Valor Payroll Solutions
Paid Sick Leave Laws by State
Enterprise payroll expertise, exclusively for small businesses.
There is no federal law requiring employers to provide paid sick time to employees. This is why many states have enacted legislation to offer these benefits to employees.
Because there are no federal mandates, states that choose to require employers to provide paid sick leave are allowed to create their own policies, and the legislation differs from one state to another.
To help employers navigate the various laws, we’ve created the table below which outlines the requirements needed to create a compliant sick leave policy.
| State/Jurisdiction | Subject Employer | Time Accrued | Waiting Period For Use | Maximum Accrued/Year | Maximum Used/Year | Max Carryover |
| Arizona | 15+ employees | 1 hour per every 30 worked | 90 days | 40 hours | 40 hours | 40 hours |
| Arizona | 14 or fewer employees | 1 hour per every 30 worked | 90 days | 24 hours | 24 hours | 24 hours |
| California | All employers | 1 hour per every 30 worked | 90 days | No cap | 24 hours | 48 hours |
| Colorado | All employers | 1 hour per every 30 worked | None | 48 hours | 48 hours | 48 hours |
| Connecticut | 50+ employees | 1 hour per every 40 worked | 680 hours worked | 40 hours | 40 hours | 40 hours |
| Illinois – Chicago | All employers in Chicago | 1 hour per every 40 worked | None | 40 hours | 40 hours year one / 60 hours subsequent years | 20 hours |
| Illinois – Cook County | All employers in Cook County | 1 hour per every 40 worked | None | 40 hours | 40 hours | 20 hours |
| Maine | 11+ employees | 1 hour per every 40 worked | 120 days | 40 hours | 40 hours | 40 hours |
| Maryland | 15+ employees | 1 hour per every 30 worked | 106 days | 40 hours | 40 hours | 40 hours |
| Maryland – Montgomery County | 5+ employees | 1 hour per every 30 worked | None | 56 hours | 80 hours | 56 hours |
| Maryland – Montgomery County | Less than 5 employees | 1 hour per every 30 worked | None | 32 paid / 24 unpaid | 80 hours | 56 hours |
| Massachusetts | Paid if 11+ employees/unpaid if 10 or fewer | 1 hour per every 30 worked | 90 days | 40 hours | 40 hours | 40 hours |
| Michigan | 50+ employees | 1 hour per every 35 worked | 90 days | 40 hours | 40 hours | 40 hours |
| Minnesota – Duluth | 5+ employees | 1 hours per every 50 worked | 90 days | 64 hours | 40 hours | 40 hours |
| Minnesota – Minneapolis | Paid if 6+ employees, unpaid if 5 or fewer | 1 hour per every 30 worked | 90 days | 48 hours | No cap | No cap – max available 80 hours |
| Minnesota – St. Paul | All employers with employees inSt Paul | 1 hour per every 30 worked | 90 days | 80 hours | No cap | 80 hours |
| Nevada | 50+ employees | .01923 per every hour worked | 90 days | No cap | Not less than amount of sick leave accrued in a six month period | 40 hours |
| New Jersey | All employers | 1 hour per every 30 worked | 120 days | 40 hours | 40 hours | 40 hours |
| New Mexico | All employers | 1 hour per every 30 worked | 60 days | No cap | 64 hours | No cap |
| New York | 0-4 employees (net income under $1 million) | 1 hour per every 30 worked | None | No cap | 40 hours unpaid | 40 hours |
| New York | 0-4 employees (net income over $1 million) | 1 hour per every 30 worked | None | No cap | 40 hours | 40 hours |
| New York | 5-99 employees | 1 hour per every 30 worked | None | No cap | 40 hours | 40 hours |
| New York | 100+ employees | 1 hour per every 30 worked | None | No cap | 56 hours | 40 hours |
| New York – New York City | 0-4 employees (net income under $1 million) | 1 hour per every 30 worked | None | No cap | 40 hours unpaid | 56 hours |
| New York – New York City | 0-4 employees (net income over $1 million) | 1 hour per every 30 worked | None | No cap | 40 hours | 56 hours |
| New York – New York City | 5-99 employees | 1 hour per every 30 worked | None | No cap | 40 hours | 56 hours |
| New York – New York City | 100+ employees | 1 hour per every 30 worked | None | No cap | 56 hours | 56 hours |
| Oregon | 10+ employees (6+ in Portland) (unpaid if less than) | 1 hour per every 30 worked | 90 days | 80 hours | 40 hours | 40 hours |
| Pennslyvania – Philadelphia | 10+ employees (unpaid if less than) | 1 hour per every 40 worked | 90 days | 40 hours | 40 hours | No cap |
| Pennslyvania – Pittsburgh | 15+ employees | 1 hour per every 35 worked | 90 days | 40 hours | 40 hours | No cap |
| Pennslyvania – Pittsburgh | 14 or fewer employees | 1 hour per every 35 worked | 90 days | 24 hours | 24 hours | No cap |
| Rhode Island | 18+ employees (unpaid if less than) | 1 hour per every 35 worked | 90 days | 40 hours | 40 hours | No cap |
| Vermont | All employers | 1 hour for every 52 worked | 365 days | No cap | 40 hours | No cap |
| Washington | All employers | 1 hour per every 40 worked | 90 days | No cap | No cap | 40 hours |
| Washington – SeaTac | Hospitality & Transportation Workers | 1 hour per every 40 worked | None | No cap | No cap | Unused time should be paid out at year-end |
| Washington – Seattle | 1-49 FT employees | 1 hour per every 40 worked | 90 days | No cap | No cap | 40 hours |
| Washington – Seattle | 50-249 FT employees | 1 hour per every 40 worked | 90 days | No cap | No cap | 56 hours |
| Washington – Seattle | 250+ FT employees | 1 hour per every 30 worked | 90 days | No cap | No cap | 72 hours (108 hours for ERs with PTO) |
| Washington – Tacoma | All employers | 1 hour per every 40 worked | 90 days | No cap | No cap | 40 hours |
| Washington DC | 1-24 employees | 1 hour for every 87 worked | 90 days | 24 hours | 24 hours | No cap |
| Washington DC | 25-99 employees | 1 hour for every 43 worked | 90 days | 40 hours | 40 hours | No cap |
| Washington DC | 100+ employees | 1 hour for every 37 worked | 90 days | 56 hours | 56 hours | No cap |
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