DDN – California was one of the first states to offer universal paid sick leave. In recent years, they have continued to push and broaden its applications.
However, the state’s paid sick leave rules altered significantly in 2024, with a few further additions in 2025.
Here are five things you should know about California’s paid sick leave legislation as the new year begins.
1. How Much Sick Pay Do You Receive?
This is one of the major changes that occurred in 2024. Employers were formerly required to give three days of paid sick leave, but since 2024, this has been doubled to five days or forty hours, whichever is larger. That language is crucial. It assures that everybody working a 10-hour day has at least five days off.
You can earn these hours at the start of the year or as you work. Some firms offer one hour of sick pay for every 30 hours you work.
2. Cities Can Set Greater Minimums
However, it is vital to remember that the state minimum is merely 5 days or 40 hours. Some cities, such as San Francisco and Los Angeles, have more flexible minimum criteria.
Employers in San Francisco with ten or more employees may limit an employee’s sick time balance to 72 hours. However, if they have fewer than ten employees, the cap might be set at forty hours.
Paid sick leave in Los Angeles is limited to a minimum of 72 hours.
The regulations differ, but you can get information for your unique circumstance by requesting a 2810.5 notice or looking for a poster at their workplace that may contain more information.
3. You Can Utilize It for More Than Just Becoming Sick
Paid sick leave will assist cover you while you are sick. It is in the name. However, this is not the only reason you can take it.
Paid sick leave can be used for doctor visits, as well as to care for a family member or parent.
Victims of crimes can now utilize sick pay to handle the consequences of crimes, such as obtaining a restraining order or testifying in court, beginning in 2025.
Agricultural workers can also use it to avoid smoke, heat, and flooding caused by a local or state emergency. It covers situations in which their workplace is closed due to an emergency.
4. Sick Leave is Protected, and Retaliation is Forbidden.
Employers cannot retaliate or discriminate against employees who utilize paid sick leave.
If an employee is retaliated or discriminated against by their employer, they have the right to submit a complaint to the Labor Commissioner.
5. Who Qualifies?
Employees who work at least 30 days for the same employer throughout the year are entitled for paid sick leave. This comprises part-time, per diem, in-home assistance services, and temporary workers.
While there may be exceptions, employers are typically prohibited from denying paid sick leave based on a doctor’s lack of qualification. However, there is an exemption if an employer knows that the employee is not requesting the absence for a legitimate reason.
Conclusion
California’s paid sick leave regulations have dramatically extended, providing more benefits and safeguards. Employees now get at least five days of sick leave, which they can utilize for a variety of reasons, including emergencies. Retaliation is prohibited, ensuring that all qualified workers are protected by these standards.
Reference: 5 Things to Know about California’s paid sick leave laws
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