Paid Sick Leave (PSL)

California's Healthy Workplaces, Healthy Families Act, commonly referred to as the state's Paid Sick Leave (PSL) law, requires employers to provide a set amount of paid sick leave (PSL) to employees working in California.1

The law establishes minimum requirements, employers have the option to provide more time off than the minimum required under the Act.

Effective January 1, 2024, California significantly expanded PSL, increasing the minimum amount of PSL employers are required to provide to employees from three days or 24 hours to five days or 40 hours. The amounts of time employees can accrue and carryover were also increased.

In addition to California’s mandatory PSL law, employers should review local ordinances that might also provide paid sick leave benefits to your workforce. This discussion is limited to covering the detailed requirements of the state PSL law and does not provide specific details on the local ordinances.

Visit HRCalifornia’s Local Ordinances section for detailed information on local employment-related ordinances in California, including paid sick leave ordinances.

California's Mandatory Paid Sick Leave Law OverviewCalifornia's Mandatory Paid Sick Leave Law Overview
Unlike other leave laws, such as state or federal family and medical leave (CFRA/FMLA), there is no employer size requirement for the PSL law to apply to your company.

Employers Covered Under the Mandatory Paid Sick Leave LawEmployers Covered Under the Mandatory Paid Sick Leave Law
The California PSL mandate applies to all employers, regardless of size.

Permissible UsagePermissible Usage
An employee can use PSL for the diagnosis, care, or treatment of an existing health condition, or preventive care, for themselves or a “family member.”

Parameters of Paid Sick Leave UseParameters of Paid Sick Leave Use
There are important points regarding how PSL can be used.

Paying the Employee for the Sick DayPaying the Employee for the Sick Day
Employers can choose from three different methods to calculate how to compensate employees who take PSL.

Employee Leaves Employment and ReinstatementEmployee Leaves Employment and Reinstatement
Unlike unused, accrued vacation — which is treated like wages — mandatory PSL does not need to be paid out at the end of employment

Posting, Notices and RecordkeepingPosting, Notices and Recordkeeping
The mandatory PSL law contains posting, notice and recordkeeping requirements. Employers will need to pay close attention to these obligations.

Protections and AttendanceProtections and Attendance
The PSL Act contains strong protections for employees.

Optional Additional Paid Sick LeaveOptional Additional Paid Sick Leave
Employers are free to provide more generous policies than what must be provided under the Healthy Workplaces, Healthy Families Act.

Coordinating Paid LeaveCoordinating Paid Leave
Mandatory PSL is paid for by the employer.

Kin CareKin Care
Under California’s kin care law, you must allow employees to use one-half of their annual sick leave entitlement to care for a family member.

Paid Sick Leave (PSL)

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