California, United States of America — When it came to universal paid sick leave, California was one of the first states to implement it. Also, throughout the past few years, they have continued to push and broaden the range of applications that it can be utilized for.
On the other hand, the legislation governing paid sick leave in the state underwent significant revisions in 2024, and in 2025, a couple of new provisions were added.
With a brand new year ahead of us, here are five things you should know about the regulations that govern paid sick leave in the state of California.
- How much do you get paid for being sick?
One of the significant shifts that took place in the year 2024 is this one. In the past, employers were required to give three days of paid sick leave; but, beginning in 2024, this requirement has been extended to either five days or forty hours, whichever is larger. It is essential to use that terminology. Individuals who may be working a 10-hour day are guaranteed to have at least five days off as a result of this provision.
You can either receive these hours at the beginning of the year or you can accumulate them as you work throughout the year. There are some employers who choose to offer one hour of sick pay for every thirty hours that you are employed.
- Cities have the ability to mandate greater minimums
On the other hand, it is essential to keep in mind that the state merely requires a minimum of five days or forty hours. Certain municipalities, such as San Francisco and Los Angeles, have minimal criteria that are more lenient than others.
A maximum of seventy-two hours of sick leave can be accrued by an employee in San Francisco for firms who have ten or more workers on their payroll. On the other hand, if they have fewer than ten workers, they may be able to limit their hours to forty.
A minimum of seventy-two hours of paid sick leave may be set as a maximum in the city of Los Angeles.
Despite the fact that the rules can change, you can find information that pertains to your particular circumstance by requesting a notice under section 2810.5 or by looking for a poster at their place of employment that may provide more information.
- You are able to use it for symptoms other than just being unwell.
As a matter of course, having paid sick leave will assist in covering you while you are ill. It’s there in the name. However, that is not the only reason why you are able to utilise it.
You are able to take paid sick leave for a variety of reasons, including visits to the doctor and even taking care of a family member or parent.
In the year 2025, victims of crimes will also have the ability to utilize sick pay to handle the aftereffects of their crimes, such as obtaining a restraining order or testifying in court. All of these options are new.
Employees in the agricultural sector can also utilize it to protect themselves from smoke, heat, or flooding that may be caused by an emergency scenario at the state or local level. Whether or whether their place of employment is closed as a result of these events is included.
- The time off for illness is safeguarded, and revenge is not tolerated.
It is against the law for employers to discriminate or retaliate against an employee who takes advantage of their paid sick days.
An employee has the legal right to submit a complaint against their employer with the Labor Commissioner if they believe that their employer has discriminated or retaliated against them.
- Who meets the requirements?
An employee is eligible for paid sick leave if they have worked for the same employer for a period of at least thirty days during a particular year. Temporary workers, part-time workers, per diem workers, and in-home assistance services are all included in this category.
Employers are typically prohibited from denying paid sick leave to employees on the basis of a lack of certification from a physician, although there are potential exceptions to this rule. The employer, on the other hand, may make an exception in the event that they have information that the employee is not requesting the absence for a legitimate reason.