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).
On March 19, 2021, Governor Gavin Newsom signed California Senate Bill 95 (SB 95) (creates new California Labor Code Sections 248.2 and 248.3), which provides supplemental paid sick leave to covered employees. Employers have until March 29, 2021, to ensure compliance with the new requirements of SB 95, at which time the requirements of the law will apply retroactively to January 1, 2021. Currently, the law is effective until September 30, 2021, except in situations when a covered employee taking supplemental paid sick leave at the time of the expiration of the law can take the full amount of leave to which he or she would have been entitled.

Read more about Sick Leave

California Sick Leave Resources

Type Title
Forms Paid Time Off (PTO)
See all Sick Leave Resources