US State Sick Leave Requirements
By Eddy Team — July 10, 2025
As of 2025, sick leave laws vary significantly across the United States, with no federal mandate for paid sick leave in the private sector. Currently, 19 states plus Washington D.C. have enacted paid sick leave laws, while the remaining states have no specific sick leave requirements beyond federal unpaid leave protections.
While many states have statewide paid sick leave laws, several cities and counties have enacted their own local ordinances—sometimes with stricter requirements or in states where no state law exists. In some states with statewide paid sick leave, local ordinances may have stricter requirements (e.g., San Francisco in California).
For up-to-date details and compliance requirements, always consult the official city or county government pages.
States with Paid Sick Leave Laws
Alaska
Effective: July 1, 2025
- Coverage: All employers with one or more employees
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 15+ employees); 40 hours (employers with fewer than 15 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Official Page: https://labor.alaska.gov/landing-pages/workers.html
Arizona
Effective: 2017
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually (employers with 15+ employees); 24 hours (employers with fewer than 15 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, public health emergencies
- Official Page: https://www.azica.gov/frequently-asked-questions-about-wage-and-earned-paid-sick-time-laws
California
Effective: 2015
- Coverage: All employers with employees working 30+ days per year
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually (can accrue up to 80 hours)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Local regulations: Berkeley, Emeryville, Los Angeles, Oakland, San Diego,
San Francisco, Santa Monica - Official Page: https://www.dir.ca.gov/DLSE/ab1522.html
Colorado
Effective: 2021-2022
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 48 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, bereavement, dependent care closures
- Official Page: https://cdle.colorado.gov/dlss/wage-and-hour-laws-including-paid-sick-leave
Connecticut
Effective: 2012
- Coverage: Employers with 25+ employees (expanding to all employers by 2027)
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, mental health wellness, public health emergencies
- Official Page: https://portal.ct.gov/dol/knowledge-base/articles/wage-and-workplace-standards/paid-sick-leave
Illinois
Effective: 2024
- Coverage: All employers (paid time off law - can be used for any reason)
- Accrual: 1 hour per 40 hours worked
- Maximum: 40 hours annually
- Uses: Any reason (paid time off law)
- Local regulations: Chicago, Cook County
- Official Page: Contact Illinois Department of Labor
Maine
Effective: 2021
- Coverage: Employers with 10+ employees
- Accrual: 1 hour per 40 hours worked
- Maximum: 40 hours annually
- Uses: Any reason (paid time off law)
- Official Page: Contact Maine Department of Labor
Maryland
Effective: 2018
- Coverage: Employers with 15+ employees
- Accrual: 1 hour per 30 hours worked (up to 40 hours accrued)
- Maximum: 64 hours usage annually
- Uses: Employee or family member health conditions, preventive care, maternity/paternity leave, domestic violence situations
- Local regulations: Montgomery County
- Official Page: https://www.dllr.state.md.us/paidleave/paidleaveposter.shtml
Massachusetts
Effective: 2015
- Coverage: Employers with 11+ employees
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Official Page: https://www.mass.gov/info-details/earned-sick-time
Michigan
Effective: 2019 (expanded February 2025)
- Coverage: All employers (expanding from 50+ employees)
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually (72 hours for employers with 11+ employees as of February 2025)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, communicable disease exposure
- Official Page: https://www.michigan.gov/leo/bureaus-agencies/ber/wage-and-hour/paid-medical-leave-act
Minnesota
Effective: 2024
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 48 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, weather emergencies, funeral attendance
- Local regulations: Duluth, Minneapolis, St. Paul
- Official Page: https://www.dli.mn.gov/sick-leave
Missouri
Effective: May 1, 2025
- Coverage: All employers (with some exemptions)
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 15+ employees); 40 hours (employers with fewer than 15 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, dependent care closures
- Official Page: https://labor.mo.gov/lirc
Nebraska
Effective: October 1, 2025
- Coverage: All non-governmental employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 20+ employees); 40 hours (employers with fewer than 20 employees)
- Uses: Employee or family member health conditions, preventive care, dependent care closures
- Official Page: https://dol.nebraska.gov/
Nevada
Effective: 2020
- Coverage: Employers with 50+ employees in business for 2+ years
- Accrual: 0.01923 hours per hour worked
- Maximum: Up to 40 hours annually (employer may limit)
- Uses: Any reason (paid time off law)
- Official Page: Contact Nevada Department of Labor
New Jersey
Effective: 2018
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, school conferences, domestic violence situations, public health emergencies
- Official Page: https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/
New Mexico
Effective: 2022
- Coverage: All private employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 64 hours annually
- Uses: Employee or family member health conditions, preventive care, school conferences, domestic violence situations
- Official Page: https://www.dws.state.nm.us/NMPaidSickLeave
New York
Effective: 2021
- Coverage: Employers with 5+ employees or net income over $1 million
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 100+ employees); 40 hours (employers with 5-99 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Local regulations: New York City, Westchester County
- Official Page: https://www.ny.gov/new-york-paid-sick-leave/new-york-paid-sick-leave
Oregon
Effective: 2016
- Coverage: Employers with 10+ employees
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, bereavement, air quality events
- Local regulations: Portland
- Official Page: https://www.oregon.gov/boli/workers/Pages/sick-time.aspx
Pennsylvania
- Local regulations: Allegheny County, Philadelphia, Pittsburgh
Rhode Island
Effective: 2018
- Coverage: Employers with 18+ employees
- Accrual: 1 hour per 35 hours worked
- Maximum: 40 hours annually
- Uses: Any reason (though documentation may be required for absences over 3 days)
- Official Page: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Texas
- Local regulations: Austin, Dallas, San Antonio
Vermont
Effective: 2017-2018
- Coverage: All employers
- Accrual: 1 hour per 52 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, long-term care appointments, domestic violence situations, public health closures
- Official Page: https://labor.vermont.gov/rights-and-wages
Washington
Effective: 2018
- Coverage: All employers
- Accrual: 1 hour per 40 hours worked
- Maximum: No cap on accrual or usage
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Local regulations: Seattle, Tacoma
- Official Page: https://lni.wa.gov/workers-rights/leave/paid-sick-leave/
Washington D.C.
Effective: 2014
- Coverage: All employers
- Accrual: Varies by employer size (1 hour per 37-87 hours worked)
- Maximum: 3-7 days annually depending on employer size
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Official Page: https://does.dc.gov/page/office-wage-hour-employees
States Without Paid Sick Leave Laws
The following 31 states do not have state-mandated paid sick leave laws: Alabama, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Montana, New Hampshire, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, Wisconsin, and Wyoming.
Note: Some of these states may have local municipal sick leave ordinances, and some have enacted legislation that prohibits localities from creating their own sick leave requirements.
Key Considerations for Employers
- Federal Requirements: The Family and Medical Leave Act (FMLA) provides unpaid leave for serious health conditions but does not require paid sick leave
- Preemption: Some states prohibit local governments from enacting their own sick leave laws
- Accrual Methods: Most states allow either accrual-based systems or front-loading annual allotments
- Family Definitions: The definition of "family member" varies significantly between states
- Anti-Retaliation: All states with sick leave laws include protections against employer retaliation
This landscape continues to evolve, with Alaska, Missouri, and Nebraska recently passing sick leave laws through ballot initiatives in 2024. Employers should regularly check for updates to ensure compliance with current requirements.
How to use Eddy to create a Sick Leave policy
Eddy streamlines compliance sick leave by centralizing all HR processes—including sick leave and paid time off management—into a single, easy-to-use platform. With customizable policy creation, automated accrual tracking, and built-in compliance tools, Eddy lets you set up sick leave policies that align with varying state and local requirements.
In addition, Eddy supports multiple accrual methods, sets limits for carryover and maximum balances, and automates reminders and documentation, reducing the administrative burden and risk of non-compliance.
Employees can easily view balances and request time off through a self-service portal, while HR administrators can easily adapt policies as laws change and ensuring accurate, auditable compliance with sick leave regulations across different jurisdictions.
FAQs
What are the minimum accrual rates for paid sick leave?
Most states with paid sick leave laws require employers to provide at least 1 hour of paid sick leave for every 30 to 40 hours worked. However, accrual rates and annual caps differ by state and sometimes by employer size. For example, California and Colorado require 1 hour per 30 hours worked, while Maine and Illinois require 1 hour per 40 hours worked.
Are all employees covered by state sick leave laws?
Coverage depends on the state law. Many states cover all private-sector employees, while some exempt small employers, government entities, or certain industries. For instance, Connecticut’s law initially applies to employers with 25 or more employees but is expanding to all employers by 2027. Always check the specific state’s official page for full details.
Can employees use paid sick leave for reasons other than illness?
Yes, in most states with paid sick leave laws, employees can use leave for a variety of reasons, including:
- Caring for a sick family member
- Preventive care (such as medical appointments or vaccinations)
- Situations involving domestic violence, sexual assault, or stalking
- Public health emergencies
Some states (like Illinois and Maine) allow leave to be used for any reason under broader paid time off laws.
Do states without paid sick leave laws have any requirements for employers?
States without paid sick leave laws generally do not require private employers to provide paid sick leave. However, employers in these states must still comply with federal laws, such as the Family and Medical Leave Act (FMLA), which provides unpaid job-protected leave for certain health and family reasons. Some localities may have their own ordinances, but several states preempt local sick leave requirements.
What happens if an employer does not comply with state sick leave laws?
Employers who fail to comply with state sick leave laws may face penalties, including fines, back pay, and potential legal action. States often provide complaint processes for employees and protect workers from retaliation for using or requesting sick leave.
US State Sick Leave Requirements
By Eddy Team — July 10, 2025
As of 2025, sick leave laws vary significantly across the United States, with no federal mandate for paid sick leave in the private sector. Currently, 19 states plus Washington D.C. have enacted paid sick leave laws, while the remaining states have no specific sick leave requirements beyond federal unpaid leave protections.
While many states have statewide paid sick leave laws, several cities and counties have enacted their own local ordinances—sometimes with stricter requirements or in states where no state law exists. In some states with statewide paid sick leave, local ordinances may have stricter requirements (e.g., San Francisco in California).
For up-to-date details and compliance requirements, always consult the official city or county government pages.
States with Paid Sick Leave Laws
Alaska
Effective: July 1, 2025
- Coverage: All employers with one or more employees
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 15+ employees); 40 hours (employers with fewer than 15 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Official Page: https://labor.alaska.gov/landing-pages/workers.html
Arizona
Effective: 2017
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually (employers with 15+ employees); 24 hours (employers with fewer than 15 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, public health emergencies
- Official Page: https://www.azica.gov/frequently-asked-questions-about-wage-and-earned-paid-sick-time-laws
California
Effective: 2015
- Coverage: All employers with employees working 30+ days per year
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually (can accrue up to 80 hours)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Local regulations: Berkeley, Emeryville, Los Angeles, Oakland, San Diego,
San Francisco, Santa Monica - Official Page: https://www.dir.ca.gov/DLSE/ab1522.html
Colorado
Effective: 2021-2022
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 48 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, bereavement, dependent care closures
- Official Page: https://cdle.colorado.gov/dlss/wage-and-hour-laws-including-paid-sick-leave
Connecticut
Effective: 2012
- Coverage: Employers with 25+ employees (expanding to all employers by 2027)
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, mental health wellness, public health emergencies
- Official Page: https://portal.ct.gov/dol/knowledge-base/articles/wage-and-workplace-standards/paid-sick-leave
Illinois
Effective: 2024
- Coverage: All employers (paid time off law - can be used for any reason)
- Accrual: 1 hour per 40 hours worked
- Maximum: 40 hours annually
- Uses: Any reason (paid time off law)
- Local regulations: Chicago, Cook County
- Official Page: Contact Illinois Department of Labor
Maine
Effective: 2021
- Coverage: Employers with 10+ employees
- Accrual: 1 hour per 40 hours worked
- Maximum: 40 hours annually
- Uses: Any reason (paid time off law)
- Official Page: Contact Maine Department of Labor
Maryland
Effective: 2018
- Coverage: Employers with 15+ employees
- Accrual: 1 hour per 30 hours worked (up to 40 hours accrued)
- Maximum: 64 hours usage annually
- Uses: Employee or family member health conditions, preventive care, maternity/paternity leave, domestic violence situations
- Local regulations: Montgomery County
- Official Page: https://www.dllr.state.md.us/paidleave/paidleaveposter.shtml
Massachusetts
Effective: 2015
- Coverage: Employers with 11+ employees
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Official Page: https://www.mass.gov/info-details/earned-sick-time
Michigan
Effective: 2019 (expanded February 2025)
- Coverage: All employers (expanding from 50+ employees)
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually (72 hours for employers with 11+ employees as of February 2025)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, communicable disease exposure
- Official Page: https://www.michigan.gov/leo/bureaus-agencies/ber/wage-and-hour/paid-medical-leave-act
Minnesota
Effective: 2024
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 48 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, weather emergencies, funeral attendance
- Local regulations: Duluth, Minneapolis, St. Paul
- Official Page: https://www.dli.mn.gov/sick-leave
Missouri
Effective: May 1, 2025
- Coverage: All employers (with some exemptions)
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 15+ employees); 40 hours (employers with fewer than 15 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, dependent care closures
- Official Page: https://labor.mo.gov/lirc
Nebraska
Effective: October 1, 2025
- Coverage: All non-governmental employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 20+ employees); 40 hours (employers with fewer than 20 employees)
- Uses: Employee or family member health conditions, preventive care, dependent care closures
- Official Page: https://dol.nebraska.gov/
Nevada
Effective: 2020
- Coverage: Employers with 50+ employees in business for 2+ years
- Accrual: 0.01923 hours per hour worked
- Maximum: Up to 40 hours annually (employer may limit)
- Uses: Any reason (paid time off law)
- Official Page: Contact Nevada Department of Labor
New Jersey
Effective: 2018
- Coverage: All employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, school conferences, domestic violence situations, public health emergencies
- Official Page: https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/
New Mexico
Effective: 2022
- Coverage: All private employers
- Accrual: 1 hour per 30 hours worked
- Maximum: 64 hours annually
- Uses: Employee or family member health conditions, preventive care, school conferences, domestic violence situations
- Official Page: https://www.dws.state.nm.us/NMPaidSickLeave
New York
Effective: 2021
- Coverage: Employers with 5+ employees or net income over $1 million
- Accrual: 1 hour per 30 hours worked
- Maximum: 56 hours annually (employers with 100+ employees); 40 hours (employers with 5-99 employees)
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Local regulations: New York City, Westchester County
- Official Page: https://www.ny.gov/new-york-paid-sick-leave/new-york-paid-sick-leave
Oregon
Effective: 2016
- Coverage: Employers with 10+ employees
- Accrual: 1 hour per 30 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, domestic violence situations, bereavement, air quality events
- Local regulations: Portland
- Official Page: https://www.oregon.gov/boli/workers/Pages/sick-time.aspx
Pennsylvania
- Local regulations: Allegheny County, Philadelphia, Pittsburgh
Rhode Island
Effective: 2018
- Coverage: Employers with 18+ employees
- Accrual: 1 hour per 35 hours worked
- Maximum: 40 hours annually
- Uses: Any reason (though documentation may be required for absences over 3 days)
- Official Page: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Texas
- Local regulations: Austin, Dallas, San Antonio
Vermont
Effective: 2017-2018
- Coverage: All employers
- Accrual: 1 hour per 52 hours worked
- Maximum: 40 hours annually
- Uses: Employee or family member health conditions, preventive care, long-term care appointments, domestic violence situations, public health closures
- Official Page: https://labor.vermont.gov/rights-and-wages
Washington
Effective: 2018
- Coverage: All employers
- Accrual: 1 hour per 40 hours worked
- Maximum: No cap on accrual or usage
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Local regulations: Seattle, Tacoma
- Official Page: https://lni.wa.gov/workers-rights/leave/paid-sick-leave/
Washington D.C.
Effective: 2014
- Coverage: All employers
- Accrual: Varies by employer size (1 hour per 37-87 hours worked)
- Maximum: 3-7 days annually depending on employer size
- Uses: Employee or family member health conditions, preventive care, domestic violence situations
- Official Page: https://does.dc.gov/page/office-wage-hour-employees
States Without Paid Sick Leave Laws
The following 31 states do not have state-mandated paid sick leave laws: Alabama, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Montana, New Hampshire, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, Wisconsin, and Wyoming.
Note: Some of these states may have local municipal sick leave ordinances, and some have enacted legislation that prohibits localities from creating their own sick leave requirements.
Key Considerations for Employers
- Federal Requirements: The Family and Medical Leave Act (FMLA) provides unpaid leave for serious health conditions but does not require paid sick leave
- Preemption: Some states prohibit local governments from enacting their own sick leave laws
- Accrual Methods: Most states allow either accrual-based systems or front-loading annual allotments
- Family Definitions: The definition of "family member" varies significantly between states
- Anti-Retaliation: All states with sick leave laws include protections against employer retaliation
This landscape continues to evolve, with Alaska, Missouri, and Nebraska recently passing sick leave laws through ballot initiatives in 2024. Employers should regularly check for updates to ensure compliance with current requirements.
How to use Eddy to create a Sick Leave policy
Eddy streamlines compliance sick leave by centralizing all HR processes—including sick leave and paid time off management—into a single, easy-to-use platform. With customizable policy creation, automated accrual tracking, and built-in compliance tools, Eddy lets you set up sick leave policies that align with varying state and local requirements.
In addition, Eddy supports multiple accrual methods, sets limits for carryover and maximum balances, and automates reminders and documentation, reducing the administrative burden and risk of non-compliance.
Employees can easily view balances and request time off through a self-service portal, while HR administrators can easily adapt policies as laws change and ensuring accurate, auditable compliance with sick leave regulations across different jurisdictions.
FAQs
What are the minimum accrual rates for paid sick leave?
Most states with paid sick leave laws require employers to provide at least 1 hour of paid sick leave for every 30 to 40 hours worked. However, accrual rates and annual caps differ by state and sometimes by employer size. For example, California and Colorado require 1 hour per 30 hours worked, while Maine and Illinois require 1 hour per 40 hours worked.
Are all employees covered by state sick leave laws?
Coverage depends on the state law. Many states cover all private-sector employees, while some exempt small employers, government entities, or certain industries. For instance, Connecticut’s law initially applies to employers with 25 or more employees but is expanding to all employers by 2027. Always check the specific state’s official page for full details.
Can employees use paid sick leave for reasons other than illness?
Yes, in most states with paid sick leave laws, employees can use leave for a variety of reasons, including:
- Caring for a sick family member
- Preventive care (such as medical appointments or vaccinations)
- Situations involving domestic violence, sexual assault, or stalking
- Public health emergencies
Some states (like Illinois and Maine) allow leave to be used for any reason under broader paid time off laws.
Do states without paid sick leave laws have any requirements for employers?
States without paid sick leave laws generally do not require private employers to provide paid sick leave. However, employers in these states must still comply with federal laws, such as the Family and Medical Leave Act (FMLA), which provides unpaid job-protected leave for certain health and family reasons. Some localities may have their own ordinances, but several states preempt local sick leave requirements.
What happens if an employer does not comply with state sick leave laws?
Employers who fail to comply with state sick leave laws may face penalties, including fines, back pay, and potential legal action. States often provide complaint processes for employees and protect workers from retaliation for using or requesting sick leave.
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