California was one of the first states to implement universal paid sick leave, and in recent years, the state has expanded its provisions. In 2024, significant changes were made to the laws, with additional updates coming in 2025. As we move into the new year, here are five important things to know about California’s paid sick leave laws:
1. How Much Sick Pay Are You Entitled To?
One of the most significant changes that took place in 2024 was an increase in the amount of paid sick leave. Previously, employers were required to provide 3 days of sick leave, but that has now increased to 5 days or 40 hours, whichever is greater. This ensures that workers with longer shifts—such as those working 10-hour days—receive at least 5 days of paid sick leave. Sick pay can either be provided upfront at the start of the year or accrued as employees work, with some employers offering one hour of sick pay for every 30 hours worked.
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2. Cities May Have Higher Minimum Requirements
While the state’s minimum sick leave requirements are set at 5 days or 40 hours, some cities have their own rules, often providing more generous benefits. In San Francisco, for example, businesses with 10 or more employees can allow workers to accrue up to 72 hours of sick leave. Smaller businesses with fewer than 10 employees may have a cap of 40 hours. Los Angeles also requires a minimum of 72 hours of paid sick leave. To find out the specific requirements in your area, check with your employer or consult a workplace notice.
3. Expanded Use of Paid Sick Leave
While paid sick leave can obviously be used when you are ill, it can now be used for a wider range of reasons. In addition to covering doctor’s visits and taking care of a sick family member, 2025 updates extend the use of sick pay to victims of crimes. This includes using sick leave to attend court proceedings or file a restraining order. Agricultural employees can now also use sick leave to avoid health risks caused by local or state emergency situations, like smoke, heat, or flooding. This includes time off if their workplace is closed due to these emergencies.
4. Sick Leave is Protected – No Retaliation
California law protects employees from retaliation or discrimination for using paid sick leave. If an employer retaliates or discriminates against an employee for taking sick leave, the employee can file a complaint with the Labor Commissioner. Employees are entitled to use their paid sick days without fear of losing their job or facing other forms of punishment.
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5. Who Is Eligible for Paid Sick Leave?
Any employee who works at least 30 days for the same employer within a year is eligible for paid sick leave, including part-time, temporary, per diem, and in-home supportive services employees. Employers generally cannot deny paid sick leave based on a lack of a doctor’s note, unless they have reason to believe the request is not valid. For more details about eligibility, employees can refer to the Department of Industrial Relations FAQ or ask their employer for a 2810.5 notice or workplace poster.
These updates to California’s paid sick leave laws ensure greater flexibility and protection for workers, making it easier to take time off for personal health, family care, or emergencies. Be sure to check with your employer to understand how these changes apply to you in 2025.
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