Paid Sick Leave Laws for Employees: 50-State Survey

While employees are not entitled to paid sick leave under federal law, some states have provided protections in this area. As of 2024, 15 states have enacted widely applicable paid sick leave laws for the private sector: Arizona, California, Colorado, Connecticut, Maryland, Massachusetts, Michigan, Minnesota, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, and Washington. Washington, D.C. also has enacted a paid sick leave law. Maine and Nevada have enacted paid leave laws that allow an employee to take this leave for any reason. Virginia has enacted a paid sick leave law limited to home health workers.

An employee often may use “paid sick leave” in situations that go beyond the literal meaning of the phrase. For example, states may allow paid sick leave to seek preventive care, help a family member with medical needs, respond to certain situations involving domestic violence, or deal with exigencies caused by a public health emergency.

Employees who live in a state without paid sick leave laws, or who have exhausted their paid sick leave, may be able to use other types of leave for similar purposes. These may include family and medical leave, domestic violence leave, small necessities leave, parental leave, or pregnancy leave. Moreover, some cities and counties have enacted broader protections than those at the state level.

Click on a state below to learn more about the paid sick leave law in that state, including the maximum annual amount that an employee can use, the rate at which leave is accrued, covered employers, and qualifying reasons for taking this leave.

Arizona

  • State law: Arizona Revised Statutes Section 23-373
  • Maximum use: 40 hours per year (24 hours per year for employers with fewer than 15 employees)
  • Rate of accrual: 1 hour for every 30 hours worked

The Arizona paid sick leave law applies to employers of all sizes. An employee may use paid sick leave to address their own illness, injury, health condition, or need for preventive medical care. They may use this leave for care of a family member who has an illness, injury, or health condition, or who needs preventive medical care. In addition, an employee can use paid sick leave in certain situations related to a public health emergency or exposure to a communicable disease. Finally, paid sick leave may be used for purposes related to domestic violence, sexual violence, abuse, or stalking, such as getting medical attention, psychological counseling, or legal services, as well as relocating or securing an existing home.

California

The California paid sick leave law applies to employers of all sizes. An employee may use paid sick leave to address their existing health condition or need for preventive care, or to address the existing health condition or need for preventive care of a family member. If an employee has been a victim of domestic violence, sexual assault, or stalking, they may use paid sick leave for certain related purposes, such as pursuing a restraining order, seeking medical attention, getting psychological counseling, or participating in safety planning. An employee may carry over sick leave from one year to the next, but their total accrual may be capped at 48 hours, or six days.

Colorado

The Colorado paid sick leave law applies to employers of all sizes. An employee may use paid sick leave when they have an illness, injury, or health condition that prevents them from working, or when they need to address an illness, injury, or health condition or need to obtain preventive medical care. They also may use this leave when they need to care for a family member who has an illness, injury, or health condition, or who needs to address an illness, injury, or health condition or needs to obtain preventive medical care. Paid sick leave is available for certain purposes when an employee or their family member has been a victim of domestic abuse, sexual assault, or harassment, such as when leave is used to seek medical attention, get counseling, seek legal services, or relocate. Finally, an employee may use paid sick leave in certain situations involving public health emergencies.

Connecticut

The Connecticut paid sick leave law applies to employers with 50 or more employees. This leave is available to employees who are primarily engaged in certain occupations, known as service workers. Paid sick leave may be used to address an illness, injury, or health condition or obtain preventive medical care. A service worker also may use this leave to address an illness, injury, or health condition of a child or spouse, or obtain preventive medical care for them. If a service worker has been a victim of family violence or sexual assault, they may use paid sick leave for purposes such as getting medical care or psychological counseling, relocating, or participating in related civil or criminal proceedings.

Maine

The Maine paid leave law, which is not limited to sick leave, applies to employers with more than 10 employees for more than 120 days in a calendar year. While leave begins to accrue at the start of employment, the employer does not need to permit use of leave until the employee has been employed by the employer for 120 days in a one-year period. The statute does not specify reasons for using this leave, and the Maine Department of Labor states that it may be used for any reason, including an emergency, illness, sudden necessity, or planned vacation. A related law provides that an employer with 25 or more employees that provides paid leave under the terms of a collective bargaining agreement or employment policy must allow an employee to use that leave for the care of a child, spouse, or parent.

Maryland

The Maryland paid leave law provides that employers with 15 or more employees must provide earned sick and safe leave paid at the same wage rate as the employee normally earns. (Smaller employers must provide unpaid earned sick and safe leave.) An employer may prevent an employee from using earned sick and safe leave during the first 106 calendar days that the employee works for the employer. An employee may use this leave to address a mental or physical illness, injury, or condition, or to care for a family member with a mental or physical illness, injury, or condition. Earned sick and safe leave also may be used to get preventive medical care for the employee or a family member, for maternity or paternity leave, or for certain purposes related to domestic violence, sexual assault, or stalking committed against the employee or a family member. These include getting medical or mental health attention, pursuing legal services or proceedings, and temporary relocation.

Massachusetts

The Massachusetts paid sick leave law applies to employers with 11 or more employees. (Employees of smaller employers are entitled to unpaid sick time.) Earned sick time may be used to attend routine medical appointments or to care for a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care. An employee may use this leave for the same purposes with regard to their child, spouse, parent, or parent-in-law. Finally, earned sick time may be used to address the psychological, physical, or legal effects of domestic violence.

Michigan

The Michigan paid sick leave law applies to employers with 50 or more employees. An employee may use this paid medical leave to address a mental or physical illness, injury, or health condition, or for preventative medical care, and they may use it for the same reasons related to family members. They also may use this leave for certain purposes related to domestic violence or sexual assault, such as getting medical care or psychological counseling, getting legal services, participating in related civil or criminal proceedings, or relocating. Finally, an employee may use this leave in certain situations related to a public health emergency or exposure to a communicable disease.

Minnesota

  • State law: Minnesota Statutes Section 181.9447
  • Maximum use: Accrual capped at 48 hours per year, and may be used as accrued (accrued but unused time capped at 80 hours, including carryover)
  • Rate of accrual: 1 hour for every 30 hours worked

The Minnesota paid sick leave law applies to employers of all sizes. To be covered, an employee must have performed work for at least 80 hours in a year for an employer in Minnesota. An employee may use this leave to address a mental or physical illness, injury, or health condition, for medical diagnosis, care, or treatment of an illness, injury, or health condition, or for preventive medical or health care. They may use it for the same reasons related to family members. An employee also may use this leave for certain purposes related to domestic abuse, sexual assault, or stalking, such as getting medical care or psychological counseling, relocating, or taking legal action. The statute provides a few other limited situations in which this leave may be available as well, such as various public emergencies.

Nevada

The Nevada paid leave law, which is not limited to sick leave, applies to employers with 50 or more employees. An employer in the private sector must allow an employee to use this leave beginning on the 90th calendar day of their employment, and the employee does not need to provide a reason for using the leave. The statute does not specify certain reasons for which this leave may be taken.

New Jersey

The New Jersey paid sick leave law applies to employers of all sizes. Reasons for taking this leave include a mental or physical illness, injury, or health condition of an employee, or their need for preventive medical care. An employee also may use this leave to aid or care for a family member who has a mental or physical illness, injury, or health condition, or who needs preventive medical care. Other qualifying reasons include circumstances related to the employee or a family member experiencing domestic or sexual violence, such as obtaining medical attention or psychological counseling, relocating, obtaining legal services, or participating in related civil or criminal legal proceedings. An employee also may use paid sick leave in certain circumstances related to public health emergencies and exposure to communicable diseases. Finally, an employee may use this leave to attend certain school-related events involving their child.

New Mexico

The New Mexico paid sick leave law applies to employers of all sizes and took effect on July 1, 2022. Reasons for taking this leave include issues related to a mental or physical illness, injury, or health condition, as well as preventive medical care. An employee may take this leave for the same purposes related to family members. They also may take this leave for certain reasons related to domestic abuse, sexual assault, or stalking experienced by the employee or a family member, such as getting medical or psychological treatment or counseling, relocating, or participating in legal proceedings. Finally, an employee may take this leave for meetings at the school or place of care of their child that are related to the child’s health or disability.

New York

  • State law: New York Labor Law Section 196-B
  • Maximum use: 56 hours per year for employers with 100 or more employees; 40 hours per year for employers with 5-99 employees
  • Rate of accrual: 1 hour for every 30 hours worked

The New York paid sick leave law applies to employers with five or more employees, although employers with 100 or more employees must provide a greater amount of leave, as noted above. Qualifying reasons for taking this leave include a mental or physical illness, injury, or health condition of an employee or their family member, as well as preventive care for the employee or their family member. An employee also may take this leave for certain purposes related to domestic violence, a family offense, a sexual offense, stalking, or human trafficking experienced by the employee or a family member. These purposes include participating in safety planning, participating in criminal or civil proceedings, filing a complaint or report with law enforcement, enrolling children in a new school, getting victim services, or other actions needed to ensure the health or safety of the employee or their family member.

Oregon

The Oregon paid sick leave law generally applies to employers with 10 or more employees, and to employers in Portland with six or more employees. (Smaller employers must provide unpaid sick leave.) Qualifying reasons for taking this leave include issues related to the mental or physical illness, injury, or health condition of an employee, as well as their need for preventive medical care. An employee also may take this leave for the same purposes related to a family member, or for any purpose provided by the family leave and domestic violence leave laws in the state. Finally, an employee may take this leave in certain circumstances involving a public health emergency. An employer may allow an employee to donate sick time to a coworker. An employer may limit an employee to accruing 80 total hours of sick time.

Rhode Island

The Rhode Island paid sick leave law applies to employers with 18 or more employees. Qualifying reasons for taking this leave include a mental or physical illness, injury, or health condition of an employee, as well as their need for preventive medical care. An employee also may take this leave for the same purposes related to a family member, or for time off needed when the employee or a family member has experienced domestic violence, sexual assault, or stalking. Finally, an employee may take paid sick leave in certain circumstances related to a public health emergency or exposure to a communicable disease.

Vermont

The Vermont paid sick leave law applies to employers of all sizes. Qualifying reasons for taking this leave include when the employee is ill or injured, or when the employee needs certain types of health care. An employee also may use this leave to care for a sick or injured family member, including helping them get treatment or accompanying them to appointments related to their long-term care. In addition, an employee may use paid sick leave to arrange for social or legal services or get medical care or counseling for the employee or their family member if they have experienced domestic violence, sexual assault, or stalking, or if they are relocating because of these behaviors. Finally, an employee may use earned sick time to care for a family member when the family member’s school or business is closed for public health or safety reasons.

Virginia

A limited Virginia paid sick leave law covers home health workers, who provide personal care, respite, or companion services to individuals who receive consumer-directed services under the state plan for medical assistance services. This law applies to employers of all sizes. A home health worker may use this leave to address a mental or physical illness, injury, or health condition, as well as their need for preventive medical care. They also may use this leave for the same purposes related to a family member.

Washington

The Washington paid sick leave law applies to employers of all sizes. Qualifying reasons for this leave include issues related to a mental or physical illness, injury, or health condition, as well as a need for preventive medical care. An employee also may use this leave for the same purposes related to a family member. Finally, an employee may use this leave when their place of business, or the school or place of care of their child, has been closed for a health-related reason.

Washington, D.C.

  • State law: District of Columbia Code Section 32-531.02
  • Maximum use: Not explicitly specified by statute, but accrual capped at 7 days per year for employers with 100 or more employees, 5 days per year for employers with 25-99 employees, 3 days per year for employers with 24 or fewer employees
  • Rate of accrual: 1 hour for every 37 hours worked for employers with 100 or more employees; 1 hour for every 43 hours worked for employers with 25-99 employees; 1 hour for every 87 hours worked for employers with 24 or fewer employees

The Washington, D.C. paid sick leave law applies to employers of all sizes. Qualifying reasons for taking this leave include a physical or mental illness, injury, or medical condition, as well as obtaining a medical diagnosis or care, or preventive medical care. An employee also may take this leave to care for a family member with any of the above conditions or needs. Finally, an employee may take this leave for certain purposes related to stalking, domestic violence, or sexual abuse affecting the employee or a family member if their absence is directly related to social or legal services pertaining to that conduct. These may include getting medical attention or psychological counseling, relocating, participating in a related civil or criminal legal proceeding, or otherwise enhancing the health or safety of the employee or their family member.

Employment Law Center Contents   

Related Areas