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.
| Jurisdiction | Paid Sick Leave Required | Maximum Leave Usage Per Year |
| Federal | Yes | The amount the employee has available for use. |
| Alabama | No | N/A |
| Alaska | No | N/A |
| Arizona | Yes | 40 hours (employers with 15 or more employees) or 24 hours (employers with fewer than 15 employees) |
| Arkansas | No | N/A |
| California | Yes | 40 hours or five days |
| California (Berkeley) | Yes | 48 hours (employers with 24 or fewer employees); employers with 25 or more employees may not cap usage |
| California (Emeryville) | Yes | 48 hours (employers with 55 or fewer employees) or 72 hours (employers with 56 or more employees) |
| California (Long Beach) | Yes | Five days |
| California (Los Angeles) | Yes | 96 paid hours; 80 unpaid hours after paid leave exhausted |
| California (Los Angeles) | Yes | 48 hours |
| California (Oakland) | Yes | N/A |
| California (San Diego) | Yes | 40 hours |
| California (San Francisco) | Yes | N/A |
| California (San Francisco) | Yes | N/A |
| California (Santa Monica) | Yes | N/A |
| California (West Hollywood) | Yes | 96 paid hours; 80 unpaid hours after paid leave exhausted |
| Colorado | Yes | 48 hours; 80 hours during a public health emergency |
| Connecticut | Yes | 40 hours |
| Delaware | No | 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) |
| Florida | No | N/A |
| Georgia | No | N/A |
| Hawaii | No | N/A |
| Idaho | No | N/A |
| Illinois | No | N/A |
| Illinois (Chicago) | Yes | N/A |
| Illinois (Cook County) | No | N/A |
| Indiana | No | N/A |
| Iowa | No | N/A |
| Kansas | No | N/A |
| Kentucky | No | N/A |
| Louisiana | No | N/A |
| Maine | No | N/A |
| Maryland | Yes | 64 hours |
| Maryland (Montgomery County) | Yes | 80 hours |
| Massachusetts | Yes | 40 hours |
| Michigan | Yes | 40
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 |
| Minnesota | Yes | N/A |
| Minnesota (Bloomington) | Yes | N/A |
| Minnesota (Minneapolis) | Yes | N/A |
| Minnesota (St. Paul) | Yes | N/A |
| Mississippi | No | N/A |
| Missouri | No | N/A |
| Montana | No | N/A |
| Nebraska | No | N/A |
| Nevada | No | N/A |
| New Hampshire | No | N/A |
| New Jersey | Yes | 40 hours |
| New Mexico | Yes | 64 hours |
| New York | Yes | 56
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) | Yes | 56 hours (employers with 100 or more employees); 40 hours (employers with 99 or fewer employees) |
| North Carolina | No | N/A |
| North Dakota | No | N/A |
| Ohio | No | N/A |
| Oklahoma | No | N/A |
| Oregon | Yes | 40 hours |
| Pennsylvania | No | N/A |
| Pennsylvania (Allegheny County) | Yes | 40 hours |
| Pennsylvania (Philadelphia) | Yes | 40 hours |
| Pennsylvania (Pittsburgh) | Yes | 40 hours (employers with 15 or more employees); 24 hours (employers with fewer than 15 employees) |
| Rhode Island | Yes | 40 hours |
| South Carolina | No | N/A |
| South Dakota | No | N/A |
| Tennessee | No | N/A |
| Texas | No | N/A |
| Utah | No | N/A |
| Vermont | Yes | 40 hours |
| Virginia | Yes | 40 hours |
| Washington | Yes | N/A |
| Washington (SeaTac) | Yes | N/A |
| Washington (Seattle) | Yes | N/A |
| Washington (Seattle) | Yes | N/A |
| Washington (Tacoma) | Yes | N/A |
| West Virginia | No | N/A |
| Wisconsin | No | N/A |
| Wyoming | No | N/A |
*=Coming Soon