State Sick Leave Laws Reference Guide

Last Updated: November 2025

Introduction

This comprehensive reference guide provides an overview of state-mandated sick leave laws across the United States. As of November 2025, 23 states and the District of Columbia have enacted laws requiring employers to provide sick leave to their employees. This represents a significant expansion of worker protections, with several states implementing new laws or phasing in requirements over recent years.

Purpose of This Guide

This document is designed to help employers, human resources professionals, employees, and legal practitioners understand the sick leave requirements in states with mandatory paid or unpaid sick leave laws. Each state entry includes:

Eligibility requirements and employer thresholds
Accrual rates and maximum hours available
Permitted uses of sick leave
Waiting periods and other restrictions
Municipal ordinances that may provide additional or different requirements
Links to official resources for more detailed information

Key Trends in State Sick Leave Laws

Accrual-Based Systems: Most states require 1 hour of sick leave per 30-40 hours worked, with annual caps typically between 40-72 hours.
Employer Size Matters: Many states scale requirements based on employer size—smaller employers may provide unpaid leave while larger ones must provide paid leave.
Expanded Use Cases: Beyond personal illness, most laws now cover family care, preventive care, safe leave (domestic violence/sexual assault), public health emergencies, and sometimes bereavement.
Local Laws Apply: Several states have municipal ordinances (e.g., NYC, Chicago, Seattle) that may exceed state requirements.
Recent Changes: Missouri repealed its law (Aug 2025); Connecticut phases in 2025-2027; Michigan and Alaska implemented new requirements in 2025.

How to Use This Guide

Quick Reference: Use the Summary Chart for an at-a-glance comparison of all state requirements
Detailed Review: Navigate to specific state sections for comprehensive information
Verify Compliance: Check both state and any applicable municipal requirements
Stay Updated: Laws change frequently—always verify with official state resources

Important Notes

Federal Law: There is currently no federal requirement for private employers to provide paid or unpaid sick leave (except for certain federal contractors and employees covered by the Family and Medical Leave Act for specific circumstances).

States Not Listed: States without entries in this guide do not have statewide mandatory sick leave laws, though some may have local ordinances in specific municipalities.

Employer Policies: Many employers provide sick leave even in states without legal requirements. This guide covers only legally mandated minimum requirements.

Summary Chart

State	Paid / Unpaid	Accrual Rate	Max Hours / Year	Employer Threshold	Waiting Period	Notes
Alaska	Paid	Various	40-56 hrs	All employers	None	Effective 2025; varies by employer size
Ariz.	Paid	1 hr / 30 hrs	24-40 hrs	All employers	90 days	Varies by employer size
Calif.	Paid	Various	40 hrs / 5 days	All employers	90 days	Municipal laws also exist
Colo.	Paid	1 hr / 30 hrs	48 hrs	All employers	None	PHE leave when in effect
Conn.	Paid	1 hr / 30 hrs	40 hrs	Phased: 25+ (2025), 11+ (2026), 1+ (2027)	120 days	Phased implementation
D.C.	Paid	Variable	3-7 days	All employers	90 days	Varies by employer size
Ill.	Varies	N/A	40 hrs	All employers	None	“Paid Leave for All Workers” Act
Maine	Paid	Various	40 hrs	10+ employees	None	Earned Paid Leave law
Md.	Paid / Unpaid	1 hr / 30 hrs	40 hrs (64 max accrual)	15+ (paid), 14 or fewer (unpaid)	106 days	Montgomery County has own law
Mass.	Paid / Unpaid	1 hr / 30 hrs	40 hrs	11+ (paid), fewer (unpaid)	90 days	Pregnancy loss provision added 2024
Mich.	Paid	1 hr / 30 hrs	40-72 hrs	All employers	120 days (new hires after 2/21/25)	Small business (<10) delayed start
Minn.	Paid	1 hr / 30 hrs	48 hrs	All employers	None	Local ordinances in 3 cities
Mo.	Repealed	N/A	N/A	N/A	N/A	Law repealed effective 8/28/25
Neb.	Paid	1 hr / 30 hrs	40-56 hrs	11+ employees	None	Effective 10/1/25; varies by size
Nev.	Paid	0.01923 hrs / hr	Approx. 40 hrs	50+ employees (private)	90 days	After 2 years of operation
N.J.	Paid	1 hr / 30 hrs	40 hrs	All employers	120 days	Covers school meetings
N.M.	Paid	1 hr / 30 hrs	64 hrs usage cap	All private employers	None	Bernalillo County separate law
N.Y.	Paid / Unpaid	1 hr / 30 hrs	40-56 hrs	Varies by size / income	None	+20 hrs prenatal for pregnant workers
Ore.	Paid / Unpaid	1 hr / 30 hrs	40 hrs	10+ (paid), 6+ Portland (paid)	90 days	Local ordinances exist
Pa.	N/A	N/A	N/A	N/A	N/A	No statewide law; local only
R.I.	Paid / Unpaid	1 hr / 35 hrs	40 hrs	18+ (paid), fewer (unpaid)	90 days	Household members covered
Vt.	Paid	1 hr / 52 hrs	40 hrs	18+ hrs / week employees	Up to 1 year	Long-term care provision
Wash.	Paid	1 hr / 40 hrs	Minimum 40 hrs	All employers	90 days	Local ordinances in 3 cities

State-by-State Sick Leave Requirements

This section provides detailed information about sick leave laws for each state with mandatory requirements. Each entry includes eligibility criteria, accrual rates, permitted uses, waiting periods, and links to official state resources.

Alaska

Effective Date: 2025 (ballot initiative approved)
Generally speaking, all Alaska employers must provide employees with an amount of sick leave that is based on the size of the employer.
Small employers with fewer than 15 employees are required to allow employees to accrue and use up to 40 hours of sick leave per year. Employers with 15 or more employees are required to allow employees to accrue and use up to 56 hours of sick leave per year. An employee can carry a sick leave balance forward into a new year and must begin to accrue sick leave again. While usage and accrual of sick leave is capped at either 40 or 56 hours per year, an employee’s sick leave balance can exceed this.
Employees are permitted to use paid sick leave for:
- An employee’s mental or physical illness, injury, or health condition; the employee’s need for medical diagnosis, care, or treatment; or the employee’s need for preventative medical care;
- Care or assistance to the employee’s family member relating to the family member’s mental or physical illness, injury, or health condition; their need for medical diagnosis, care, or treatment; or their need for preventative medical care; or
- Absences necessary due to domestic violence, sexual assault, or stalking, provided the leave is to allow the employee to obtain for the employee or a family member: medical or psychological attention; services from a victim’s aid organization; relocation or steps to secure an existing home; or legal services, including participation in any investigation or civil or criminal proceeding.
For Frequently Asked Questions, visit: https://labor.alaska.gov/lss/ballot-1-faq-2025.html

Arizona

Employees of an employer with 15 or more employees must accrue a minimum of one hour of earned paid sick time for every 30 hours worked. Employees are not entitled to accrue or use more than 40 hours of earned paid sick time per year, unless the employer selects a higher limit.
Employees of an employer with fewer than 15 employees must accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but employees are not entitled to accrue or use more than 24 hours of earned paid sick time per year, unless the employer selects a higher limit.
Employers may implement a 90-day waiting period before new employees can use their accrued paid sick time.
Eligible employees are entitled to use their sick leave for the following reasons:
- An employee’s mental or physical illness, injury or health condition; an employee’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury or health condition; an employee’s need for preventive medical care;
- Care of a family member with a mental or physical illness, injury or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury or health condition; care of a family member who needs preventive medical care;
- Closure of the employee’s place of business by order of a public official due to a public health emergency or an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency, or care for oneself or a family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or family member’s presence in the community may jeopardize the health of others because of his or her exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease; or
- Absences necessary due to domestic violence, sexual violence, abuse or stalking, provided the leave is to allow the employee to obtain for the employee or the employee’s family member:
  - Medical attention needed to recover from physical or psychological injury or disability caused by domestic violence, sexual violence, abuse or stalking;
  - Services from a domestic violence or sexual violence program or victim services organization;
  - Psychological or other counseling;
  - Relocation or taking steps to secure an existing home due to the domestic violence, sexual violence, abuse or stalking; or
  - Legal services, including but not limited to preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence, sexual violence, abuse or stalking.
For Frequently Asked Questions, visit: https://www.azica.gov/frequently-asked-questions-about-wage-and-earned-paid-sick-time-laws

California

In general terms, the state’s “Healthy Workplaces, Healthy Families Act” requires employers to provide and allow employees to use at least 40 hours or five days of paid sick leave per year, whichever is more.
To qualify for sick leave, an employee must work for the same employer for at least 30 days within a year in California, and satisfy a 90-day employment period before taking any sick leave.
Employees can take paid sick leave for themselves or a family member, for preventive care or diagnosis, care or treatment of an existing health condition, or for specified purposes if the employee or a family member is a victim of a crime.
Note that Berkeley, Emeryville, Los Angeles, Oakland, San Diego, San Francisco, Santa Monica, and West Hollywood have their own paid sick leave laws.
Note also that certain municipalities have paid sick leave laws specifically for hotel workers.
For Frequently Asked Questions, visit: https://www.dir.ca.gov/dlse/paid_sick_leave.htm

Colorado

The Colorado “Healthy Families and Workplaces Act” requires all Colorado employers, regardless of size, to provide two types of paid sick leave to their employees: accrued leave and public health emergency (PHE) leave (when in effect). Employers must provide at least 1 hour of accrued, paid leave per 30 hours of work, up to 48 hours per year.
Employees may take paid sick leave for a wide range of needs:
- inability to work due to a mental or physical illness, injury, or health condition;
- obtaining preventive medical care (including vaccination), or medical diagnosis/care/treatment;
- needs due to domestic abuse, sexual assault, or criminal harassment including medical attention, mental health care or other counseling, legal or other victim services, or relocation;
- care for a family member who needs the sort of care listed above;
- in a PHE, a public official closed an employee’s workplace, or school or place of care of their child;
- bereavement, or financial/legal needs after a death of a family member; or
- due to inclement weather, power/heat/water loss, or other unexpected event, the employee must (a) evacuate their residence, or (b) care for a family member whose school or place of care was closed.
For more information, visit: https://cdle.colorado.gov/sites/cdle/files/info_%236_hfwa_summary_%26_overview_7.19.23_accessible.pdf

Connecticut

Effective Date: Phased implementation: Under Connecticut’s paid sick leave law, covered employers include the following:
- January 1, 2025 – employers with 25 or more employees in CT
- January 1, 2026 – employers with 11 or more employees in CT
- January 1, 2027 – employers with 1 or more employees in CT
- Number of employees is based on the employer’s payroll for the week containing January 1st, annually.
Employees are allowed to use their leave starting on the 120th calendar day of their employment. Employees must accrue 1 hour of leave for every 30 hours worked, up to 40 hours per year.
An employee can use paid sick leave for the following reasons:
- The employee or their family member is ill, injured or suffering from a health condition.
- The employee or their family member is obtaining a medical diagnosis or treatment of a mental or physical illness or injury.
- The employee or their family member is seeking preventative medical care for either mental or physical health.
- A mental health wellness day.
- For closure by order of a public official, due to a public health emergency, of either (A) an employer’s place of business, or (B) a family member’s school or place of care.
- A health authority, the employer of the employee or the employee’s family member, or a health care provider determines that the employee or employee’s family member poses a risk to the health of others because of exposure to a communicable disease.
- If the employee or their family member is a victim of family violence or sexual assault and time off is needed for the following:
  - Medical care;
  - Counseling (psychological or other);
  - Obtaining services from a victim services organization;
  - Relocating; or
  - Participating in civil or criminal proceedings.
For Frequently Asked Questions, visit: https://portal.ct.gov/dol/-/media/dol/2022-new-design-system/divisions/wage-and-workplace-standards/psl-faqs-effective-1-1-25-amended.pdf?rev=f709b8e16700494bbf0926a3ec629556&hash=2639F0FE7A0168253DDCFA6F32AD52EE

District of Columbia

Workers who spend at least 50% of their time working in the District of Columbia are entitled to paid sick leave per the Accrued Sick and Safe Leave Act of 2008 and the Earned Sick and Safe Leave Amendment Act of 2013.
For workplaces with 1 to 24 employees, employees accrue 1 hour per 87 hours worked, not to exceed 3 days per calendar year. For workplaces with 25 to 99 employees OR tipped restaurant bar/employees, employees accrue 1 hour per 43 hours worked, not to exceed 5 days per calendar year. For workplaces with 100 or more employees: employees accrue 1 hour per 37 hours worked, not to exceed 7 days per calendar year.
Employees may use accrued paid leave after 90 days of employment.
Employees can use paid leave for:
- A medical condition, or to care for ill family members
- Medical care for themselves or certain family members
- Issues pertaining to domestic violence or sexual abuse
For more information, visit: https://does.dc.gov/sites/default/files/dc/sites/does/publication/attachments/DOES%20ASSLA%20Fact%20Sheet_0.pdf

Illinois

The state’s “Employee Sick Leave Act” requires employers to allow employees to use at least a portion of the sick leave time that is already available to them, under certain existing employer policies, to care for covered family member.
The ESLA does not require employers to provide sick leave, either paid or unpaid, to employees. It only requires employers to allow employees to use a portion of their employer-provided sick time to care for covered family members.
Note that the state’s “Paid Leave for All Workers” Act allows workers to earn up to 40 hours of paid leave from work each year. Workers can use paid leave for any reason and employers may not require workers to provide a basis for their time off request.
Chicago’s “Paid Leave and Paid Sick Leave” ordinance requires that all Chicago businesses provide paid leave and paid sick leave to employees. Any employee who works at least 80 hours for an employer in Chicago within any 120-day period is covered by the ordinance and is eligible for paid leave and paid sick leave.
The Cook County Paid Leave Ordinance requires that all employers with employees in Cook County provide those employees with at least one (1) hour of paid leave for every forty (40) hours worked which can be used for any reason.
For Frequently Asked Questions, visit: https://labor.illinois.gov/faqs/employee-sick-leave-act-faqs.html

Maine

While Maine does not have a sick leave law per se, The state’s Earned Paid Leave law applies to employers with more than 10 employees in Maine for more than 120 days in any calendar year, and allows employees to use up to 40 hours of accrued leave for any reason such as an emergency, illness, sudden necessity, planned vacation, etc.
For more information, visit: https://www.maine.gov/labor/labor_laws/earnedpaidleave/

Maryland

The Maryland “Healthy Working Families Act” requires employers with 15 or more employees to provide paid sick and safe leave for certain employees. It also requires that employers who employ 14 or fewer employees provide unpaid sick and safe leave for certain employees.
An employee accrues earned sick and safe leave at a rate of at least one hour for every 30 hours the employee works; however, an employee is not entitled to earn more than 40 hours of earned sick and safe leave in a year or accrue more than 64 hours of earned sick and safe leave at any time.
Employees are not permitted to use leave during the first 106 calendar days of their employment.
An employee is allowed to use earned sick and safe leave under the following conditions:
- To care for or treat the employee’s mental or physical illness, injury, or condition;
- To obtain preventative medical care for the employee or the employee’s family member;
- To care for a family member with a mental or physical illness, injury, or condition;
- For maternity or paternity leave; or
- The absence from work is necessary due to domestic violence, sexual assault, or stalking committed against the employee or the employee’s family member and the leave is being used: (1) to obtain medical or mental health attention; (2) to obtain services from a victim services organization; (3) for legal services or proceedings; or (4) because the employee has temporarily relocated as a result of the domestic violence, sexual assault, or stalking.
Note that Montgomery County also has its own “Earned Sick and Safe Leave” law.
For more information, visit: https://labor.maryland.gov/paidleave/paidleaveposter.shtml

Massachusetts

Under the state’s Earned Sick Leave law, most workers in Massachusetts have the right to earn and use up to 40 hours of job-protected sick time per year. Workers must earn at least one hour of earned sick leave for every 30 hours worked.
Employers with 11 or more employees must provide earned sick time. Employers with fewer than 11 employees must provide earned sick time, but it does not need to be paid.
An employee may begin using earned sick time on the 90^th calendar day after an employee starts working for the employer.
Workers may use earned sick time if they are ill or injured or have a routine medical appointment. They can also use earned sick time for their child, spouse, parent, or spouse’s parent for the same purposes. In addition, workers may use earned sick time to deal with domestic violence involving themselves or their children. As of November 21, 2024, workers may use earned sick time to care for themselves or their spouse in the event of pregnancy loss or failed assisted reproduction, adoption, or surrogacy.
For Frequently Asked Questions, visit: https://www.mass.gov/info-details/earned-sick-time#overview

Michigan

Effective Date: All Michigan employers that have one or more employee(s) must provide sick time pursuant to the state’s Earned Sick Time Act.
- For a small business (i.e., fewer than 10 employees), employees began accruing leave on October 1, 2025. For all other employers, accrual began on February 21, 2025.
- Additionally, there is a delayed effective date for small businesses (i.e., fewer than 10 employees) that did not employ an employee on or before February 21, 2022. The small business is not required to comply with the act until 3 years after the date that the employer first employs an employee.
Employees of a small business accrue a minimum of one hour of earned sick time for every 30 hours worked, but are be entitled to use more than 40 hours of paid earned sick time in a calendar year unless the employer selects a higher limit. All other employees accrue a minimum of one hour of paid earned sick time for every 30 hours worked, but are not entitled to use more than 72 hours of paid earned sick time per year, unless the employer selects a higher limit.
An employee hired after Feb. 21, 2025, can be required to wait 120 days before using accrued paid earned sick time.
Employees may use their accrued earned sick time for any of the following:
- The employee’s or the employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment of the employee’s or the employee’s family member’s mental or physical illness, injury, or health condition; or preventative medical care for the employee or the employee’s family member.
- If the employee or the employee’s family member is a victim of domestic violence or sexual assault, for medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault;
- For meetings at a child’s school or place of care related to the child’s health or disability, or the effects of domestic violence or sexual assault on the child; and
- For closure of the employee’s place of business by order of a public official due to a public health emergency; for an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or employee’s family member’s presence in the community would jeopardize the health of others because of the employee’s or family member’s exposure to a communicable disease, regardless of whether the employee or family member has actually contracted the communicable disease.
For Frequently Asked Questions, visit: https://www.michigan.gov/leo/-/media/Project/Websites/leo/Documents/WAGE-HOUR/LEO-ESTA-FAQ-English.pdf?rev=dfb30f80e13e418fb6b0737fc387b7b7&hash=91FB530665651738A37BDFB4F5EDC699

Minnesota

Under the state’s “Earned Sick and Safe Time” (ESST) law, employers must provide each employee in Minnesota at least one hour of paid sick and safe time for every 30 hours worked, up to at least 48 hours of accrued ESST a year. An employee is anyone who an employer anticipates will work at least 80 hours in a year for an employer in Minnesota and is not an independent contractor.
Employees can use their earned sick and safe time for reasons such as:
- the employee’s mental or physical illness, treatment or preventive care;
- a family member’s mental or physical illness, treatment or preventive care;
- absence due to domestic abuse, sexual assault or stalking of the employee or a family member;
- to make funeral arrangements, attend a funeral service or memorial or address financial or legal matters that arise after the death of a family member;
- closure of the employee’s workplace due to weather or public emergency or closure of a family member’s school or care facility due to weather or public emergency; and
- when determined by a health authority or health care professional that the employee or a family member is at risk of infecting others with a communicable disease.
Note that ESST local ordinances are in effect in the cities of Bloomington, Minneapolis, and St. Paul.
For Frequently Asked Questions, visit: https://www.dli.mn.gov/sick-leave-FAQs

Missouri

Missouri’s earned paid sick time law was repealed effective August 28, 2025. Employers may continue to offer employees earned paid sick time if they wish, but are no longer required to do so.

Nebraska

Effective Date: October 1, 2025 (accrual begins)
The Nebraska “Healthy Families and Workplaces Act” applies to employers with 11 or more employees. Small businesses are businesses that have between 11 and 19 employees. Small businesses are required to provide accrual of at least 40 hours of paid sick time in a year. Businesses with 20 or more employees are required to provide accrual of at least 56 hours of paid sick time in a year.
All employees (whether full-time, part-time, temporary, etc.) who have worked 80 hours of consecutive employment in Nebraska for an employer with 11 or more employees are entitled to accrue paid sick time unless otherwise exempt under the Act.
Paid sick time may be used for the following:
- An employee’s mental or physical illness, injury, or health condition; an employee’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee’s need for preventive medical care
- Care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; care of a family member who needs preventive medical care; or in the case of a child, to attend a meeting necessitated by the child’s mental or physical illness, injury, or health condition, at a school or place where the child is receiving care; or
- Closure of the employee’s place of business by order of a public official due to a public health emergency; an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or an employee’s need to self-isolate or care for the employee or a family member when it has been determined by the health authorities having jurisdiction or by a health care professional that the employee’s or family member’s presence in the community may jeopardize the health of others because of exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease.
For Frequently Asked Questions, visit: https://dol.nebraska.gov/LaborStandards/PaidSickTime/PSTFAQ

Nevada

While Nevada does not have a paid sick leave law per se, the state’s Earned Paid Leave Act applies to private employers with 50 or more employees in Nevada. It does not apply until after an employer’s first two years of operation.
Employees accrue 0.01923 hours of paid leave for each hour of work performed.
Employees may use paid leave beginning on the 90th calendar day of his or her employment. An employee may use paid leave available for use by that employee without providing a reason to his or her employer for such use.
For more information, visit: https://labor.nv.gov/uploadedfiles/labornvgov/content/employer/sb%20312%20paid%20leave%20english.pdf

New Jersey

Under the state’s “Earned Sick Leave” law, New Jersey employers of all sizes must provide full-time, part-time, and temporary employees with up to 40 hours of earned sick leave per year.
Employees accrue 1 hour of earned sick leave for every 30 hours worked, up to a maximum of 40 hours of leave per benefit year.
Employees must be able to use earned sick leave 120 days after their first day of employment, or sooner
Employees may use earned sick leave for the following reasons:
- time needed for diagnosis, care, or treatment of, or recovery from, an employee’s mental or physical illness, injury or other adverse health condition, or for preventive medical care for the employee;
- time needed for the employee to aid or care for a family member of the employee during diagnosis, care, or treatment of, or recovery from, the family member’s mental or physical illness, injury or other adverse health condition, or during preventive medical care for the family member;
- absence necessary due to circumstances resulting from the employee, or a family member of the employee, being a victim of domestic or sexual violence, if the leave is to allow the employee to obtain for the employee or the family member: medical attention needed to recover from physical or psychological injury or disability caused by domestic or sexual violence; services from a designated domestic violence agency or other victim services organization; psychological or other counseling; relocation; or legal services, including obtaining a restraining order or preparing for, or participating in, any civil or criminal legal proceeding related to the domestic or sexual violence;
- time during which the employee is not able to work because of a closure of the employee’s workplace, or the school or place of care of a child of the employee, by order of a public official due to an epidemic or other public health emergency, or because of the issuance by a public health authority of a determination that the presence in the community of the employee, or a member of the employee’s family in need of care by the employee, would jeopardize the health of others; or
- time needed by the employee in connection with a child of the employee to attend a school-related conference, meeting, function or other event requested or required by a school administrator, teacher, or other professional staff member responsible for the child’s education, or to attend a meeting regarding care provided to the child in connection with the child’s health conditions or disability.
For Frequently Asked Questions, visit: https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/

New Mexico

The state’s “Healthy Workplaces Act” requires all private employers, regardless of size, to allow New Mexico employees to accrue and use paid sick leave at a rate of one hour per 30 hours worked. There is no waiting period after an employee’s date of hire for an employee to be able to earn and use paid sick leave pursuant to the Act.
The Act does not set a limit for how many hours of paid sick leave an employee can earn, although it does cap an employee’s usage of leave at 64 hours per 12-month period.
Employees may use sick leave for the following reasons:
- a mental or physical illness, injury, or health condition of the employee or the employee’s family member.
- medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition of the employee or the employee’s family member.
- preventive medical care for the employee or the employee’s family member.
- meetings at the employee’s child’s school or place of care related to the child’s health or disability.
- absences necessary due to domestic abuse, sexual assault, or stalking suffered by the employee or a member of the employee’s family to:
  - obtain medical or psychological treatment or other counseling
  - relocate
  - prepare for or participate in legal proceedings
  - obtain services or assist family members with the above activities
Note that the “Bernalillo County Employee Wellness Act” allows Bernalillo County employees to use earned paid time off for any purpose.
For more information, visit: https://www.dws.state.nm.us/NMPaidSickLeave

New York

New York’s paid sick leave law requires employers with five or more employees or net income of more than $1 million to provide paid sick leave to employees and for employers with fewer than five employees and a net income of $1 million or less to provide unpaid sick leave to employees.
Employers with 100 or more employees must provide up to 56 hours of paid sick leave per calendar year. Employers with 5-99 employees must provide up to 40 hours of paid sick leave per calendar year. For employers with 0-4 employees, if net income is $1 million or less, employer must provide up to 40 hours of unpaid sick leave. If net income is greater than $1 million, employer must provide up to 40 hours of paid sick leave.
Leave must be accrued at rate not less than one hour for every thirty hours worked.
Employees may use sick and safe leave as follows:
- Sick Leave:
  - For mental or physical illness, injury, or health condition, regardless of whether it has been diagnosed or requires medical care at the time of the request for leave; or
  - For the diagnosis, care, or treatment of a mental or physical illness, injury or health condition; or need for medical diagnosis or preventive care.
- Safe Leave:
  - For an absence from work when the employee or employee’s family member has been the victim of domestic violence as defined by the State Human Rights Law, a family offense, sexual offense, stalking, or human trafficking due to any of the following as it relates to the domestic violence, family offense, sexual offense, stalking, or human trafficking:
    - to obtain services from a domestic violence shelter, rape crisis center, or other services program;
    - to participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family members;
    - to meet with an attorney or other social services provider to obtain information and advice on, and prepare for or participate in any criminal or civil proceeding;
    - to file a complaint or domestic incident report with law enforcement;
    - to meet with a district attorney’s office;
    - to enroll children in a new school; or
    - to take any other actions necessary to ensure the health or safety of the employee or the employee’s family member or to protect those who associate or work with the employee.
Additionally, any privately-employed pregnant New Yorker can receive an additional 20 hours of paid sick leave for prenatal care in addition to their existing sick leave.
Note that New York City has its own paid sick and safe time leave law, and Westchester County has its own safe time leave law.
For more information, visit: https://www.ny.gov/programs/new-york-paid-sick-leave

Oregon

Under Oregon’s paid sick time law, employees get paid sick time if their employer has 10 or more employees (6 or more if they have a location in Portland). Otherwise, sick time is protected but unpaid.
Employees get at least 1 hour of protected sick time for every 30 hours worked up to 40 hours per year, and can start taking sick time after working for the employer for at least 90 days.
Employers aren’t required to let employees use accrued protected/paid sick time until they have worked at least 90 days.
Employees can take sick time for the following reasons:
- To care for yourself or your family member with a mental or physical illness, injury, or health condition, need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition, or need for preventive medical care
- To care for an infant or newly adopted child under 18 years of age, or for a newly placed foster child under 18 years of age, or for an adopted or foster child older than 18 years of age if the child is incapable of self-care because of a mental or physical disability, completed within 12 months after birth or placement of the child
- To recover from or seek treatment for a health condition that renders you unable to perform at least one of the essential functions of your regular position
- Absences associated with the death of a family member by:
  - Attending the funeral or alternative to a funeral of the family member
  - Making arrangements necessitated by the death of the family member
  - Grieving the death of the family member
- Absences related to domestic violence, harassment, sexual assault, bias or stalking
  - To seek legal or law enforcement assistance or remedies to ensure the health and safety of yourself or your minor child or dependent, including preparing for and participating in protective order proceedings or other civil or criminal legal proceedings related to domestic violence, harassment, sexual assault, bias or stalking
  - To seek medical treatment for or to recover from injuries caused by domestic violence or sexual assault or harassment or stalking or the commission of a bias crime against you or your minor child or dependent
  - To obtain, or to assist a minor child or dependent in obtaining, counseling from a licensed mental health professional related to an experience of domestic violence, harassment, sexual assault bias or stalking
  - To obtain services from a victim services provider for yourself or your minor child or dependent
  - To relocate or take steps to secure an existing home to ensure your health and safety or that of your minor child or dependent;
- In the event of a public health emergency, including but not limited to:
  - Closure of your place of business, or the school or place of care of your child, by order of a public official due to a public health emergency
  - A determination by a lawful public health authority or a health care provider that your presence or your family member in the community would jeopardize the health of others
  - Your exclusion from the workplace under any law or rule that requires your employer to exclude you from the workplace for health reasons
For more information, visit: https://www.oregon.gov/boli/workers/Pages/sick-time.aspx

Pennsylvania

While Pennsylvania does not have a statewide sick leave law, note that Philadelphia, Pittsburgh, and Allegheny County have their own sick leave laws.

Rhode Island

Under the state’s “Healthy and Safe Families and Workplaces Act,” Rhode Island employers with 18 or more employees are required to offer paid sick and safe leave. Employers with fewer than 18 employees must provide sick and safe leave time, although it does not need to be paid.
Employees accrue a minimum of one hour of sick and safe leave time for every 35 hours worked, up to 40 hours per year.
An employer may require a waiting period for newly hired employees of up to 90 days.
Employees can use sick and safe leave time if they are too sick to work, are injured or have a routine medical appointment. They may also use sick and safe leave to deal with the impact of domestic violence, sexual assault or stalking. In addition, employees may use sick and safe leave to assist a family member or a member of their household for the same purposes.
For more information, visit: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave

Vermont

Under the state’s Earned Sick Time law, employers must provide employees employed for an average of no less than 18 hours per week during a year at least one hour of sick time per 52 hours worked, up to 40 hours per year.
Employers may require a waiting period for newly hired employees of up to one year.
Employees may use earned sick time for the following reasons:
- The employee is ill or injured.
- The employee obtains professional diagnostic, preventive, routine, or therapeutic health care.
- The employee cares for a sick or injured parent, grandparent, spouse, child, brother, sister, parent-in-law, grandchild, or foster child, including helping that individual obtain diagnostic, preventive, routine, or therapeutic health treatment, or accompanying the employee’s parent, grandparent, spouse, or parent-in-law to an appointment related to that individual’s long-term care.
- The employee is arranging for social or legal services or obtaining medical care or counseling for the employee or for the employee’s parent, grandparent, spouse, child, brother, sister, parent-in-law, grandchild, or foster child, who is a victim of domestic violence, sexual assault, or stalking or who is relocating as the result of domestic violence, sexual assault, or stalking.
- The employee cares for a parent, grandparent, spouse, child, brother, sister, parent-in-law, grandchild, or foster child, because the school or business where that individual is normally located during the employee’s workday is closed for public health or safety reasons.
For Frequently Asked Questions, visit: https://labor.vermont.gov/sites/labor/files/doc_library/Earned%20Sick%20Time%20FAQ%20modified.pdf

Washington

Under the state’s Paid Sick Leave law, at a minimum, employers must provide one hour of paid sick leave for every 40 hours worked by an employee, regardless of full-time, part-time, temporary, or seasonal status.
Employers must allow employees to use their paid sick leave no more than 90 days after they start working.
Authorized uses of paid sick leave include:
- Illness or injury.
- Physical or mental health conditions.
- Doctor or dentist visits.
- Preventive care.
- Workplace, child’s school, or daycare closures ordered by a public official for any health-related reason or after the declaration of an emergency by a local or state government or agency, or by the federal government.
- Leave that qualifies under Washington’s Domestic Violence Leave Act. (Note that beginning January 1, 2026, the law will cover victims of a hate crime.)
- Preparing or participating in a judicial or administrative immigration proceeding involving the employee or their family member.
Note that Seattle, Tacoma, and SeaTac (hospitality and transportation workers) have their own paid sick leave laws.
For more information, visit: https://www.lni.wa.gov/workers-rights/leave/paid-sick-leave/#employers-responsibilities

Disclaimer

This document is provided for informational purposes only and should not be considered legal advice. Employers should verify current requirements with their state labor department and consult with legal counsel regarding compliance obligations. Laws and regulations are subject to change.

For the most current information, contact your state’s Department of Labor or equivalent agency.

Document Version: 1.1
Last Updated: November 2025