Which states require paid sick leave, how fast it accrues, the annual caps and which employers are covered, with a link to each state’s official source.
The Fair Labor Standards Act does not require paid sick leave. The Family and Medical Leave Act gives eligible employees of covered employers job-protected leave, but it is unpaid (DOL FMLA). Federal contractors have separate rules. For most private employers, paid sick leave obligations come from state law, and sometimes from city or county ordinances that add to it. See our FMLA guide.
The table summarizes statewide rules for private employers, based on each state’s official page retrieved on November 8, 2026. It leaves out many details: waiting periods, permitted uses, documentation, carryover and payout rules, and exemptions. Follow the source link before writing your policy.
| State | Accrual | Annual cap | Who is covered | Official source |
|---|---|---|---|---|
| Alaska | 1 hour per 30 worked | 40 hours (under 15 employees) or 56 hours (15+) | All employers, with exemptions; since July 1, 2025 | Alaska LSS FAQ |
| Arizona | 1 hour per 30 worked | 24 hours (under 15 employees) or 40 hours (15+) | All employers | ICA FAQ (rev. 2020) |
| California | 1 hour per 30 worked, or an approved alternative | Use: 40 hours or 5 days | All employers; employees who work 30+ days in CA | DIR |
| Colorado | 1 hour per 30 worked | 48 hours | See CDLE for coverage | CDLE |
| Connecticut | 1 hour per 30 worked | 40 hours | 11+ employees in 2026; 1+ from Jan 1, 2027 | CT DOL FAQ |
| Maine | 1 hour per 40 worked (earned paid leave, any reason) | 40 hours | More than 10 employees | Maine DOL |
| Maryland | 1 hour per 30 worked | 40 hours accrual; 64-hour balance cap | Paid at 15+ employees; unpaid at 14 or fewer | MD Labor FAQ |
| Massachusetts | 1 hour per 30 worked | 40 hours | Paid at 11+ employees; unpaid below 11 | Mass.gov |
| Michigan | 1 hour per 30 worked | Depends on employer size (see ESTA FAQ) | All employers; paid for all | LEO ESTA FAQ |
| Minnesota | 1 hour per 30 worked | 48 hours | Employees expected to work 80+ hours a year in MN | Minnesota DLI |
| Nebraska | 1 hour per 30 worked | 40 hours (11 to 19 employees) or 56 hours (20+) | 11+ employees; since Oct 1, 2025 | NDOL FAQ |
| Nevada | 0.01923 hours per hour worked (paid leave, any reason) | No annual use cap stated; 40-hour carryover | Private employers with 50+ employees | Labor Commissioner bulletin |
| New Jersey | 1 hour per 30 worked, or 40 hours up front | 40 hours | All employers | NJDOL |
| New York | 1 hour per 30 worked, or front-loaded | 40 hours, or 56 hours at 100+ employees | Paid unless 0 to 4 employees and net income of $1M or less | NY.gov |
| Oregon | 1 hour per 30 worked | Use may be capped at 40 hours | Paid at 10+ employees in Oregon (6+ with a Portland location); unpaid below | BOLI |
| Rhode Island | 1 hour per 35 worked | 40 hours | Paid at 18+ employees; unpaid at 17 or fewer | RI DLT factsheet |
| Vermont | 1 hour per 52 worked | 40 hours | See VDOL for exemptions | VDOL notice |
| Washington | 1 hour per 40 worked | No annual cap stated; 40-hour carryover | All employers | WA L&I |
The District of Columbia, Illinois and New Mexico also have paid leave laws, but their official pages could not be reached for verification on the retrieval date, so we have not summarized them here. Check the DC Department of Employment Services, the Illinois Department of Labor and the New Mexico Department of Workforce Solutions directly. Our individual state labor law guides also cover each state.
Several cities and counties have their own sick leave ordinances, sometimes with higher caps or broader coverage than the state. Examples include Philadelphia and Pittsburgh in Pennsylvania, a state without a statewide law. If you have employees in a large city, check for a local ordinance as well.
A cleaning company has 14 employees in Massachusetts and 6 in Rhode Island, each working about 30 hours a week. In Massachusetts, with 11 or more employees there, workers accrue paid sick time at 1 hour per 30 hours worked, roughly 1 hour a week, up to 40 hours a year. In Rhode Island, where the company has fewer than 18 employees, workers accrue earned sick and safe leave at 1 hour per 35 hours worked, but the leave may be unpaid. The company chose to make leave paid in both states to keep one simple policy, which meets both laws. (Fictional example; employer size rules are counted as each state defines them.)
Accrual depends on hours worked, so sick leave is only as accurate as your time records. Track hours by state, apply the right accrual rate and cap, and keep a history of every balance change. Our sick leave accrual calculator helps with quick checks. EZTime records hours through the time clock and manages time off requests and balances in the app, so employees can see what they have before they ask.
Tap an answer to see whether you are right, with a short explanation.
Not for most private employers. FMLA leave is unpaid. Paid sick leave requirements come mainly from state and local laws.
1 hour of leave for every 30 hours worked, used by most of the states in the table. Maine, Rhode Island, Vermont, Washington and Nevada use different rates.
In some states. Maryland, Massachusetts, New York, Oregon and Rhode Island allow unpaid leave below certain size thresholds, as shown in the table.
Usually up to a limit, unless the employer front-loads the full amount. Rules differ by state.
Most state sick leave laws do not require payout at separation, but your policy, or a combined PTO policy, may. Check the state source.
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