California Sick Leave laws & compensation compliance analysis

California Sick Leave: What you need to know

California employers, both public and private, are required to provide paid sick leave to their employees, unless exempted by law. See the section on Paid Sick Leave, below, for details.
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Kin care requirement. Any employer that offers sick leave must also allow employees to use part of their accrued and available sick leave time in a calendar year to take care of a sick child, parent, spouse, domestic partner, or child of a domestic partner.
Each year, employees are entitled to use the amount of sick leave they would earn in 6 months for this purpose.
This law does not extend the maximum period of leave to which the employee is entitled under the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA) (CA Lab. Code Sec. 233).
Employers that have absence control policies that count sick leave taken for this purpose as an absence that may lead to or result in disciplinary action are in violation of the law (CA Lab. Code Sec. 233, Sec. 234).
All employers, both public and private, are required to provide paid sick leave to their employees, unless exempted (CA Lab. Code Sec. 245 et seq.).
The Healthy Workplaces, Healthy Families Act of 2014 (the Act) requires that covered employers provide paid sick leave for employees for diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member. The Act also requires that paid sick leave be provided to eligible employees who are victims of domestic violence, sexual assault, or stalking.
Covered family members include children, parents, spouses, registered domestic partners, grandparents and grandchildren, and siblings.
Covered children include biological, adopted, or ...

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California Sick Leave Resources

Type Title
Forms Paid Time Off (PTO)
White Papers Working While Sick: Not Smart
See all Sick Leave Resources