California Paid Sick Leave: Accrual, Caps & Carryover

Almost all employees — full-time, part-time, and temporary — who work at least 30 days in a year for the same employer in California are covered. Employees can begin using accrued sick leave on their 90th day of employment.

• Employees accrue at least 1 hour of paid sick leave for every 30 hours worked — or the employer can front-load a lump sum at the start of the year.
• As of January 1, 2024, employers must allow employees to use at least 40 hours / 5 days per year (up from 24 hours / 3 days).

• Accrued, unused sick leave carries over year to year, but an employer may cap total accrual at 80 hours / 10 days.
• Annual use may be capped at 40 hours / 5 days.
• Front-loading the full annual amount each year lets an employer avoid the carryover requirement.

Paid sick leave covers the employee's own or a family member's diagnosis, care, or treatment of an illness, preventive care, and certain purposes related to domestic violence, sexual assault, or stalking. Employers may not require a doctor's note as a condition of taking accrued leave.

Several California cities — including Los Angeles, San Diego, San Francisco, Oakland, and Emeryville — have their own paid-sick-leave ordinances that are more generous than state law. Where a local rule applies, you must follow whichever provision is more protective of the employee.