Jurisdiction

Paid Sick Leave Required

Maximum Leave Usage Per Year

Accrual Rate

Alabama

No

N/A

N/A

Alaska

Yes

56 hours (employers with 15 or more employees); 40 hours (employers with fewer than 15 employees)

One hour for every 30 hours worked

Arizona

Yes

40 hours (employers with 15 or more employees) or 24 hours (employers with fewer than 15 employees)

One hour for every 30 hours worked

Arkansas

No

N/A

N/A

California

Yes

40 hours or five days

One hour for every 30 hours worked.
*Employers may instead use alternate accrual method

Berkeley

Yes

48 hours (employers with 24 or fewer employees); employers with 25 or more employees may not cap usage

One hour for every 30 hours worked

Emeryville

Yes

48 hours (employers with 55 or fewer employees) or 72 hours (employers with 56 or more employees)

One hour for every 30 hours worked

Long Beach

Yes

Five days

5/12ths of a day for each full month in a calendar year that the employee has been employed by the employer

Los Angeles

Los Angeles Minimum Wage Ordinance

48 hours city wide

One hour for every 30 hours worked

Oakland

Yes

N/A

One hour for every 30 hours worked

San Diego

Yes

40 hours

One hour for every 30 hours worked

San Francisco

Paid Sick Leave Ordinance

Paid Sick Leave Ordinance

One hour for every 30 hours worked in San Francisco

Santa Monica

Yes

N/A

One hour for every 30 hours worked in Santa Monica

West Hollywood

Yes

96 paid hours; 80 unpaid hours after paid leave exhausted

96/52 hours of paid time off for every week of employment;
80/52 hours of unpaid time off for every week of employment

Colorado

Yes

48 hours; 80 hours during a public health emergency

One hour for every 30 hours worked

Connecticut

Yes

40 hours

One hour for every 30 hours worked

Delaware

No

N/A

N/A

District of Columbia

Yes

Seven days (employers with 100 or more employees); five days (employers with 25-99 employees); three days (employers with 24 or fewer employees)

One hour for every 37 hours worked (employers with 100 or more employees); One hour for every 43 hours worked (employers with 25-99 employees);
One hour for every 87 hours worked (employers with 24 or fewer employees).

Florida

No

N/A

N/A

Georgia

No

N/A

N/A

Hawaii

No

N/A

N/A

Idaho

No

N/A

N/A

Illinois

No

N/A

N/A

Chicago

Yes

N/A

One hour for every 35 hours worked, or employers may alternatively implement unlimited paid time off.

Indiana

No

N/A

N/A

Iowa

No

N/A

N/A

Kansas

No

N/A

N/A

Kentucky

No

N/A

N/A

Louisiana

No

N/A

N/A

Maine

No

N/A

N/A

Maryland

Yes

64 hours

One hour for every 30 hours worked

Montgomery County

Yes

80 hours

One hour for every 30 hours worked in Montgomery County

Massachusetts

Yes

40 hours

One hour for every 30 hours worked

Michigan

Yes

72 hours (employers with 11 or more employees) or 40 hours (employers with 10 or fewer employees)

One hour for every 30 hours worked

Minnesota

Yes

N/A

One hour for every 30 hours worked

Bloomington

Yes

N/A

One hour for every 30 hours worked

Minneapolis

Yes

N/A

One hour for every 30 hours worked

St. Paul

Yes

N/A

One hour for every 30 hours worked

Mississippi

No

N/A

N/A

Missouri

No, repealed effective August 28, 2025

N/A

N/A

Montana

No

N/A

N/A

Nebraska

Yes

56 hours (employers with 20 or more employees) or 40 hours (employers with 11-19 employees)

One hour for every 30 hours worked

Nevada

No

N/A

N/A

New Hampshire

No

N/A

N/A

New Jersey

Yes

40 hours

One hour for every 30 hours worked

New Mexico

Yes

64 hours

One hour for every 30 hours worked

New York

Yes

56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees); plus an additional 20 hours for paid prenatal personal leave (all employers)

One hour for every 30 hours worked, for sick and safe leave.
The law does not require employees to accrue paid prenatal personal leave. The full amount is available on the first day of employment.

New York City

Yes

56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees); plus an additional 20 hours for paid prenatal personal leave (all employers)

One hour for every 30 hours workedNote: Paid prenatal personal leave does not accrue.

North Carolina

No

N/A

N/A

North Dakota

No

N/A

N/A

Ohio

No

N/A

N/A

Oklahoma

No

N/A

N/A

Oregon

Yes

40 hours

One hour for every 30 hours worked or one and one-third hour for every 40 hours worked

Pennsylvania

No

N/A

N/A

Allegheny County

Yes

40 hours

One hour for every 35 hours worked

Philadelphia

Yes

40 hours

One hour for every 40 hours worked

Pittsburgh

Yes

40 hours (employers with 15 or more employees); 24 hours (employers with fewer than 15 employees)
Effective January 1, 2026, 72 hours (employers with 15 or more employees); 48 hours (employers with fewer than 15 employees)

One hour for every 35 hours worked, unless an employer's written policies establish the accrual of sick time to be in fraction of an hour increments.
Effective January 1, 2026, one hour for every 30 hours worked, unless an employer's written policies establish the accrual ofsick time to be in fraction of an hour increments.

Rhode Island

Yes

40 hours

One hour for every 35 hours worked or on paid leave

South Carolina

No

N/A

N/A

South Dakota

No

N/A

N/A

Tennessee

No

N/A

N/A

Texas

No

N/A

N/A

Utah

No

N/A

N/A

Vermont

Yes

40 hours

One hour for every 52 hours worked

Virginia

Yes

40 hours

One hour for every 30 hours worked

Washington

Yes

N/A

One hour for every 40 hours worked

SeaTac

Yes

N/A

One hour for every 40 hours worked

Seattle

Paid Sick and Safe Time Ordinance

Paid Sick and Safe Time Ordinance

One hour for every 40 hours worked (employers with 1-249 full-time equivalent employees)
One hour for every 30 hours worked (employers with 250 or more full-time equivalent employees)

Tacoma

Yes

N/A

One hour for every 40 hours worked

West Virginia

No

N/A

N/A

Wisconsin

No

N/A

N/A

Wyoming

No

N/A

N/A