There is no Maryland law that requires private-sector employers to provide employees with paid or unpaid sick leave, although many employers do provide it as an important employee benefit. It is important to remember that if an employer promises to provide sick leave, they may have a legal obligation to grant it.
A binding promise does not require embodiment in a formal employment contract. Maryland courts have ruled that, under some circumstances, an employer's assurance of paid leave time, whether made in an employee handbook, or given orally, or simply understood as a matter of consistent practice, may constitute an implied contract, which is binding and enforceable.
Termination. An employer is not required to pay accrued leave to an employee at the time of termination as long as the employer has a written policy that limits the compensation of accrued leave to employees, the employer has notified the employee of the employer’s leave benefits, and the employee is not entitled to payment for accrued leave at termination under the terms of the employer’s written policy (MD Labor & Employment Code Sec. 3-505).