|Title (do not remove this)|
U.S. States Paid Sick Leave Laws(Current as of March 27, 2020)
|STATE / LAW||PAID SICK LEAVE REQUIRED?||ELIGIBLE EMPLOYEE||ACCRUAL / CAP||WAITING PERIOD||CARRYOVER POSSIBILITY?||GENERAL OVERVIEW FOR USE OF SICK LEAVE|
|ARIZONA: Fair Wages and Health Families Act||Yes||All employees except: state or federal government employees; persons employed by a parent or a sibling; or persons performing babysitting services.||Employees accrue one hour of paid sick time for every 30 hours worked. Employers with 15 or more employees, employees can accrue and use up to 40 hours per year. All others can accrue and use up to 24 hours per year.||Accrual begins upon commencement of employment, but employers may require employees not to use until 90 days after their start date.||Employee with an employer with 15 or more employees may carry over to the following year a maximum of 40 hours of unused earned paid sick time. Employee of an employer with fewer than 15 employees may carry over to the following year a max of 24 hours of unused earned paid sick time. Alternatively, in lieu of carry over, an employer may pay an employee for unused earned paid sick time.||Employees can use sick leave to care for themselves or their family members; for reasons related to domestic or sexual violence, abuse, or stalking; and for certain other specified reasons.|
|CALIFORNIA1: Healthy Workplaces, Healthy Families Act||Yes||An employee who works in CA for 30 or more days within a year from the beginning of employment.||One hour of paid sick leave for every 30 hours of work. Employers can cap the amount of leave an employee earns each year to 48 hours/6 days; employers can cap the amount leave an employee uses to 24 hours/3 days per year.||Accrual begins upon commencement of employment, but are not entitled to use until 90 days after their start date.||Employees are entitled to carry forward unused paid sick time, but employers are not required to allow use of more than 24 hours (or three days) of paid sick time per year. Carry forward is not required if the full amount of paid sick time (24 hours, or three days) is provided at the beginning of each year.||Employers must provide paid sick leave to employees for their own or their family members' existing health conditions or preventive care or for purposes related to their status as victims of domestic violence, sexual assault, or stalking.|
|CONNECTICUT: Paid Sick Leave Law||Yes||Employers with 50 or more full- time and/or part-time employees working in the state. Applies only to “service workers” as defined in the statute. (Several exclusions apply.)||One hour of paid sick leave for every 40 hours of work, up to a maximum of 40 hours per year.||Employees who did not work at least 10 hours per week in the most recent complete calendar quarter are not permitted to use accrued paid sick leave.||Employees may carry over up to 40 accrued, unused hours to the next year. Employers may offer the service worker the option of a pay out in lieu of carry over as long as volunary. Employees may not use more than 40 hours per year.||Employers must provide eligible service employees with paid sick leave to care for themselves or their family members or for certain purposes when they are victims of family violence or sexual assault.|
|DISTRICT OF COLUMBIA2: Accrued Sick and Safe Leave Act of 2008 (ASSLA); Earned Sick and Safe Leave Amendment Act of 2013||Yes||All employees||Depend on employer size: (a) 100+ employees – 1 hour every 37 hours (up to 7 days per year); (b) 25-99 employees – 1 hour for every 43 hours (up to 5 days per year); (c) 1-24 employees – 1 hour every 87 hours (up to 3 days per year).||Accrual begins upon commencement of employment, but employers may require employees not to use until 90 days after their start date.||Employers must allow employees to carry over their accrued sick time from year to year.||Employers must provide eligible employees with accrued sick and safe leave to care for themselves or their family members and for certain purposes when they or their family members are victims of stalking, domestic violence, or sexual abuse|
|MAINE: An Act Authorizing Earned Employee Leave - 26 MRSA § 42-B, 2019 Me. Laws 156 (S.P. 110, L.D. 369)||Yes (Eff. Jan 1, 2021)||Employers with more than 10 employees, except seasonal businesses and those that hire workers for less than 120 days.||One hour of paid leave for every 40 hours of work. Maximum accrual limit of 40 hours per year.||Accrual begins at start of employment. Employees can begin taking sick leave after working for an employer for 120 days during a one-year period.||Currently, the law does not include any rules for carryover of unused time.||Allows employees to use paid leave for any reason, which includes personal, family and medical reasons.|
|MARYLAND: Maryland Healthy Working Families Act (MHWFA)||Yes||Employers with 15 or more full-time, part-time, seasonal or temporary employees within the state. Certain types of employees are exempt from accruing paid sick leave (incl. employees working fewer than 12 hours per week and those under age 18).||One hour of sick and safe leave for every 30 hours worked, up to a maximum of 40 hours per “benefit year,” as defined by the employer, and 64 hours at any time. For employers with 15 or more employees, the leave must be paid; otherwise it can be paid or unpaid.||Accrual begins upon commencement of employment, but employers may require employees not to use until 106 days after their start date.||Up to 40 hours of unused accrued leave may be carried over to the next benefit year. An employee may bank a maximum of 64 hours of leave at any time.||Employers must provide eligible employees leave to care for their own or their family members' mental or physical illnesses, injuries, or conditions; to obtain preventive medical care for themselves or their family members; for maternity or paternity leave; or to address the effects of domestic violence, sexual assault, or stalking committed against them or their family members.|
|MASSACHUSETTS5: MA Earned Sick Time Law - M.G.L. c. 149 § 148C (940 CMR 33.00)||Yes||All employees (exceptions for most public employers)||One hour of sick time for every 30 hours of work (can be paid in monthly or yearly lump sum equal to no less than 1 hour for every 30 hours worked). This leave must be paid if employers have 11 or more employees.||Accrual begins upon commencement of employment, but employers may require employees not to use until 90 days after their start date.||If earned through accrual or monthly lump sum, employers must allow employees to carry over at least 40 hours of earned unused sick time. If earned through yearly lump sum (40 hours at beginning of each benefit year), employer may prohibit carryover.||Employers must provide eligible employees leave for certain reasons related to their own or their family members' medical needs or to address the effects of domestic violence.|
|MICHIGAN: Paid Medical Leave Act (PMLA)||Yes||Employers with 50 or more employees, with some exceptions including: federal employees, exempt employees, and employees scheduled to work 25 weeks of fewer.||One hour of leave for every 35 hours of work. Employers can set a maximum accrual at 40 hours per year.||Employees can carry over 40 hours of leave from year to year. Employers who give employees a lump sum of 40 hours at the beginning of the year do not have to let employees carry over unused time.||Eligible employees can use paid medical leave to care for themselves or their family members, during certain public health emergencies, and for certain purposes related to domestic violence or sexual assault.|
|NEVADA: Senate Bill No. 312||Yes, (Eff. Jan. 2020) * Leave is not limited to sick leave, but may be used for any reason||Employers with 50 or more employees. New employers are not required to comply with law for the first 2 years of operation. Temporary, seasonal and on-call employees not entitled to leave.||Employees are entitled to earn at least 0.01923 hours of leave for every hour of work. The law does not expressly allow employers to cap the amount of paid leave an employee may accrue but does allow them to cap an employee’s use of paid leave at 40 hours in a year.||Employees not eligible to use leave until 90 calendar days after their start date.||Employers that elect an accrual system may limit the amount of accrued leave that may be carried over from year to year to a maximum of 40 hours per benefit year.||Employees may use the leave for any reason.|
|NEW JERSEY: Earned Sick Leave Law||Yes||All employers (exclusions for some public employers, per diem healthcare employees, and construction industry workers covered by a CBA)||Employees can earn up to 40 hours of paid sick leave per benefit year at a rate of 1 hour for every 30 hours of work. An employer may limit an employee’s use of leave in any benefit year to 40 hours.||Employees are eligible to use earned sick leave beginning on the 120th calendar day after 10/29/18, or after the employee’s first day of employment, whichever is later.||An employer may permit employees to carry over up to 40 hours to the next benefit year or may offer employees with a payout for accrued unused sick leave (of up to 40 hours). An employee has up to 10 calendar days to decide to accept a payout or carry over the accrued time.||Employees may use leave for their own or their family members' mental or physical illnesses, injuries, other adverse health conditions, or preventive medical care; certain public health emergencies or dangers, school-related events, or child-care meetings; and certain reasons related to their status or their family members' status as victims of domestic or sexual violence.|
|OREGON: Senate Bill No. 454||Yes||All employers. Employers with 10 or more employees in Oregon, of if employer is located in a large city (Portland) and have at least six employees in the state, must provide paid leave.||One hour of paid sick leave for every 30 hours worked or 1-1/3 hours for every 40 hours worked, up to a maximum of 40 sick time hours per year. Employers can cap an employee’s total accrued balance at 80 hours.||Employees can carryover 40 hours of unused paid sick leave from year to year.||Eligible employees can use the leave for their own or their family members' mental or physical illnesses, injuries, health conditions, medical diagnoses, or preventive medical care. They also can use it for certain family leave or crime victim leave purposes and in the event of a public health emergency.|
|RHODE ISLAND: Healthy and Safe Families and Workplaces Act (HSFWA)||Yes||Employers with 18 or more employees in the state (some employees ineligible)||Employees allowed to accrue and use up to 32 hours in 2019 and up to 40 hours each calendar year thereafter.||Eligible employees may use paid sick and safe leave beginning on the 91st day of employment or the day after the employer’s established waiting period, whichever is sooner. Temporary and seasonal employees required to wait until the 180th and 150th calendar day, after employment begins, respectively.||Unless an employer pays an employee for unused time at the end of the year and frontloads time at the beginning of the subsequent year, unused accrued paid sick and safe leave carries over to the next year. An employer that frontloads at least 32 hours in 2019 and 40 hours each year thereafter is not required to allow carryover or pay out any unused time.||Employers must provide eligible employees with paid sick and safe leave time to care for themselves or their family members, to use when their workplace or their child's school or place of care closes due to a public health emergency, or to use when they or their family members are victims of domestic violence, sexual assault, or stalking.|
|VERMONT: Vermont Earned Sick Time Law||Yes||All employers doing business or operating in Vermont. A new employer is not subject to the law until one year after hiring its first employee. (Certain specified employees are excluded from coverage).||One hour of paid sick leave per 52 hours worked. Employers may limit accrued leave to a maximum of 40 hours per 12-month period.||Employers are permitted to require a one- year waiting period before new hires may use accrued sick time.||Unless employer frontloads, unused accrued time must be carried over to the next annual period or paid out at the end of the annual period.||Employers must provide eligible employees with earned sick time to care for themselves or their family members; to obtain social or legal services, medical care, or counseling for themselves or their family members when they or their family members are victims of domestic violence, sexual assault, or stalking; or to care for family members when their school or business closes for public health or safety reasons.|
|WASHINGTON9: Initiative 1433 - Washington Paid Sick Leave Law||Yes||Full-time, part-time, temporary and seasonal employees. (Certain specified employees are excluded from coverage)||One hour of paid sick leave per 40 hours worked. Employers cannot set an accrual cap.||Accrual begins upon commencement of employment, but employers may require employee not to use leave until 90 days after their start date.||Employees can carryover up to 40 hours of paid sick leave from one year to the next.||Employees can use leave to care for themselves or their family members, when their workplace or their child's school or place of care is closed for health-related reasons, and for absences that qualify for crime victim leave.|
|Superscripts (do not remove this)|
 Several individual cities have local paid sick leave ordinances, including: Berkeley, Emeryville, Los Angeles, Oakland, San Francisco, Santa Monica
 The District of Columbia also has a Paid Family and Medical Leave Law.
 Although Illinois does not have a paid sick leave law that applies generally to private employers, the Illinois Employee Sick Leave Act does require employers that already provide paid sick leave to employees to allow those employees to use that leave to care for certain specified relatives. Further, Chicago and Cook County have local paid sick leave ordinances.
 New Orleans has a local paid sick leave ordinance.
 Massachusetts also has a Paid Family and Medical Leave Law.
 Duluth, Minneapolis and St. Paul have local paid sick leave ordinances.
 New York has a Paid Family and Medical Leave Law. Further, New York City and Westchester County have local sick leave ordinances. Under the New York Emergency Response Leave, employees are entitled to leave and other benefits while they are subject to a mandatory or precautionary quarantine or isolation order due to the new coronavirus disease (Covid-19), unless they are deemed asymptomatic or have not been diagnosed with any medical condition and are physically able to work through remote access or similar means.
 Philadelphia and Pittsburgh have local paid sick leave ordinances.
 Seattle and Tacoma have local paid sick leave ordinances.