Paid sick leave laws by state

Pending verification. Official source (adol.alabama.gov).

Pending verification. Official source (adol.alabama.gov).

Pending verification. Official source (adol.alabama.gov).

1 hour per 30 hours worked. Alaska paid sick leave: employees accrue at least one hour of paid sick leave for every 30 hours worked. (Alaska DOLWD, Minimum Wage and Paid Sick Leave FAQ)

• Annual cap 15 or more employees: 56 hours (Alaska DOLWD, Minimum Wage and Paid Sick Leave FAQ)
• Annual cap under 15 employees: 40 hours (Alaska DOLWD, Minimum Wage and Paid Sick Leave FAQ)

• Effective date: From Jul 1, 2025 (Alaska DOLWD, Minimum Wage and Paid Sick Leave FAQ)
• Employer coverage: All employers in Alaska must provide paid sick leave, with no minimum employer size; certain employees are exempted by statute. (Alaska DOLWD, Minimum Wage and Paid Sick Leave FAQ)

1 hour per 30 hours worked. Arizona earned paid sick time: employees accrue at least one hour for every 30 hours worked. (A.R.S. § 23-372)

• Annual cap 15 or more employees: 40 hours (A.R.S. § 23-372)
• Annual cap under 15 employees: 24 hours (A.R.S. § 23-372)

• Effective date: From Jul 1, 2017 (A.R.S. § 23-372)
• Employer coverage: Arizona's earned paid sick time applies to private employers of any size, including small businesses exempt from the state minimum wage law; the State of Arizona and the United States are not covered employers. (A.R.S. § 23-371)

Pending verification. Official source (labor.arkansas.gov).

Pending verification. Official source (labor.arkansas.gov).

Pending verification. Official source (labor.arkansas.gov).

1 hour per 30 hours worked. California paid sick leave: under an accrual plan employees earn at least one hour of paid sick leave for every 30 hours worked (employers may use another regular accrual schedule or front-load instead). (Cal. Labor Code § 246)

• Accrued balance cap: Balance cap: 80 hours or 10 days (Cal. Labor Code § 246)
• Annual cap: 40 hours or 5 days (Cal. Labor Code § 246)

• Effective date: From Jan 1, 2024 (Cal. Labor Code § 246)
• Employee eligibility: Employees who work in California for the same employer for 30 or more days within a year are entitled to paid sick leave (including part-time, per diem and temporary employees). (Cal. Labor Code § 246)

1 hour per 30 hours worked. Colorado Healthy Families and Workplaces Act (HFWA): employees accrue at least one hour of paid sick leave for every 30 hours worked. (Colorado General Assembly, SB20-205 (Healthy Families and Workplaces Act) bill summary)

48 hours. Employees accrue up to 48 hours of HFWA paid sick leave per year (employers may provide more). (Colorado General Assembly, SB20-205 (Healthy Families and Workplaces Act) bill summary)

From Jan 1, 2021. HFWA paid sick leave began to accrue on January 1, 2021 for employers with 16 or more employees, and has applied to all employers since January 1, 2022. (Colorado General Assembly, SB20-205 (Healthy Families and Workplaces Act) bill summary)

1 hour per 30 hours worked. Connecticut paid sick leave: employees accrue 1 hour of paid sick leave for every 30 hours actually worked. (Connecticut DOL, Paid Sick Leave FAQs)

40 hours. Employees accrue up to 40 hours of paid sick leave per year (employers may allow more). (Connecticut DOL, Paid Sick Leave FAQs)

• Employer coverage: 11 or more employees (Connecticut DOL, Paid Sick Leave FAQs)
• Employer coverage from 2027: 1 or more employees (Connecticut DOL, Paid Sick Leave FAQs)

Pending verification. Official source (legis.delaware.gov).

Pending verification. Official source (legis.delaware.gov).

Pending verification. Official source (legis.delaware.gov).

• Accrual 100 or more employees: 1 hour per 37 hours worked (D.C. Code § 32-531.02)
• Accrual 24 or fewer employees: 1 hour per 87 hours worked (D.C. Code § 32-531.02)
• Accrual 25 to 99 employees: 1 hour per 43 hours worked (D.C. Code § 32-531.02)

Pending verification. Official source (does.dc.gov).

Pending verification. Official source (does.dc.gov).

Pending verification. Official source (flsenate.gov).

Pending verification. Official source (flsenate.gov).

Pending verification. Official source (flsenate.gov).

Pending verification. Official source (dol.georgia.gov).

Pending verification. Official source (dol.georgia.gov).

Pending verification. Official source (dol.georgia.gov).

No state requirement. Hawaii law does not require paid sick leave; employers that provide sick leave must make their policy available in writing or by posted notice. (Hawaii DLIR Wage Standards Division, Vacation and Sick Leave)

Pending verification. Official source (labor.idaho.gov).

Pending verification. Official source (labor.idaho.gov).

Pending verification. Official source (labor.idaho.gov).

1 hour per 40 hours worked. Where the Illinois Paid Leave for All Workers Act applies (it does not cover the City of Chicago or Cook County, which have their own paid leave ordinances), employees earn at least 1 hour of paid leave (usable for any reason, including sickness) for every 40 hours worked; employers may front-load instead. (Illinois DOL, Paid Leave for All Workers Act FAQ)

40 hours. Where the Illinois Paid Leave for All Workers Act applies (not in the City of Chicago or Cook County, which have their own paid leave ordinances), employees can earn and use up to 40 hours of paid leave per 12-month period (employers may provide more). (Illinois DOL, Paid Leave for All Workers Act FAQ)

From Jan 1, 2024. The Illinois Paid Leave for All Workers Act took effect January 1, 2024 (it does not cover the City of Chicago or Cook County, which have their own paid leave ordinances); accrual begins at the start of employment or January 1, 2024, whichever is later, and employees may start using leave after 90 days. (Illinois DOL, Paid Leave for All Workers Act FAQ)

Pending verification. Official source (in.gov).

Pending verification. Official source (in.gov).

Pending verification. Official source (in.gov).

No state requirement. Iowa law does not require employers to provide sick time; employers must follow their own policies, practices or contracts. (Iowa Department of Inspections, Appeals, and Licensing, Wages)

Pending verification. Official source (ksrevisor.org).

Pending verification. Official source (ksrevisor.org).

Pending verification. Official source (ksrevisor.org).

Pending verification. Official source (elc.ky.gov).

Pending verification. Official source (elc.ky.gov).

Pending verification. Official source (elc.ky.gov).

Pending verification. Official source (legis.la.gov).

Pending verification. Official source (legis.la.gov).

Pending verification. Official source (legis.la.gov).

1 hour per 40 hours worked. Maine Earned Paid Leave (usable for any reason, not only sickness): employees earn one hour of paid leave for every 40 hours worked. (26 M.R.S. § 637(3))

40 hours. Employees can earn up to 40 hours of Earned Paid Leave in a year of employment (or the employer policy's higher accrual limit); unused hours carry over to the next year. (26 M.R.S. § 637(3))

• Effective date: From Jan 1, 2021 (Maine DOL, Earned Paid Leave)
• Employer coverage: Applies to employers with more than 10 employees in the usual and regular course of business for more than 120 days in any calendar year. (26 M.R.S. § 637(2))

1 hour per 30 hours worked. Maryland Healthy Working Families Act: earned sick and safe leave accrues at a rate of at least 1 hour for every 30 hours worked (employers may instead front-load the year's amount). (Md. Code, Lab. & Empl. § 3-1304(b))

• Accrued balance cap: Balance cap: 64 hours (Md. Code, Lab. & Empl. § 3-1304(c)(3))
• Annual cap: 40 hours (Md. Code, Lab. & Empl. § 3-1304(c)(1))

• Effective date: From Feb 11, 2018 (Maryland Department of Labor, Sick and Safe Leave)
• Employer coverage: 15 or more employees (Md. Code, Lab. & Empl. § 3-1304(a)(1))

One more case (Employee eligibility) is pending verification. Official source (labor.maryland.gov).

1 hour per 30 hours worked. Massachusetts workers must earn at least one hour of earned sick time for every 30 hours worked, up to 40 hours per year. (Mass.gov (Attorney General), Earned sick time (M.G.L. c. 149, § 148C))

Pending verification. Official source (mass.gov).

Pending verification. Official source (mass.gov).

Pending verification. Official source (michigan.gov).

Pending verification. Official source (michigan.gov).

Pending verification. Official source (michigan.gov).

1 hour per 30 hours worked. Minnesota earned sick and safe time (ESST): employees accrue at least one hour of paid ESST for every 30 hours worked. (Minn. Stat. § 181.9446)

• Accrued balance cap: Balance cap: 80 hours (Minn. Stat. § 181.9446)
• Annual cap: 48 hours (Minn. Stat. § 181.9446)

• Effective date: From Jan 1, 2024 (Minnesota DLI, FAQs: Earned sick and safe time (ESST))
• Employee eligibility: Covered employees are those anticipated to work at least 80 hours a year for an employer in Minnesota (not independent contractors); part-time, seasonal and temporary employees are included. (Minnesota DLI, FAQs: Earned sick and safe time (ESST))
• Employer coverage: Applies to every employer with one or more employees in Minnesota (the federal government excluded); ESST is paid leave for all covered employers. (Minn. Stat. § 181.9445, subd. 6)

Pending verification. Official source (ca5.uscourts.gov).

Pending verification. Official source (ca5.uscourts.gov).

Pending verification. Official source (ca5.uscourts.gov).

No state requirement. Missouri no longer has a statewide paid sick leave mandate: the legislature repealed the state law establishing paid sick time for private employees. (Missouri Senate, HB 567 (2025) bill summary (HCS#2/HBs 567, 546, 758 & 958))

Pending verification. Official source (erd.dli.mt.gov).

Pending verification. Official source (erd.dli.mt.gov).

Pending verification. Official source (erd.dli.mt.gov).

Pending verification. Official source (nebraskalegislature.gov).

Pending verification. Official source (nebraskalegislature.gov).

Pending verification. Official source (nebraskalegislature.gov).

Pending verification. Official source (dhs.nv.gov).

Pending verification. Official source (dhs.nv.gov).

Pending verification. Official source (dhs.nv.gov).

Pending verification. Official source (dol.nh.gov).

Pending verification. Official source (dol.nh.gov).

Pending verification. Official source (dol.nh.gov).

1 hour per 30 hours worked. New Jersey Earned Sick Leave: employees earn one hour of paid sick leave for every 30 hours worked (employers may instead front-load the annual amount). (NJDOL, Earned Sick Leave (My Work Rights))

40 hours. Employers must allow accrual and use of up to 40 hours per benefit year; up to 40 unused hours carry over, but use can be limited to 40 hours per benefit year. (NJDOL, Earned Sick Leave (My Work Rights))

Employers of all sizes must provide paid earned sick leave (full-time, part-time and temporary employees; few exemptions). (NJDOL, Earned Sick Leave (My Work Rights))

One more case (Effective date) is pending verification. Official source (nj.gov).

1 hour per 30 hours worked. New Mexico Healthy Workplaces Act: employees accrue at least one hour of paid sick leave for every 30 hours worked (employers may provide more). (Office of the Governor, press release on signing HB 20 (Healthy Workplaces Act))

Pending verification. Official source (governor.nm.gov).

Pending verification. Official source (governor.nm.gov).

1 hour per 30 hours worked. New York State paid sick leave: leave accrues at a rate of not less than one hour for every 30 hours worked (employers may instead front-load the annual amount). (New York State, Paid Sick Leave (ny.gov))

• Annual cap large employer: 56 hours (New York State, Paid Sick Leave (ny.gov))
• Annual cap midsize employer: 40 hours (New York State, Paid Sick Leave (ny.gov))
• Annual cap small employer: 40 hours (New York State, Paid Sick Leave (ny.gov))

From Sep 30, 2020. Employees began accruing New York sick leave on September 30, 2020. (New York State, Paid Sick Leave (ny.gov))

No state requirement. North Carolina law does not require employers to provide sick leave; whether to offer it is up to each employer, but promised sick leave policies must be followed and made available to employees in writing or by posted notice. (NCDOL, Promised Wages Including Wage Benefits)

Pending verification. Official source (nd.gov).

Pending verification. Official source (nd.gov).

Pending verification. Official source (nd.gov).

Pending verification. Official source (dam.assets.ohio.gov).

Pending verification. Official source (dam.assets.ohio.gov).

Pending verification. Official source (dam.assets.ohio.gov).

Pending verification. Official source (oklahoma.gov).

Pending verification. Official source (oklahoma.gov).

Pending verification. Official source (oklahoma.gov).

1 hour per 30 hours worked. Oregon sick time: employees accrue at least 1 hour of protected sick time for every 30 hours worked (employers may instead frontload at least 40 hours at the start of the year). (Oregon BOLI, Sick time (For Workers))

40 hours. Accrual is required up to 40 hours of sick time per year. (Oregon BOLI, Sick time (For Workers))

10 or more employees. Sick time must be paid if the employer has 10 or more employees (6 or more if it has a location in Portland); smaller employers must still provide protected but unpaid sick time. (Oregon BOLI, Sick time (For Workers))

No state requirement. Pennsylvania has no state law requiring employers to provide paid sick leave; employers must pay it only under their own policy or a contract. Local rules (e.g. Philadelphia) may apply. (Pennsylvania Department of Labor & Industry, Wage FAQs)

Pending verification. Official source (rules.sos.ri.gov).

Pending verification. Official source (rules.sos.ri.gov).

Pending verification. Official source (rules.sos.ri.gov).

Pending verification. Official source (llr.sc.gov).

Pending verification. Official source (llr.sc.gov).

Pending verification. Official source (llr.sc.gov).

Pending verification. Official source (dlr.sd.gov).

Pending verification. Official source (dlr.sd.gov).

Pending verification. Official source (dlr.sd.gov).

Pending verification. Official source (tn.gov).

Pending verification. Official source (tn.gov).

Pending verification. Official source (tn.gov).

No state requirement. No Texas law requires private-sector employers to provide paid sick leave; if sick leave is promised in a written policy or agreement it is enforceable as wages under the Texas Payday Law. (Texas Workforce Commission, Especially for Texas Employers: Vacation and Sick Leave)

Pending verification. Official source (laborcommission.utah.gov).

Pending verification. Official source (laborcommission.utah.gov).

Pending verification. Official source (laborcommission.utah.gov).

1 hour per 52 hours worked. Vermont earned sick time: employees accrue at least one hour of paid earned sick time for every 52 hours worked (including overtime). (21 V.S.A. § 482)

40 hours. Employers may limit accrual of earned sick time to 40 hours in a 12-month period. (21 V.S.A. § 482)

• Effective date: From Jan 1, 2017 (21 V.S.A. § 482)
• Employee eligibility: Covered employees are those employed for an average of at least 18 hours per week during a year (the statute lists exclusions, including federal employees, certain short seasonal jobs and individuals under 18 years of age). (21 V.S.A. § 481)

1 hour per 30 hours worked. Limited scope: Virginia's current paid sick leave law covers only home health workers (consumer-directed personal care, respite or companion services). They accrue at least one hour of paid sick leave for every 30 hours worked. (Va. Code § 40.1-33.4)

40 hours. Limited scope (home health workers only): an employee may not accrue or use more than 40 hours of paid sick leave a year unless the employer sets a higher limit. (Va. Code § 40.1-33.4)

Covered employees under the current law are home health workers who work on average at least 20 hours per week or 90 hours per month. (Va. Code § 40.1-33.3)

One more case (Effective date) is pending verification. Official source (law.lis.virginia.gov).

1 hour per 40 hours worked. Washington paid sick leave: employees accrue at least one hour of paid sick leave for every 40 hours worked (full-time, part-time, temporary and seasonal alike). The law sets no annual accrual cap. (RCW 49.46.210)

Carryover cap: 40 hours. Unused paid sick leave carries over to the next year; employers may cap the carryover at 40 hours. (RCW 49.46.210)

• Effective date: From Jan 1, 2018 (RCW 49.46.210)
• Employer coverage: Every employer in Washington must provide paid sick leave to its employees, with only a few exceptions (L&I cites e.g. doctors, lawyers, dentists and most salaried executive managers). (RCW 49.46.210)

Pending verification. Official source (labor.wv.gov).

Pending verification. Official source (labor.wv.gov).

Pending verification. Official source (labor.wv.gov).

No state requirement. Wisconsin law does not require employers to grant sick leave, paid or unpaid (special exceptions under the Wisconsin Family and Medical Leave Law). If an employer creates a sick pay policy, it may set the conditions. (Wisconsin DWD, Wisconsin Civil Rights and Labor Standards Laws)

Pending verification. Official source (dws.wyo.gov).

Pending verification. Official source (dws.wyo.gov).

Pending verification. Official source (dws.wyo.gov).