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.
Location |
AK - Alaska |
AZ - Arizona |
CA - Berkeley |
Who is Eligible? |
Full and Part-Time Workers | Full and Part-Time Workers | Any Worker that performs 2+ hours/week |
Accrual Rate |
1 hour per 30 worked | 1 hour per 30 worked | 1 hour per 30 worked, in 1-hour increments only |
When Accrual Must Start |
Date of Hire | Date of Hire | Date of Hire |
When Can a Worker Begin Using Paid Leave |
Date of Hire | 90 days after Date of Hire | 90 days after Date of Hire |
Maximum Accrued Per Year |
56 hours |
40 hours | 72 hours |
Maximum That Can be Used Per Year |
56 hours |
40 hours | No max |
Must Paid Leave be Carried Over? |
Yes, paid sick leave will carryover from year to year. | 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. |
Is This Leave Paid Out at Termination? |
No | No | No |
Minimum Increment for Usage |
Not specified | One-hour increments | One-hour increments |
Special Considerations |
Sick leave must be reinstated if a worker is rehired within six months. Effective July 1, 2025 |
This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue. |
Location |
CA - California (statewide) |
CA - Emeryville |
CA - Los Angeles |
Who is Eligible? |
Full and Part-Time Workers | All Workers who perform at least 2 hours of work in the City of Emeryville. | Full and Part-Time Workers |
Accrual Rate |
1 hour for every 30 hours worked | 1 hour for every 30 worked | 1 hour per 30 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 |
90 calendar days after the first day of employment | After 90 Days of Employment | After 90 Days of Employment |
Maximum Accrued Per Year |
80 hours or 10 days, whichever is more | 72 hours per year | 72 hours |
Maximum That Can be Used Per Year |
40 hours or 5 days, whichever is more | All hours accrued may be used | 48 hours |
Must Paid Leave be Carried Over? |
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. | 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. |
Is This Leave Paid Out at Termination? |
No | No | No |
Minimum Increment for Usage |
No more than two-hour increments | No more than two-hour increments | Follow state guidelines of two-hour increments |
Special Considerations |
Location |
CA - Oakland |
CA - San Diego |
CA - San Francisco |
Who is Eligible? |
All Workers who work at least 2 hours/week in the city of Oakland. | Full and Part-Time Workers | Full and Part-Time Workers |
Accrual Rate |
1 hour for every 30 hours 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 |
90 Days after 1st Day of Employment | After 90 Days of Employment | After 90 Days of Employment |
Maximum Accrued Per Year |
72 hours | 80 hours | 72 hours |
Maximum That Can be Used Per Year |
There is no maximum number of hours that can be used. | 40 Hours | No max |
Must Paid Leave be Carried Over? |
Yes, accrued but unused leave must be carried over to the following year. | 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 |
Is This Leave Paid Out at Termination? |
No | No | No |
Minimum Increment for Usage |
No more than one hour increments | No more than 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. | This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue. |
Location |
CA - Santa Monica |
CA - West Hollywood (Paid Time Off, not limited to using for illness) |
CO - Colorado (Statewide) |
Who is Eligible? |
Full and Part-Time Workers | All Workers are Eligible | Full and Part-Time Workers |
Accrual Rate |
1 hour per 30 worked | 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 |
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, unless used for sick leave, then 90 days in accordance with state law. | As accrued - no waiting period |
Maximum Accrued Per Year |
72 hours | 96 of paid leave and 80 unpaid | 48 hours |
Maximum That Can be Used Per Year |
Any accrued (same as accrual caps) | 96 of paid leave and 80 unpaid | 48 hours |
Must Paid Leave be Carried Over? |
All unused up to 72 hours | 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. |
Is This Leave Paid Out at Termination? |
No | Yes for paid leave | No |
Minimum Increment for Usage |
Follow state guidelines of two-hour increments | Not defined by the ordinance | One-hour increments |
Special Considerations |
Location |
CT - Connecticut (statewide) |
DC - Washington DC |
IL-Statewide (Paid Time Off, not limited to using for illness) |
IL – Statewide Paid Military Funeral Honors Detail Leave |
Who is Eligible? |
Full and Part-Time Workers | Full and Part-Time Workers | All Workers | 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 Rate |
1 hour for every 30 hours worked | 1 hour for every 37 hours worked | 1 hour for every 40 worked |
40 hours of funeral honors detail leave per year are immediately granted once a worker is eligible. |
When Accrual Must Start |
First Day of Employment | First Day of Employment | January 1, 2024, or when employment begins | Immediately granted once eligible. |
When Can a Worker Begin Using Paid Leave |
120 calendar days after the date of hire. | After 90 days of Employment | 90 days after January 1, 2024, or 90 days after employment begins. |
After 12 months of service consisting of at least 1,250 hours in that 12-month period for a company. |
Maximum Accrued Per Year |
40 hours | 7 days or 56 hours | 40 hours | 40 hours |
Maximum That Can be Used Per Year |
40 hours | Same as accrual max above | None | 40 hours. |
Must Paid Leave be Carried Over? |
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. | Any unused leave must be carried over to the following year | Any unused leave must be carried over to the following year | No, it resets annually. |
Is This Leave Paid Out at Termination? |
No | No | No | No |
Minimum Increment for Usage |
One-hour increments | Not specified, unless there is a policy that indicates the amount | Not specified | Not specified |
Special Considerations |
Maximum of 8 hours allowed to be used for funeral honors detail leave per month. |
Location |
IL - Chicago (Paid Time Off and Paid Sick Leave) |
IL - Cook County (Paid Time Off, not limited to using for illness) |
MA - Massachusetts (Statewide) |
Who is Eligible? |
All Workers who perform at least two hours of work in Chicago in any two-week period | All Workers who work at least 80 hours in a 120-day period | Full and Part-Time Workers. |
Accrual Rate |
1 hour of Paid Sick Leave AND Paid Leave for every 35 worked | 1 hour per 40 worked | 1 hour for every 30 hours worked |
When Accrual Must Start |
July 1, 2024, or Date of Hire | Date of Hire | Date of Hire |
When Can a Worker Begin Using Paid Leave |
90th Calendar Day of Employment. | After 90 Days of Employment |
90 calendar days after the Date of Hire |
Maximum Accrued Per Year |
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. | 40 hours | 40 hours |
Maximum That Can be Used Per Year |
No cap | 40 hours | 40 hours |
Must Paid Leave be Carried Over? |
16 hours of Paid leave and 80 hours of Paid Sick Leave must be carried over to the following year | 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? |
Any earned Paid Leave must be paid out at separation or transfer. Unused Paid Sick Leave is not required to be paid out. | 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. | No |
Minimum Increment for Usage |
Four-hour increments for Paid Leave and two-hour increments for Paid Sick Leave. | No more than two-hour increments | No more than one-hour increments |
Special Considerations |
Location |
MD - Maryland (Statewide) |
MD - Montgomery County |
ME - Maine (Paid Time Off, not limited to using for illness) |
Who is Eligible? |
Workers who regularly work more than 12 hours per week in the state. | All Full-Time Workers. Part-Time Workers are eligible if they work over 8 Hours per week | All Workers |
Accrual Rate |
1 hour per 30 worked. | 1 hour for every 30 worked | 1 hour for every 40 hours worked |
When Accrual Must Start |
Date of Hire | First Day of Employment | Date of Hire |
When Can a Worker Begin Using Paid Leave |
After 106 Days of Employment | After 90 Days of Employment | After 120 Days of Employment within a 1-year period |
Maximum Accrued Per Year |
40 hours | 56 hours | 40 hours |
Maximum That Can be Used Per Year |
Any accrued hours up to a maximum of 64 | 80 hours | 40 hours |
Must Paid Leave be Carried Over? |
Up to 40 hours of unused leave, but no more than 64 hours 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 | If the employer's policy or practice includes a payout upon termination, this must also be paid out upon termination |
Minimum Increment for Usage |
No more than four-hour increments | No more than four-hour increments | No more than one-hour increments |
Special Considerations |
Location |
MI - Michigan (Statewide) |
MN- Statewide |
MN- Bloomington |
Who is Eligible? |
All Workers, except those who work fewer than 25 hours per week, those who work 25 weeks or fewer per year, and exempt employees | 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. |
Accrual Rate |
1 hour per 30 worked | 1 hour for every 30 hours worked | 1 hour per 30 hours worked within the boundaries of the city |
When Accrual Must Start |
Date of Hire | January 1, 2024, or at the Start of Employment | Date of Hire |
When Can a Worker Begin Using Paid Leave |
90 days after Date of Hire. If hired after February 21, 2025, Workers must wait 120 days after Date of Hire. | Workers may use accrued sick and safe time as it is earned. | 90 Days After Date of Hire |
Maximum Accrued Per Year |
72 hours | 48 hours | 48 hours |
Maximum That Can be Used Per Year |
72 hours | 48 hours | 48 hours |
Must Paid Leave be Carried Over? |
Up to 72 hours of unused leave must be carried over to the following year | 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 |
Is This Leave Paid Out at Termination? |
No | No | No |
Minimum Increment for Usage |
Hourly or smallest increment that payroll will allow, if smaller than a one-hour increment | 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 |
Special Considerations |
Effective February 21, 2025 - the accrual cap will be removed, workers may use up to 72 hours of leave per year, and all accrued paid sick leave must roll over from year to year. |
Location |
MN - Duluth |
MN - Minneapolis |
MN - St. Paul |
Who is Eligible? |
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, | Any Worker that works 80 hours within the year | Any Workers that work 80 hours within the year |
Accrual Rate |
1 hour for every 50 worked | 1 hour per 30 worked | 1 hour per 30 worked |
When Accrual Must Start |
First Day of Employment | Date of Hire | Date of Hire |
When Can a Worker Begin Using Paid Leave |
90 Days after First Day of Employment | After 90 Days of Employment | After 90 Days of Employment |
Maximum Accrued Per Year |
64 hours | 48 hours | 48 hours |
Maximum That Can be Used Per Year |
40 hours | 48 hours | 48 hours |
Must Paid Leave be Carried Over? |
Up to 40 hours of unused leave must carry over to the following year | 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 |
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 industry/payroll system allows | No more than four-hour increments | No more than four-hour increments |
Special Considerations |
Location |
MO - Missouri (Statewide) |
NE - Nebraska (Statewide) |
NJ - New Jersey (Statewide) |
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 per 30 worked | 1 hour per 30 worked |
When Accrual Must Start |
First Day of Employment | After 80 hours of consecutive employment | First Day of Employment |
When Can a Worker Begin Using Paid Leave |
First Day of Employment | When accrued | After 120 calendar Days of Employment |
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? |
At least 80 hours of accrued, unused sick time must carry over. | Leave will be carried over | 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 |
The minimum increment utilized in the payroll system. | Must be less than the Workers scheduled shift | Must be less than the Workers scheduled shift |
Special Considerations |
Effective May 1, 2025 * Repealed effective August 28, 2025 |
Effective October 1, 2025 |
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 (Prenatal Personal Leave) |
NY - New York City |
Who is Eligible? |
Full and Part-Time Workers | Full and Part-Time Pregnant Workers | Full and Part-Time Workers |
Accrual Rate |
1 hour per 30 hours worked | Workers receive 20 hours of paid leave | 1 hour for every 30 hours worked |
When Accrual Must Start |
First Day of Employment | First Day of Employment, all 20 hours are automatically granted | First Day of Employment |
When Can a Worker Begin Using Paid Leave |
As accrued | Immediately | As accrued |
Maximum Accrued Per Year |
56 hours | 20 hours | 56 hours |
Maximum That Can be Used Per Year |
56 hours | 20 hours | 56 hours |
Must Paid Leave be Carried Over? |
Unused leave must be carried over to the following year | No | Up to 56 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 | May be taken in hourly increments | A reasonable limit of no more than four-hour increments, and in 30-minute increments after the first 4 hours |
Special Considerations |
This leave is in addition to any available paid sick leave |
Location |
NY - New York City (Prenatal Leave) |
NY - Westchester County (Earned Sick Leave Law) |
OR - Oregon (Statewide) |
Who is Eligible? |
Full and Part-Time Workers | All Workers | Full and Part-Time Workers |
Accrual Rate |
Workers receive 20 hours of paid leave |
1 hour per 30 worked
|
1 hour for every 30 hours worked or 1 1/3 hours for every 40 hours worked |
When Accrual Must Start |
First Day of Employment, all 20 hours are automatically granted | Date of Hire | First Day of Employment |
When Can a Worker Begin Using Paid Leave |
Immediately | 90 days after Date of Hire | On the 91st day of employment |
Maximum Accrued Per Year |
20 hours | 40 hours | 40 hours |
Maximum That Can be Used Per Year |
20 hours | 40 hours | 40 hours |
Must Paid Leave be Carried Over? |
No | Up to 40 hours of unused leave must be carried over to the following year | Unused leave must be carried over to the following year |
Is This Leave Paid Out at Termination? |
No | No | No |
Minimum Increment for Usage |
May be taken in hourly increments | Can use smallest increments payroll system allows, but no more than four-hour increments | No more than one-hour increments |
Special Considerations |
This leave is in addition to any available paid sick leave |
Location |
PA - Allegheny County |
PA - Philadelphia |
PA - Pittsburgh |
Who is Eligible? |
Full and Part-Time Workers | Full and Part-Time Workers | Full and Part-time Worker who perform at least 35 hours of work in Pittsburgh annually. |
Accrual Rate |
1 hour for every 35 hours worked. | 1 hour for every 40 worked | 1 hour for every 35 worked |
When Accrual Must Start |
Date of Hire | First Day of Employment | Date of Hire |
When Can a Worker Begin Using Paid Leave |
After 90 Days of Employment | After 90 calendar Days of Employment | After 90 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? |
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 | 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 |
Is This Leave Paid Out at Termination? |
No | No | No |
Minimum Increment for Usage |
The smallest amount allowed by the employer | No more than one-hour increments | Can be used in smallest increment allowed by employer |
Special Considerations |
Location |
RI - Rhode Island (Statewide) |
VT - Vermont (Statewide) |
WA - SeaTac- Transportation and Hospitality ONLY |
Who is Eligible? |
All Workers | Workers that work 18+ hours per week | Only applies to Workers in the hospitality and transportation industry. |
Accrual Rate |
1 hour per 35 worked | 1 hour for every 52 worked | 1 hour per 40 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 | Employers may impose a one-year waiting period | When accrued |
Maximum Accrued Per Year |
40 hours | 40 hours | None |
Maximum That Can be Used Per Year |
40 hours | 40 hours | None |
Must Paid Leave be Carried Over? |
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 | No carryover is required due to the requirement to pay out unused leave annually |
Is This Leave Paid Out at Termination? |
No | No | Yes. This leave is paid out annually |
Minimum Increment for Usage |
No more than four-hour increments | Smallest increment the payroll/policy allows, not required to go less than one-hour increments | N/A |
Special Considerations |
Location |
WA - Seattle |
WA - Tacoma |
WA - Washington (Statewide) |
Who is Eligible? |
Both Full and Part-Time Workers | All Workers who work more than 80 hours a year in Tacoma, WA | All Workers |
Accrual Rate |
1 hour for every 30 hours worked | 1 hour for every 40 worked | 1 hour per 40 worked |
When Accrual Must Start |
First Day of Employment | First Day of Employment | Date of Hire |
When Can a Worker Begin Using Paid Leave |
After 90 days of employment | After 90 days of employment | 90 days after Date of Hire |
Maximum Accrued Per Year |
None | None | None |
Maximum That Can be Used Per Year |
None | None | None |
Must Paid Leave be Carried Over? |
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 | Any unused leave up to 40 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 one-hour increments | By policy, if no policy, hourly increments | One -hour increments or less |
Special Considerations |
| State | City | Who is Eligible? | Accrual Rate | When Accrual Must Start | When Can a Worker Begin Using Paid Leave | Maximum Accrured 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 |
| AK | Alaska | Full and Part-Time Workers | 1 hour per 30 worked | Date of Hire | Date of Hire | 40 hours (companies with fewer than 15 workers) 56 hours (companies with 15 or more workers) | 41 hours (companies with fewer than 15 workers) 56 hours (companies with 15 or more workers) | Yes, paid sick leave with carryover from year to year | No | Not Specified | Sick Leave must be reinstated if a worker is rehired within six months. Effective July 1, 2025 |
| AZ | Arizona | Full and Part-Time Workers | 1 hour per 30 worked | Date of Hire | 90 Days after Date of Hire | 40 hours | 41 hours | No | One-hour increments | ||
| CA | Berkeley | Any Worker tat performs 2+ hours/week | 1 hour per 30 worked, in 1-hour increments only | Date of Hire | 91 Days after Date of Hire | 72 hours | No max | No | One-hour increments | This is a rolling cap system, once hours are used after hitting the cap, more hours can accure. | |
| CA | California (Statewide) | Full and Part-Time Workers | 1 hour for every 30 hours worked | First Day of Employment | 90 calendar days after the first day of employment | 80 hours or 10 days, whichever is more | 40 hours of 5 datsm whichever is more | 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 | No more than two-hour increments | |
| CA | Emeryville | All Workers who perform at least 2 hours of work in the City of Emeryville. | 2 hour for every 30 hours worked | First Day of Employment | After 90 Days of Employment | 72 hours per year | All hours accrued may be used | Up to 72 hours of leave must be carried over to the following year. | No | No more than two-hour increments | |
| CA | Los Angeles | Full and Part-Time Workers | 3 hour for every 30 hours worked | First Day of Employment | After 90 Days of Employment | 72 hours | 48 hours | Any accrued but unused leave up to a maximum of 72 hours must be carried over to the following year. | No | Follow state guidelines of two hour increments | |
| CA | Oakland | All Workers who work at least 2 hours/week in the city of Oakland. | 1 hour for every 30 hours worked | First Day of Employment | 90 Days after Date of Employment | 72 hours | There is no maximum number of hours that can be used. | Yes, accrued but unused leave must be carried over to the following year. | No | No more than two-hour increments | This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue. |
| CA | San Diego | Full and Part-Time Workers | 1 hour per 30 worked | First Day of Employment | After 90 Days of Employment | 80 hours | 40 Hours | Any unused leave hours up to 80 hours may be carried over to the following year | No | No more than two-hour increments | |
| CA | San Francisco | Full and Part-Time Workers | 1 hour for every 30 hours worked | First Day of Employment | After 90 Days of Employment | 72 hours | No max | Any unused leave up to a max of 72 hours may be carried over to the following year | No | No more than two-hour increments | This is a rolling cap system, once hours are used after hitting the cap, more hours can accrue. |
| CA | Santa Monica | Full and Part-Time Workers | 1 hour per 30 worked | First Day of Employment | After 90 Days of Employment | 72 hours | As accrued- no waiting | All unused up to 72 hours | No | Follow state guidelines of two-hour increments | |
| CA | West Hollywood (Paid Time Off, not limited to using for illness) | All Worker are Eligible | 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. | Date of Hire | After 120 Days of Employment, unless used for sick leave, then 90 days in accordance with state law. | 96 of paid leave and 80 unpaid | 48 hours | 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. | Yes for paid leave | Not defined by the ordinance | |
| CO | Coloardo (Statewide) | Full and Part-Time Workers | 1 hour per 30 worked | Date of Hire | As accrued- no waiting period | 97 of paid leave and 80 unpaid | 48 hours | Unused leave up to 48 hours must rollover to the following year. | No | One-hour increments | |
| CT | Connecticut (Statewide) | Full and Part-Time Workers | 1 hour every 30 hours worked | First Day of Employment | 120 calendar days after the date of hire. | 40 hours | 40 hours | 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 | One-hour increments | |
| DC | Washington DC | Full and Part-Time Workers | 1 hour for every 37 hours worked | First Day of Employment | After 90 Days of Employment | 7 days or 56 hours | Same as accrual max above | Any unused leave must be carried over to the following year | No | Not Specified, unless there is a policy that indicates the amount | , |
| IL | Statewide (PTO, not limited to using for illness) | All Workers | 1 hour for every 40 worked | January 1, 2024, or when employment begins | 90 days after January 1, 2024, or 90 days after employment begins. | 40 hours | None | Any unused leave must be carried over to the following year | No | Not specified | |
| IL | Statewide Paid Military Funeral Honors Detail Leave | 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. | 40 hours of funeral honors detail leave per year are immediately granted once a worker is eligible. | Immediately granted once eligible. | After 12 months of service consisting of at least 1,250 hours in that 12-month period for a company. | 40 hours | 40 hours | No, it resets annually. | No | Not specified | Maximum of 8 hours allowed to be used for funeral honors detail leave per month. |
| IL | Chicago (PTO and Paid Sick Leave) | All Workers who perform at least two hours of work in Chicago in any two-week period | 1 hour of Paid Sick Leave AND Paid Leave for every 35 worked | July 1, 2024, or Date of Hire | 90th Calendar Day of Employment. | 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. | No Cap | 16 hours of Paid leave and 80 hours of Paid Sick Leave must be carried over to the following year | Any earned Paid Leave must be paid out at separation or transfer. Unused Paid Sick Leave is not required to be paid out. | Four-hour increments for Paid Leave and two-hour increments for Paid Sick Leave. | |
| IL | Cook County (PTO, not limited to using for illness) | All Workers who work at least 80 hours in a 120-day period | 1 hour per 40 worked | Date of Hire | After 90 Days of Employment | 40 hours | 40 hours | 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. | No more than two-hour increments | |
| MA | Massachusetts (Statewide) | Full and Part-Time Workers. | 1 hour for every 30 hours worked | Date of Hire | 90 calendar days after the Date of Hire | 40 hours | 40 hours | Up to 40 hours of unused leave must be carried over to the following year | No | No more than two-hour increments | |
| MD | Maryland (Statewide) | Workers who regularly work more than 12 hours per week in the state. | 1 hour per 30 worked. | Date of Hire | After 106 Days of Employment | 40 hours | Any accrued hours up to a maximum of 64 | Up to 40 hours of unused leave, but no more than 64 hours must be carried over to the following year. | No | No more than two-hour increments | |
| MD | Montgomery County | All Full-Time Workers. Part-Time Workers are eligible if they work over 8 Hours per week | 1 hour for every 30 worked | First Day of Employment | After 90 Days of Employment | 56 hours | 80 hours | Up to 56 hours of unused leave must be carried over to the following year | No | No more than two-hour increments | |
| ME | Maine (PTO, not limited to using illness) | All Workers | 1 hour for every 40 hours worked | Date of Hire | After 120 Days of Employment within a 1-year period | 40 hours | 40 hours | 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 | No more than two-hour increments | |
| 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 | 1 hour per 30 worked | Date of Hire | 90 days after Date of Hire. If hired after February 21, 2025, Workers must wait 120 days after Date of Hire. | 72 hours | 72 hours | Up to 72 hours of unused leave must be carried over to the following year | No | Hourly or smallest increment that payroll will allow, if smaller than a one-hour increment | Effective February 21, 2025 - the accrual cap will be removed, workers may use up to 72 hours of leave per year, and all accrued paid sick leave must roll over from year to year. |
| MN | Statewide | Workers who work at least 80 hours for an employer in Minnesota | 1 hour for every 30 hours worked | January 1, 2024, or at the Start of Employment | Workers may use accrued sick and safe time as it is earned. | 48 hours | 48 hours | Yes, the hours roll over year to year up to a maximum of 80 hours | No | No more than four-hour increments, but as small as the payroll system allows whichever is smaller | |
| MN | Bloomington | 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. | 1 hour per 30 hours worked within the boundaries of the city | Date of Hire | 90 Days After Date of Hire | 48 hours | 48 hours | Unused leave must carry over to the following year, up to a maximum of 80 hours | No | No more than four-hour increments, but as small as the industry/payroll system allows | |
| 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, | 1 hour for every 50 worked | First Day of Employment | After 90 Days of Employment | 64 Hours | 40 Hours | Up to 40 hours of unused leave must carry over to the following year | No | No more than four-hour increments, but as small as the industry/payroll system allows | |
| MN | Minneapolis | Any Worker that works 80 hours within the year | 1 hour per 30 worked | Date of Hire | After 90 Days of Employment | 48 Hours | 48 Hours | Any unused leave must be carried over to the follow year, up to 80-hour accrual max | No | No more than for-hour increments | |
| MN | St. Paul | Any Workers that work 80 hours within the year | 1 hour per 30 worked | Date of Hire | After 90 Days of Employment | 48 Hours | 48 Hours | Any unused leave must be carried over to the following year, up to 80-hour accrual max | No | No more than for-hour increments | |
| MO | Missouri (Statewide) | Full and Part-Time Workers | 1 hour per 30 worked | First Day of Employment | First Day of Employment | 40 hours (small companies) 56 hours (all other companies) | 40 hours (small companies) 56 hours (all other companies) | At least 80 hours of accrued, unused sick time must carry over. | No | The minimum increment utilized in the payroll system. | Effective May 1, 2025 * Repealed effective August 28, 2025 |
| NE | Nebraska (Statewide) | Full and Part-Time Workers | 1 hour per 30 worked | After 80 hours of consecutive employment | When accrued | 40 hours (companies with less than 20 workers) 56 hours (all other companies) | 40 hours (companies with less than 20 workers) 56 hours (all other companies) | Leave will be carried over | No | Must be less than the Workers scheduled shift | Effective October 1, 2025 |
| NJ | New Jersey (Statewide) | Full and Part-Time Workers | 1 hour per 30 worked | First Day of Employment | After 120 calendar Days of Employment | 40 hours | 40 hours | Up to 40 hours of unused leave must be carried over to the following year | No | Must be less than the Workers scheduled shift | |
| NM | Bernalillo County | Workers working at least 56 hours a year in the unincorporated County limits. | 1 hour per every 32 hours worked | First Day of Employment | 90 days after Date of Hire | 56 hours | 56 hours | All accrued but unused leave must be carried over to the following year | No | None provided | |
| NM | New Mexico (Statewide) | All Workers | 1 hour per 30 hours worked | July 1, 2022, or Date of Hire | July 1, 2022, or Date of Hire | None | 64 hours | All accrued but unused leave must be carried over to the following year | No | The smaller of hourly increments or the smaller increments that the employer's payroll system uses | |
| NV | Nevada (PTO, Not just sick) | Full and Part-Time Workers | .01923 hours of paid leave for every hour worked up to 40 hours per year | First Day of Employment | After 90 Days of Employment | None | 40 hours | Up to 40 hours of unused leave must be carried over to the following year | No | Employers can set a minimum increment that the employee may use the accrued leave at any one time, not to exceed four-hour increments. | |
| NY | New York Statewide | Full and Part-Time Workers | 1 hour per 30 hours worked | First Day of Employment | As accrued | 56 hours | 56 hours | Unused leave must be carried over to the following year | No | Reasonable Minimum increment may be used, however it cannot exceed a four-hour increment | |
| NY | New York (Prenatal Personal Leave) | Full and Pregnant Part-Time Workers | Workers receive 20 hours of paid leave | First Day of Employment, all 20 hours are automatically granted | Immediately | 20 hours | 20 hours | No | No | May be taken in hourly increments | This leave is in addition to any available paid sick leave |
| NY | New York City | Full and Part-Time Workers | 1 hour for every 30 hours worked | First Day of Employment | As accrued | 56 hours | 56 hours | Up to 56 hours of unused leave must be carried over to the following year | No | A reasonable limit of no more than four-hour increments, and in 30-minute increments after the first 4 hours | |
| NY | New York City (Prenatal Leave) | Full and Part-Time Workers | Workers receive 20 hours of paid leave | First Day of Employment, all 20 hours are automatically granted | Immediately | 20 hours | 20 hours | No | No | May be taken in hourly increments | This leave is in addition to any available paid sick leave |
| NY | Westchester County (Earned Sick Leave Law) | All Workers | 1 hour per 30 worked | Date of Hire | 90 Days after Date of hire | 40 hours | 40 hours | Up to 40 hours of unused leave must be carried over to the following year | No | Can use smallest increments payroll system allows, but no more than four-hour increments | |
| OR | Oregon (Statewide) | Full and part time workers | 1 hour for every 30 hours worked or 1 1/3 hours for evry t | First Day of Employment | on the 91st day of | 40 hours | 40 hours | Unused leave must be carried over to the following year | No | No more than one-hour increments | |
| PA | Allegheny County | Full and Part-Time Workers | 1 hour for every 35 hours worked. | Date of Hire | After 90 Days of Employment | 40 hours | 40 hours | Up to 40 hours of unused must be carried over to the following year | No | The smallest amount allowed by the employer | |
| PA | Philadelphia | Full and Part-Time Workers | 1 hour for every 40 worked | First Day of Employment | After 90 Calendar Days of Employment | 40 hours | 40 hours | Up to 40 hours of unused leave must be carried over to the following year | No | No more than one-hour increments | |
| PA | Pittsburgh | Full and Part-time Worker who perform at least 35 hours of work in Pittsburgh annually. | 1 hour for every 35 worked | Date of Hire | After 90 Days of Employment | 40 hours | 40 hours | 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 used in smallest increment allowed by employer | |
| RI | Rhode Island (Statewide) | All Workers | 1 hour for every 35 worked | Date of Hire | After 90 Days of Employment | 40 hours | 40 hours | Accrued but unused up to cap amount must be carried over to the following year | No | No more than four-hour increments | |
| VT | Vermont (Statewide) | Workers that work 18+ hours per week | 1 hour for every 52 worked | Date of Hire | Employers may impose a one-year waiting period | 40 hours | 40 hours | Any unused leave must be carried over to the following year | No | Smallest increment the payroll/policy allows, not required to go less than one-hour increments | |
| WA | SeaTaca-Transportation and Hospitality ONLY | Only applies to Workers in the hospitality and transportation industry. | 1 hour per 40 worked | First Day of Employment | When accrued | None | None | No carryover is required due to the requirement to pay out unused leave annually | Yes. This leave is paid out annually | N/A | |
| WA | Seattle | Both Full and Part-Time Workers | 1 hour for every 30 hours worked | First Day of Employment | After 90 days of Employment | None | None | 72 hours of unused leave must be carried over to the following year | No | No more than one-hour increments | |
| WA | Tacoma | All Workers who work more than 80 hours a year in Tacoma, WA | 1 hour for every 40 worked | First Day of Employment | After 90 days of Employment | None | None | Up to 40 hours of unused leave must be carried over to the following year | No | By policy, if no policy, hourly increments | |
| WA | Washington (Statewide) | All Workers | 1 hour for every 40 worked | Date of Hire | 90 days after Date of Hire | None | None | Any unused leave up to 40 hours must be carried over to the following year | No | One -hour increments or less |
TCWGlobal simplifies complex employment law issues, offering expert guidance on everything from mandatory leave laws to employment discrimination claims. Their legal team partners with your business to ensure compliance and appropriate treatment of workers globally.
