As of July 1, 2025 Each employee shall accrue 1 hour of paid sick leave for every 30 hours of work. Except employees one hour for every 40 hours worked. This ratio is used regardless of whether the hours worked are straight time, overtime, or paid at different rates.
Accrual: 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 56 hours per year, an employee’s sick leave balance can exceed this.
Use: Sick leave, as defined by Ballot Measure 1, is paid leave that is allowed to be used for injury, illness, to care for a family member, or when necessary to receive care or legal help related to domestic violence, sexual assault, or stalking.
An employer cannot deny an employee’s use of sick leave, penalize an employee for using sick leave, or require an employee to arrange coverage for their missed shift. When used, sick leave should be used to cover the work time the employee missed due to the illness or injury, paid out at the employee’s regular rate.
Employers are not allowed to require proof of illness for paid sick leave unless it extends beyond three consecutive workdays. If requested, a signed note from a health care professional indicating that the sick leave is/was necessary will suffice. An employer is barred from requiring the employee to share the nature or detail of the illness or underlying health needs.
When employment ends: Employers are not required to pay out accrued sick leave at the end of employment, but if it is not paid out and an employee is rehired within six months of ending employment, they must have their previously held sick leave balance reinstated.
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