be requested for PTO. | A business cannot require leave in increments larger than 2 hours | Reinstated if rehired within 120 days. |
| MA | Massachusetts (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | |
| MD | Maryland (Statewide) | Workers who regularly work more than 12 hours per week in the state of Maryland | Accrual Begins On: First day of employment Eligible for Use From: 106 calendar days after the first day of employment Rate: 1 hour per 30 worked. |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 64 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year. | No | Can be requested from a worker after 5 or more consecutive days of absence. | A business cannot require leave in increments larger than 4 hours | Reinstated if rehired within 37 weeks. |
| MD | Montgomery County | All Full-Time Workers. Part-Time Workers are eligible if they work over 8 Hours per week | Accrual Begins On: First Day of Employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 80 hours |
Yes, up to 56 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | A business cannot require leave in increments larger than 4 hours | Reinstated if rehired within 9 months. |
| ME | Statewide (PTO, not limited to using illness) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 120 calendar days after the first day of employment Rate: 1 hour for every 40 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | If the employer's policy or practice includes a payout upon termination, this must also be paid out upon termination | Cannot be requested for PTO. | 1 hour | Reinstated if rehired within one year, if not already paid out prior. |
| MI | Michigan (Statewide) | 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 Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment. If hired after February 21, 2025, Workers must wait 120 days. Rate: 1 hour per 30 worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: 72 hours |
Yes, up to 72 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstatement is not required. |
| MN | Minnesota (Statewide) | Workers who work at least 80 hours per year in Minnesota with the same employer | Accrual Begins On: January 1, 2024, or on the First Day of Employment, whichever is later Eligible for Use From: First day of employment Date: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 48 hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 120 days. |
| MN | Bloomington | Workers who work at least 80 hours per year in the city of Bloomington with the same employer | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 hours worked within the boundaries of the city |
Minimum Annual Accrual: 48 hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 120 days. |
| MN | Duluth | 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 Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 50 worked |
Minimum Annual Accrual: 64 Hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 90 days. |
| MN | Minneapolis | Workers who perform at least 80 hours of work per year in the city of Minneapolis | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 48 Hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 90 days. |
| MN | St. Paul | Workers who perform at least 80 hours of work per year in the city of St. Paul | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 48 Hours Minimum Annual Usage Cap: 48 hours |
Yes, up to 80 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 90 days. |
| NE | Nebraska (Statewide) | All Workers | Accrual Begins On: After 80 hours of consecutive employment Eligible for Use From: First day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, any unused accrued leave must be carried over | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within one year. |
| NJ | New Jersey (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 120 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within 6 months. |
| NM | Bernalillo County | Workers working at least 56 hours a year in the unincorporated County limits. | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per every 32 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, all accrued unused leave must be carried over to the following year | No | Per state law, can be requested from a worker after 2 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| NM | New Mexico (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 hours worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: 64 hours |
Yes, all accrued but unused leave must be carried over to the following year | No | Can be requested from a worker after 2 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within one year. |
| NV | Nevada (PTO, Not just sick) | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: .01923 hours of paid leave for every hour worked up to 40 hours per year |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Cannot be requested for PTO. | 4 hour | Reinstated if rehired within 90 days. |
| NY | Statewide (Paid Sick Leave) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour per 30 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | |
| NY | Statewide (Prenatal Personal Leave) | Full-Time and Pregnant Part-Time Workers | Accrual Begins On: First day of employment, all 20 hours are automatically granted Eligible for Use From: First day of employment Rate: Workers receive 20 hours of paid leave |
Minimum Annual Accrual: 20 hours Minimum Annual Usage Cap: 20 hours |
No | No | Cannot be requested from a worker for them to use Prenatal Personal Leave. | 4 hours | |
| NY | New York City | All Workers | Accrual Begins On: First day of employment Eligible for Use From: First day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: 56 hours Minimum Annual Usage Cap: 56 hours |
Yes, up to 56 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. Where a health care provider charges a worker a fee for the provision of documentation requested by their employer, the employer shall reimburse the worker for the fee. | 4 hours | Reinstated if rehired within 6 months. |
| NY | New York City (Prenatal Leave) | All Workers | Accrual Begins On: First Day of employment, all 20 hours are automatically granted Eligible for Use From: First Day of employment Rate: Workers receive 20 hours of paid leave |
Minimum Annual Accrual: 20 hours Minimum Annual Usage Cap: 20 hours |
No | No | Can be requested from workers to show reasonable documentation. | 4 hours | |
| NY | Westchester County (Earned Sick Leave Law) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour per 30 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 4 hours | Reinstated if rehired within 9 months. |
| OR | Oregon (Statewide) | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked or 1 1/3 hours for every 40 hours worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any accrued unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | A business cannot require leave in increments larger than 1 hour | Reinstated if rehired within 180 days. |
| PA | Allegheny County | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 35 hours worked. |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within 6 months. |
| PA | Philadelphia | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 2 or more consecutive days of absence. | 1 hour | |
| PA | Pittsburgh | Workers who perform at least 35 hours of work per year in Pittsburgh | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 35 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, 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 | No | Can be requested from a worker after 3 or more consecutive days of absence, but cannot inquire about the nature of the illness. | Smallest increment our system allows - 1 minute | Reinstated if rehired within 6 months. |
| RI | Rhode Island (Statewide) | All Workers | Accrual Begins On: Date of Hire Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 35 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any accrued but unused up to cap amount must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence or if used in the final 2 weeks of employment. | 4 hours | Reinstated if rehired within 135 days. |
| VT | Vermont (Statewide) | Workers who regularly perform at least 18 hours of work per week | Accrual Begins On: First day of employment Eligible for Use From: One year after first day of employment Rate: 1 hour for every 52 worked |
Minimum Annual Accrual: 40 hours Minimum Annual Usage Cap: 40 hours |
Yes, any unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | Smallest increment our system allows - 1 minute | Reinstated if rehired within one year. |
| WA | Seattle | All Workers | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 30 hours worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: All hours accrued may be used |
Yes, up to 72 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence or in cases of abuse of the policy. | 1 hour | Reinstated if rehired within one year. |
| WA | Tacoma | Workers who work more than 80 hours per year in the city of Tacoma | Accrual Begins On: First Day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: All hours accrued may be used |
Yes, up to 40 hours of unused leave must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
| WA | Washington (Statewide) | All Workers | Accrual Begins On: First day of employment Eligible for Use From: 90 calendar days after the first day of employment Rate: 1 hour for every 40 worked |
Minimum Annual Accrual: No max Minimum Annual Usage Cap: All hours accrued may be used |
Yes, unused leave up to 40 hours must be carried over to the following year | No | Can be requested from a worker after 3 or more consecutive days of absence. | 1 hour | Reinstated if rehired within one year. |
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