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).
Los Angeles County—Interim Urgency Ordinance, effective April 28, 2020 through December 31, 2020. Additional information is available at http://file.lacounty.gov/SDSInter/bos/supdocs/145450.pdf.
City of Los Angeles, California—Ordinance 186590 (adding Article 5-72HH to Chapter XX of the Los Angeles Municipal Code), effective April 10, 2020, through December 31, 2020. Additional information is available at http://clkrep.lacity.org/onlinedocs/2020/20-0147-S39_ORD_186590_04-10-2020.pdf.
Oakland, California—Ordinance effective May 18, 2020, through December 31, 2020. Additional information is available at https://www.natlawreview.com/article/city-oakland-passes-supplemental-emergency-paid-sick-leave

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California Sick Leave Resources

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