Paid Sick Leave

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California’s Healthy Workplaces, Healthy Families Act gives employees the right to earn and use paid sick leave. Employers are required to set up a system that tracks and provides this benefit to all eligible employees.

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Under Labor Code §§245–249, employers must ensure that:

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• Eligibility – Most employees who work in California for 30 or more days within a year are entitled to paid sick leave.

• Accrual – Sick leave must accrue at least 1 hour for every 30 hours worked. Employers may alternatively provide a front-loaded annual allotment.

• Minimum Benefit – Employees must be able to use at least 40 hours or 5 days per year, whichever is greater.

• Carryover – Accrued, unused sick leave carries over from year to year, but employers may cap total accrual at 80 hours (or 10 days).

• Usage – Sick leave can be used for the employee’s own illness, preventive care, or to care for a family member. It also applies to issues related to domestic violence, sexual assault, or stalking.

• Pay Rate – Sick leave must be paid at the employee’s regular hourly rate. For employees with variable rates, employers must calculate a weighted average.

• Employee Rights – Employers must show available sick leave balances on wage statements or in a separate written notice each payday.

 

Why this matters:

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• Paid sick leave is mandatory in California, not optional.

• Non-compliance can result in penalties, back pay, and potential legal claims.

• By properly setting up accrual and reporting systems, employers protect themselves and support employee well-being.

 

At Sprout & Vine, we configure sick leave accruals, balances, and pay stub reporting into your payroll so compliance is automatic—and your employees can see their rights clearly.