Paid Sick Leave by State and Municipality 2024 - 2025

Paid Sick Leave by State and Municipality 2024 - 2025

In today's evolving workplace, understanding paid sick leave regulations is essential for employers. Our comprehensive 2024-2025 article provides a detailed chart covering all 50 states, highlighting where paid sick leave is required and where it remains optional. This resource equips businesses with the knowledge they need to navigate varying state and municipal laws, ensuring compliance and fostering a supportive work environment.


JurisdictionPaid Sick Leave RequiredMaximum Leave Usage Per Year
FederalYesThe amount the employee has available for use.
AlabamaNoN/A
AlaskaNoN/A
ArizonaYes40 hours (employers with 15 or more employees) or 24 hours (employers with fewer than 15 employees)
ArkansasNoN/A
CaliforniaYes40 hours or five days
California (Berkeley)Yes48 hours (employers with 24 or fewer employees); employers with 25 or more employees may not cap usage
California (Emeryville)Yes48 hours (employers with 55 or fewer employees) or 72 hours (employers with 56 or more employees)
California (Long Beach)YesFive days
California (Los Angeles)Yes96 paid hours; 80 unpaid hours after paid leave exhausted
California (Los Angeles)Yes48 hours
California (Oakland)YesN/A
California (San Diego)Yes40 hours
California (San Francisco)YesN/A
California (San Francisco)YesN/A
California (Santa Monica)YesN/A
California (West Hollywood)Yes96 paid hours; 80 unpaid hours after paid leave exhausted
ColoradoYes48 hours; 80 hours during a public health emergency
ConnecticutYes40 hours
DelawareNoN/A
District of ColumbiaYesSeven days (employers with 100 or more employees); five days (employers with 25-99 employees); three days (employers with 24 or fewer employees)
FloridaNoN/A
GeorgiaNoN/A
HawaiiNoN/A
IdahoNoN/A
IllinoisNoN/A
Illinois (Chicago)YesN/A
Illinois (Cook County)NoN/A
IndianaNoN/A
IowaNoN/A
KansasNoN/A
KentuckyNoN/A
LouisianaNoN/A
MaineNoN/A
MarylandYes64 hours
Maryland (Montgomery County)Yes80 hours
MassachusettsYes40 hours
MichiganYes40 hours
      Effective February 21, 2025, 72 hours, unless employer is considered a small business (fewer than 10 individuals working for compensation in a given week), in which case, 40 hours
MinnesotaYesN/A
Minnesota (Bloomington)YesN/A
Minnesota (Minneapolis)YesN/A
Minnesota (St. Paul)YesN/A
MississippiNoN/A
MissouriNoN/A
MontanaNoN/A
NebraskaNoN/A
NevadaNoN/A
New HampshireNoN/A
New JerseyYes40 hours
New MexicoYes64 hours
New YorkYes56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees)
    Starting January 1, 2025, plus an additional 20 hours for paid prenatal personal leave (all employers)
New York (New York City)Yes56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees)
North CarolinaNoN/A
North DakotaNoN/A
OhioNoN/A
OklahomaNoN/A
OregonYes40 hours
PennsylvaniaNoN/A
Pennsylvania (Allegheny County)Yes40 hours
Pennsylvania (Philadelphia)Yes40 hours
Pennsylvania (Pittsburgh)Yes40 hours (employers with 15 or more employees); 24 hours (employers with fewer than 15 employees)
Rhode IslandYes40 hours
South CarolinaNoN/A
South DakotaNoN/A
TennesseeNoN/A
TexasNoN/A
UtahNoN/A
VermontYes40 hours
VirginiaYes40 hours
WashingtonYesN/A
Washington (SeaTac)YesN/A
Washington (Seattle)YesN/A
Washington (Seattle)YesN/A
Washington (Tacoma)YesN/A
West VirginiaNoN/A
WisconsinNoN/A
WyomingNoN/A
*=Coming Soon

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