In many states, paid sick leave laws are not a luxury — they’re a legal requirement to ensure employees can take short absences from work to care for themselves or family members.
While there are no federal paid sick leave laws, 15 states and the District of Columbia have adopted and legalized several laws of their own. That means private employers who operate in these states—or employ individuals who operate in them—must provide paid sick leave.
As of 2024, 78% of private sector workers have access to paid sick leave. As new laws are introduced, that number is sure to grow. In this article, we’ll discuss the various paid sick leave laws in place and how a tool like Mosey can help with state compliance.
What Is the Evolution of Paid Sick Leave Laws?
Gone are the days when paid sick time was solely at an employer’s discretion. We’re witnessing a significant shift toward mandated paid sick leave laws, particularly in states like Massachusetts, Michigan, and New Jersey, and cities including San Francisco, Philadelphia, and Portland.
This evolution marks a seismic shift in the employer-employee relationship. Where it was once employers who seemed to be favored, paid sick leave laws now strongly emphasize employee welfare and public health.
For employees, this shift means enhanced protections and benefits, extending beyond just health care to cover aspects like mental health, domestic violence, and serious health conditions.
As a result, employers, particularly those in the private sector, must now maneuver many state laws and municipal ordinances, from the FMLA (Family and Medical Leave Act) nuances in Illinois to the unique paid time off requirements in Oregon and Vermont.
The impact is profound and far-reaching. It’s about understanding and integrating state laws into company policies. This includes recognizing specific provisions like safe time and safe leave, particularly relevant during public health emergencies.
As everything continues to evolve with new jurisdictions like Minneapolis, Montgomery County, and Tacoma introducing their own versions of paid sick leave laws, the challenge for employers is clear: Stay informed, stay compliant, and above all, ensure that your policies reflect both legal requirements and your commitment to your employees’ well-being.
What Are Paid Sick Leave Laws?
Paid sick leave laws are regulations that mandate private employers to provide paid time off for employees under certain health-related circumstances.
These laws serve a dual purpose:
To ensure employees don’t have to choose between their paycheck and their health (or the health of a family member)
To promote public health by reducing the spread of illness in the workplace
From full-time to part-time workers, these laws encompass a wide range of employment situations, with particular emphasis on minimum wage earners who might otherwise be unable to afford unpaid time off.
Role in Public Health and Employee Welfare
At the center of paid sick leave laws lies their role as a protective layer for both public health and employee welfare. By enabling employees to accrue sick time, sometimes referred to as earned sick time, these laws prevent scenarios where employees, particularly in sectors like healthcare and food service, feel compelled to work while ill, potentially exacerbating public health issues.
This is even more important during health emergencies and closures, where the risk of contagion is high. While hindsight is always 20/20, there is a valid argument that these laws should have been in place long before the COVID-19 pandemic.
How To Craft a Compliant Paid Sick Leave Policy
Developing a compliant sick leave policy requires a keen understanding of the variances in laws across different jurisdictions. For businesses operating in multiple locations, this could mean tailoring policies to align with each area’s specific legal requirements.
Whether it’s a question of how sick time accrues over a calendar year or how unused time might carry over, each element needs careful consideration. Involvement in collective bargaining agreements might also influence policy structure, particularly for larger organizations.
Considerations for Multi-Location Businesses
A one-size-fits-all approach rarely works for businesses spread across various states and cities. Considerations should include the differing definitions of eligible employees, variations in local government mandates, and even the nuances of sick leave benefits as they relate to federal law.
Understanding these aspects is crucial for crafting policies that are legally compliant, fair, and transparent to employees.
An employee handbook is a great place to store all this information, and with Employee Handbooks by Mosey, you can easily build and maintain a fully compliant handbook for all 50 states. With one-click policy updates, you can automate applying changes as employment laws shift, while our user-friendly employee portal can keep your workforce informed.
What Are Common Paid Sick Leave Requirements?
These elements shape how businesses structure their sick leave policies and how they support and protect their employees. By examining each of these components, businesses can better tailor their policies to be both compliant and empathetic to the diverse needs of their workforce.
Accrual vs. Frontloaded Sick Time
One decision for employers centers around whether sick time should accrue based on hours worked or be frontloaded at the beginning of the year. While accrual systems provide sick time based on actual hours worked, frontloading can offer employees immediate access to sick leave, a benefit particularly valued by new hires.
Safe Time/Safe Leave Provisions
These provisions extend the scope of paid sick leave to cover situations related to domestic violence or sexual assault, allowing employees to use their leave for legal advice and proceedings, counseling, or other related matters.
Such inclusion underscores the broader societal role of paid sick leave laws in offering support and preventive care beyond just physical health.
Employer Responsibilities and Employee Protections
Employers must ensure that sick leave policies comply with local and federal laws and that they’re communicated effectively to all employees. This includes educating management teams on the proper handling of sick leave requests to avoid any perception of retaliation.
Additionally, understanding the concept of net income loss due to unpaid sick leave can help employers appreciate the financial significance of these laws for employees, thereby fostering a more supportive and empathetic workplace culture.
Beyond the consequences that come with non-compliance, abiding by paid leave fosters an environment where employees feel safe and heard. While the financial burden on employers is often minimal, the productivity and loyalty it drives among your workforce can be monumental.
What States Have Paid Sick Leave Laws?
Now that you know some of the general requirements and considerations of paid sick leave, let’s discuss which states have put these laws in place. We’ve grouped the 15 states (and Washington, D.C.) based on shared criteria:
Arizona, California, Washington, and Washington, D.C.
Employees who have worked for 90 days or more after the first day of employment are eligible for paid sick leave. Companies that have one or more employees are subject to the law.
Colorado, Minnesota, New Mexico, and New York
Employees in these states are eligible for paid sick leave — however, the leave period depends on the number of hours an employee has worked.
Minnesota and New Mexico employers are subject to their state’s paid sick leave law if they have one or more employees. Colorado and New York employers with 16 or more employees or five or more employees, respectively, are subject to leave.
Massachusetts, Michigan, and Rhode Island
Employees who work 90 days or more are eligible. Businesses with 11 or more, 10 or more, and 18 or more employees are subject to paid sick leave.
Connecticut, Maryland, New Jersey, Oregon, and Vermont
These are the outlier states, each with their own unique PSL policies:
- Connecticut: Employers with 50 or more employees are subject to the state’s paid leave law, and employees who work 85 days or more are eligible.
- Maryland: Employees earn one hour of paid sick leave for every 30 hours worked, up to 40 per year. Businesses must employ 15 or more workers.
- New Jersey: Employees in New Jersey must work 120 days or more. Employers must have one or more employees to be subject to the paid leave law.
- Oregon: Employees in Oregon must work 91 days or more to be eligible. Employers with 10 or more employees are subject to the state’s paid leave law.
- Vermont: Employers with one or more employees are subject to the state’s paid leave law. Employers must work 365 days or more to qualify.
How Many Hours of Paid Sick Leave Do Different States Allow?
Each state with a paid leave law has its own accrual and carryover policies. Let’s look at the list from another angle, this time the hours per year:
Up to 24 Hours of Paid Leave
- Arizona (For employers with less than 15 workers)
- District of Columbia (For employers with less than 25 workers)
Up to 40 Hours of Paid Leave
- Arizona (15+ employees)
- District of Columbia (For employers with 25-99 workers)
- California
- Connecticut
- Massachusetts (11+ employees only)
- Michigan
- New Jersey
- New York (For employers with 5-99 employees or less than five employees but $1 million in net income)
- Vermont
- Oregon
- Rhode Island (18+ workers only)
- Vermont
- Washington
Up to 48 Hours Paid Leave
- Colorado
- Minnesota
Up to 56 Hours of Paid Leave
- District of Columbia (For employers with 100+ workers)
- New York (100+ employees)
Up to 64 Hours of Paid Leave
- New Mexico
- Maryland
What New Paid Sick Leave Laws Come Into Effect in 2025?
Below are some new and updated paid sick leave laws in 2025:
Alaska
Alaskan voters have passed paid sick leave. The law, which will take effect on July 1, 2025, requires employers to provide one hour of paid sick leave for every 30 hours of work. The maximum number of hours an employee can use in a year ranges from 40 and 56.
Nebraska
Called Initiative 436, the state of Nebraska requires that employers provide one hour of paid leave for every 30 hours worked. The leave can be used for several reasons, including doctor’s appointments, family emergencies, and certain health conditions.
Connecticut
While Connecticut’s Paid Leave isn’t new, its coverage will expand to include more employees on Jan. 1, 2025.
New York Paid Prenatal Leave
New York Paid Prenatal Leave now requires private-sector employers to provide 20 hours of paid leave to employees within 52 weeks to attend to prenatal issues.
Michigan
Called the Earned Sick Time Act (ESTA), the State of Connecticut now requires employers to provide one hour of paid sick leave for every 30 hours worked, up to a maximum of 72 hours annually.
What Reasons Can Employees Provide for Paid Sick Leave?
Each state outlines valid reasons an employer must grant an employee paid leave. These reasons can include:
- Bereavement
- Bonding with a child, including birth, adoption, or foster care placement
- Public health emergencies that affect a child
- Caring for family members in the military
- Doctor’s appointments
- Medical emergencies
- Parental leave laws allow parents to attend to emergencies or important visitations regarding their children.
How To Integrate Paid Sick Leave With Overall Employee Benefits
Paid sick leave is not a standalone benefit. It interlocks seamlessly with broader employee benefits like the Family and Medical Leave Act, enhancing overall employee well-being.
Balancing compliance with these sick time laws and nurturing a positive company culture is key. Employers can demonstrate their commitment to employee health while fostering a supportive work environment.
Let Mosey Streamline Compliance for You
State laws on paid sick leave are constantly changing. As old laws are modified and new laws take effect, you might feel overwhelmed with all the data.
Mosey can help you align your existing systems with state and local statutes and ensure your company remains compliant in 2025. Book a demo with Mosey today to learn how we can level up your compliance efforts.
