State and City Laws

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Arizona workers began earning paid sick and safe days on July 1, 2017.

If you earn this time, you may use it:

• For you or your family’s medical care or mental or physical illness, injury, or health condition (including COVID-19)
• For closure of your business, your child’s school, or their place of care  in a public health emergency
• To care for yourself or a family member when health authorities determine their presence in the community would jeopardize the health of others
• For reasons related to domestic violence, sexual violence, abuse, or stalking

Under this law, family members include: your child, parent, spouse, domestic partner, grandparent, grandchild, sibling, and any other individual related by blood or whose close association with the employee is the equivalent of a family relationship.

You earn one hour of sick and safe time for every 30 hours you work in Arizona.

• The total number of hours you earn depends on how many employees work for your employer. You earn up to 40 hours if the firm has 15 or more employees, and 24 hours if it has fewer.
• Employers may choose to provide more time.

If you run into problems using your sick and safe days, or if you have questions, contact the Industrial Commission at (602) 542-4515 or visit them here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Family Leave – includes specific information about COVID-19!

Many California workers began earning paid family leave on July 1, 2004.

If you work in California, you may use the time to receive 8 weeks of partial pay while caring for a seriously ill family member or to bond with a new child. You may also use this time if you are a family member of someone in the military who will be deployed to a foreign country in order to provide or arrange childcare, get parental care, or make legal arrangements.If you need to care for yourself, you may be able to use Disability Insurance instead.

If you are unable to work because you are caring for an ill or quarantined family member due to COVID-19, you can file a Paid Family Leave Claim. Workers may be eligible for 60-70% of their income for full or partial wage loss.

• Under this law, family members include: your child (including a child over 18), parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner. When bonding with a new child, the child may enter the family through birth, adoption, or foster care placement.
• Workers may use up to 8 weeks of leave per year under this law.

Workers in businesses of five or more have job protection when they take leave to care for a family’s serious health condition or bond with a new child. To receive job protection, workers must have worked for their employer for at least one year and for at least 1,250 hours in the past year.

Please visit here to file a claim. If you run into problems using your leave or have questions, please contact the Employment Development Department or call (877) 238-4373. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Disability Insurance – includes specific information about COVID-19!

Many California workers began earning disability insurance in 1946.

• If you work in California, you may receive partial pay while using the time to recover from serious illness, injury, or pregnancy which prevents you from performing your regular and customary work.
• If you are unable to work due to having or being exposed to COVID-19, you may also be able to file a claim.
• If you need to take time to care for your family or bond with a child, you may use Paid Family Leave.

Beginning January 1, 2021, workers in businesses of five or more will have job protection when they take leave to care for themselves for up to 12 weeks.

Workers may use up to 52 weeks of leave per year under this law.

Please visit here to file a claim. If you run into problems using your leave or have questions, please contact the Employment Development Department or call (800) 480-3287. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days 

Many California workers began earning paid sick and safe days on July 1, 2015.

If you earn this time, you may use it:

• For your or your family’s diagnosis, care, treatment, or for preventive medical care
• Preventative care may include self-quarantine if recommended by civil authorities and in some other COVID_19 related situations
• For reasons related to domestic violence, sexual assault, or stalking

Under this law, family members include: your parent, child, spouse, registered domestic partner, grandparent, grandchild, and sibling.

Various laws related to paid sick days have covered workers during the COVID-19 pandemic. The current law is retroactive to January 1, 2022, and will last until at least September 30, 2022.

If you earn this time, you may use the time:

• For your symptoms of COVID-19 while seeking a medical diagnosis
• For your or your family member’s quarantine or isolation by federal, state, or local order due to COVID-19
• For your or your family member’s quarantine as advised by a health-care provider
• To care for a minor child because a school or daycare is closed due to COVID-19
• To get a COVID-19 vaccine and/or to recover from symptoms related to the vaccine

This COVID-related time is in addition to any other paid sick days, paid time off, or vacation time that the employer already provides unless you already get leave from your employer that can be used for the COVID related purposes listed AND if you are compensated for that time at an amount greater than or equal to the supplemental time.

• California Paid Sick and Safe Days
  • You earn one hour of sick and safe time for every 30 hours you work in California. An employer may limit the amount of paid sick leave an employee can use in one year to 24 hours or three days. Accrued paid sick leave may be carried over to the next year, but it may be capped at 48 hours or six days.
  • Employers may choose to offer a more generous policy.
  • Additional time may be available for COVID-related illnesses through federal or local laws.
• California Emergency Paid Sick Days
  • You must work in a business of 25 people or more to qualify. The amount of time you earn is based on your usual hours worked.
  • Most workers have up to 40 hours of time for COVID symptoms, quarantine, isolation, vaccine appointments, and vaccine side effects, or to care for a family member for the same reasons. Workers have up to 40 additional hours of time if they or their family member test positive for COVID.

If you run into problems using your sick and safe days, or if you have questions, contact the local office of the Labor Commissioner. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick Days – includes specific information about COVID-19!

Many Berkeley workers began earning paid sick days on July 1, 2017.

If you work in Berkeley, you may use the time to care for yourself or your family when one of you are ill, injured, and/or receiving medical care, treatment, or diagnosis.

• Under this law, family members include: your child, parent, legal guardian or ward, sibling, grandparent, grandchild, spouse, registered domestic partner under any state or local law, and designated person.

• You earn one hour of sick time for every 30 hours you work in Berkeley. You may use up to 48 hours of time each year – check the law for details. Employers may choose to offer a more generous policy.

If you run into problems using your sick days, or if you have questions, contact the Health, Housing & Community Services Department at (510) 981-CITY/2489 or 311 from a landline in Berkeley, or email the Department. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Emeryville workers began earning paid sick and safe days on July 2, 2015.

If you earn this time, you may use it:

• For your or your family’s illness, injury, or medical care, treatment, and diagnosis
• For reasons related to domestic violence
• To give aid or care to your or your family’s guide dog, signal dog, or service dog

Under this law, family members include: your child, parent, legal guardian or ward, spouse, registered domestic partner, grandparent, grandchild, and sibling. If you do not have a spouse or domestic partner, you may designate one person to fall into this category.

• For COVID-19, the city of Emeryville says workers may use the time:
• For you or your family’s quarantine or isolation if it is recommended by public health officials or health providers
• You are a “vulnerable population” under guidance from the state
• Your business or work location temporarily closed by request of a public health official or other public official
• You need to care for a family member whose school childcare, senior care, or work temporarily closed by request of a public health official or other public official

• You earn one hour of sick time for every 30 hours you work in Emeryville. You may use up to 48 hours of time each year – check the law for details. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the City of Emeryville at (510) 596-4316 or email the city. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Los Angeles workers began earning paid sick and safe days on July 1, 2016.

If you earn this time, you may use it:

• For your or your family’s illness, injury, health condition, or preventative medical care, and diagnosis
• For reasons related to domestic violence, sexual assault, or stalking

For COVID-19, the city of Los Angeles says workers may use the time:

• For you or your family’s quarantine or isolation if it is recommended by public health officials or health providers
• If you are 65 or older or have a serious such as such as heart disease, asthma, lung disease, diabetes, kidney disease, or weakened immune system
• If you need to care for a family member whose school childcare, senior care, or work temporarily closed by request of a public health official or other public official

Under this law, family members include: your child, parent, spouse, registered domestic partner, grandparent, grandchild, sibling, or any individual related by blood or affinity whose close association with the you is the equivalent of a family relationship.

Workers in Emergency and Health Services, Critical Parcel Delivery, new businesses, government, or who already have 160 hours of paid leave annually are exempt from the new leave. This leave ends two weeks after the expiration of the COVID-19 local emergency period.

An employer may not require a doctor’s note or other documentation when using this leave.

• You earn one hour of sick time for every 30 hours you work in Los Angeles. You may use up to 48 hours of time each year – check the law for details. Additional time may be available for uses related to COVID-19. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Office of Wage Standards at (844) 924-3752 or by email. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Emergency Paid Sick Days – includes specific information about COVID-19!

Certain Los Angeles County workers began earning emergency paid sick days on April 28, 2020.

For COVID-19, the county of Los Angeles says workers may use the time:

• For you or your family’s quarantine or isolation if it is recommended by public health officials or health providers
• If you are 65 or older or have a serious such as such as heart disease, asthma, lung disease, diabetes, kidney disease, or weakened immune system
• If you need to care for a family member whose school childcare, senior care, or work temporarily closed by request of a public health official or other public official

Under this law, family members include: your child, parent, or spouse.

This law was created to cover workers in businesses of 500 or more who were otherwise left out of federal coverage. However, the law was amended in 2021 to cover all workers due to the expiration of the federal law.

Emergency responders and health care providers are exempt from the new leave. This leave ends two weeks after the expiration of the COVID-19 local emergency period.

Beginning January 1, 2021, workers who exhausted available leave time can receive additional hours to receive the COVID vaccine. Full time workers can receive four additional hours. Part time workers can receive the prorated amount of four hours based on their average hours worked in the two weeks before the injection. This provision ends August 31, 2021.

• Full-time workers earn 80 hours of paid sick time.
• Part-time workers earn 1 hour of paid sick time per hour worked based on their average hours in a 2-week period.
• Workers who exhausted other leave may receive up to 4 hours of time for the COVID vaccine.
• Employers may choose to offer a more generous policy.

Source 1  Source 2

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick Days – includes specific information about COVID-19!

Many Oakland workers began earning paid sick days on March 2, 2015.

If you earn this time, you may use it:

• For your mental or physical illness, injury, pregnancy, or medical condition, or to obtain a professional diagnosis or a physical examination
• For your family member who is ill, injured, and/or receiving medical care, treatment, or diagnosis.

Under this law, family members include: your child, parent, legal guardian or ward, spouse, registered domestic person, grandparent, grandchild, and sibling. If you do not have a spouse or domestic partner, you may designate one person to fall into this category.

Employees laid off on or after May 12, 2020, must be paid for sick days accrued under the original law.

COVID-19: Oakland updated the law on May 12, 2020, to include emergency paid sick leave for:

• businesses of 50 people or more
• franchises with fewer than 50 workers associated with a network employing more than 500 employees
• unregistered janitorial employers

Employers of emergency responders and health care providers may choose to be exempted. Employers that allow workers to accrue at least 160 hours of paid leave and allow immediate access to 80 hours after 5/12/2020 for COVID purposes are exempted from the requirement to provide additional leave but must follow the rest of the ordinance.

The ordinance covers current employees who worked at least 40 hours per week between February 3, 2020 and March 4, 2020 or any point after; and to employees with fewer hours during that period who continue to work.

• You earn one hour of sick time for every 30 hours you work in Oakland. The total number of hours you earn each year depends on how many employees work for your employer. You earn up to 72 hours if the firm has 10 or more employees, and 40 hours if it has fewer. Employers may choose to offer a more generous policy.
• COVID-19: Emergency paid sick leave must be paid at 100% of the employee’s normal hourly rate up to $511 per day or $5,110 total.

If you run into problems using your sick days, or if you have questions, contact the City of Oakland at (510) 238-6258 or by email. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many San Diego workers began earning paid sick and safe days on July 11, 2016.

If you earn this time, you may use it:

• For you or your family’s mental or physical illness  (including COVID-19), injury, medical condition, treatment, diagnosis, or preventive medical care
• If your workplace or your child’s school/place of care has been closed due to a public health emergency
• For reasons related to domestic violence, sexual assault, or stalking

Under this law, family members include: your child, spouse, parent, grandparent, grandchild, sibling, or the child or parent of your spouse.

You earn one hour of sick and safe time for every

• 30 hours you work in San Diego. You may earn up to 80 hours per year, and you may use up to 40 hours of time each year – check the law for details. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Office of the Treasurer at (619) 615-1565 or by email. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many San Francisco workers began earning paid sick and safe days on February 5, 2007.

If you earn this time, you may use it:

• For your or your family’s illness, injury, medical care, treatment, or diagnosis, including COVID-19
• For reasons related to domestic violence, sexual assault, or stalking
• To donate your bone marrow or another organ, or care for someone who donated their bone marrow or organ

Under this law, family members include: your child, parent, legal guardian or ward, spouse, registered domestic partner, grandparent, grandchild, and sibling. If you do not have a spouse or domestic partner, you may designate one person to fall into this category.

For COVID-19, the city of San Francisco says workers may use the time (without a doctor’s note or medical documentation unless a worker needs more than five consecutive work days off):

• For you or your family’s quarantine or isolation if it is recommended by public health officials or health providers
• For you or your family member’s COVID-19 vaccination appointment or side effects
• You are 60 or older or a person with a health condition such as heart disease, lung disease, diabetes, kidney disease, or weakened immune system
• Your business or work location temporarily closed by request of a public health official or other public official subject to other guidelines below
• You need to care for a family member whose school childcare, senior care, or work temporarily closed by request of a public health official or other public official

You earn one hour of sick and safe time for every

• 30 hours you work in San Francisco. The total number of hours you earn each year depends on how many employees work for your employer. You earn up to 72 hours if the firm has 10 or more employees, and 40 hours if it has fewer. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Office of Labor Standards Enforcement at (415) 554-6271. San Francisco PSSD Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Parental Leave – includes specific information about COVID-19!

Many San Francisco workers began earning paid parental leave on January 1, 2018. This program remains in effect during the COVID-19 public health emergency.

• If you work in San Francisco for a business of twenty people ore more, you may use the time to receive full pay during 6 weeks of leave to bond with a new child.
• (Part of this will be paid under California’s Paid Family Leave (PFL) law – read more). This time will extend to 8 weeks on July 1, 2020.

Under this law, a new child includes: a child who enters the family through birth, adoption, or foster care placement.

• California PFL benefits are 60%-70% of weekly wages (up to a cap). San Francisco employers pay the difference between the PFL program and 100% of your gross weekly wages (up to the maximum).

If you run into problems using your leave, or if you have questions, contact the Office of Labor Standards Enforcement at (415) 554-4190 or visit here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Emergency Paid Sick Days and Vaccine Paid Time Off – includes specific information about COVID-19!

On July 8, 2020, businesses with more than 500 workers nationally began providing additional paid sick days to their employees in the unincorporated areas of San Mateo County. This time is meant to cover workers in businesses of 500 people or more. This legislation expires July 9, 2022.

If you earn this time, you may use the time:

• For your symptoms of COVID-19 while seeking a medical diagnosis
• For your or your family member’s quarantine or isolation by federal, state, or local order due to COVID-19
• For your or your family member’s quarantine as advised by a health-care provider
• To care for an individual whose school, childcare, or senior care is closed due to COVID-19

This time is in addition to any other paid sick days, paid time off, or vacation time that the employer already provides except for additional sick time given by the employer between March 17, 2020 and June 30, 2020, beyond what was required under statute, policy, or collective bargaining agreements.

Workers in businesses of 500 or more who are health care providers, aviation security workers, or emergency responders may be restricted from using leave. However, you must be provided leave even in these occupations:

• For your symptoms of COVID-19 while seeking a medical diagnosis if you don’t meet CDC guidelines to return to work
• For your isolation or quarantine as advised by a health-care provider to prevent the spread of COVID-19

• Full-time workers earn 80 hours of paid sick time. Part-time workers earn 1 hour of paid sick time per hour worked based on their average hours in a 2-week period. Employers may choose to offer a more generous policy.

If you face retaliation from using your sick days, you have the right to file a lawsuit.  Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Santa Monica workers began earning paid sick and safe days on January 1, 2017.

If you earn this time, you may use it in accordance with California paid sick days guidelines:

• For your or your family’s diagnosis, care, or treatment of an existing health condition, or for preventive medical care
• For reasons related to domestic violence, sexual assault, or stalking

Under this law, family members include: your parent, child, spouse, registered domestic partner, grandparent, grandchild, and sibling.
Santa Monica Paid Sick and Safe Days

• You earn one hour of sick and safe time for every 30 hours you work in Santa Monica. The total number of hours you earn each year depends on how many employees work for your employer. You earn up to 72 hours if the firm has 10 or more employees, and 40 hours if it has fewer. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Los Angeles County Department of Consumer & Business Affairs (who enforces the Santa Monica law) at (800) 593-8222 or by email here. Source.

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes information about using time during a public health emergency!

Beginning January 1, 2021, workers in Colorado businesses of 16 people or more will have access to regular paid sick time. On January 1, 2022, workers in businesses of all sizes gained access to paid sick time.

If you work in Colorado and are covered, you may use the time:

• For your or your family’s health needs, including preventative care, diagnosis, or treatment
• For services that you or your family need related to domestic violence, sexual assault, or harassment
• For a public health emergency, including business closure by a public health official or caring for a child following closure of their school/place of care

Under this law, family members include: your immediate family member, a child that you are in loco parentis to, an adult who was in loco parentis to you, and a person for whom you are responsible for arranging their health or safety related care..

If a public health emergency is declared, workers must receive additional paid sick time regardless of the size of their business. You may use the time for illnesses related to the health emergency:

• For your or your family member’s symptoms, quarantine, or isolation
• For your or your family member’s preventative or medical care
• For you or your family member if a public health official, public health authority, or employer decides there is a risk based on exposure or symptoms, even without diagnosis
• For care of a child following closure of their school or place of care
• For your need to stay home if you are part of an at-risk population

You earn one hour paid sick time for every 30 hours you work in Colorado, up to 48 hours per year. During a public health emergency, employers must add to accrued time:

• Workers employed at 40 hours/week will have 80 hours of paid sick time total
• Workers employed for fewer hours will have a total amount equal to their scheduled or actual hours over a 14 day period
• Check law for details. Employers may choose to provide more time.

If you run into problems using your time, or if you have questions, contact the Colorado Department of Labor and Employment. Source.

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Family and Medical Leave

On January 1, 2022, workers in Connecticut began using paid family and leave benefits.

If you work in Connecticut, you may use the program to receive partial pay to:

• Care for your own serious health condition including COVID-19
• Bond with a newly born or a newly adopted or foster child
• Care for a family member with a serious health condition
• Address certain military family needs
• Address medical and non-medical needs resulting from domestic violence (safe time)

Under Connecticut’s FMLA law, most workers can return to their jobs after taking leave. There are additional protections under Connecticut’s Family Violence Leave and federal FMLA.

Under this law, family members include: your child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or anyone related to the employee by blood or affinity whose close association with the employee is the equivalent of those family relationships.

• You may take up to 12 weeks of time in a twelve month period for any type of care covered by this law.
• If you have certain pregnancy-related health needs, you may be eligible for an additional two weeks of leave – check the law for more details.
• Employers may choose to provide more time.

If you need to file a claim, please visit ctpaidleave.org. If you run into problems using your leave, or if you have questions, contact the Connecticut Paid Leave Authority on their website or by calling 877-499-8606. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Many Connecticut service workers in businesses of 50 people or more began earning paid sick and safe days on January 1, 2012.

If you earn this time, you may use it:

• For your or your family’s mental or physical illness, injury, health condition, or preventive medical care and diagnosis
• For reasons related to family violence or sexual assault

Under this law, family members include: your child or spouse.
You earn one hour of sick and safe time for every

• 40 hours you work in Connecticut.
• You may earn up to 40 hours of paid sick and safe time per year – check the law for details.

If you run into problems using your sick and safe days, or if you have questions, contact the Wage and Workplace Standards Division at (860) 263-6790 or the Office of Program Policy at (860) 263-6755. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many District of Columbia workers began earning paid sick and safe days on July 1, 2013. DC workers may also have access to paid family and medical leave

If you work in DC, you may use the time to care for yourself or your family when one of you:

• Are sick, injured, or have a medical appointment
• Need services related to domestic violence, stalking, or sexual assault

Until at least February 4, 2022, all DC employers must provide workers employed for 30 days or more with up to 16 weeks of unpaid, job-protected leave for certain COVID related reasons. Workers in businesses of 50-499 people must also provide time to workers employed for at least 15 days as described in the federal Families First Coronavirus Response Act. This leave is usually in addition to any other leave under DC paid leave or paid sick and safe days.

If you work in DC, you may use the additional COVID-19 coverage if you:

• Need to obtain a diagnosis or get care due to COVID-19 symptoms, or need to care for an individual who is self-isolating due to diagnosis or symptoms (COVID sick days only)
• Need to go into quarantine or isolation as recommended by a healthcare provider, including if you or a household member are at high risk for serious COVID-19 related illness
• Need to care for a family member or person in your household under government or healthcare provider order to quarantine or isolate
• You need to care for a child whose school or place of care is closed or unavailable

Under this law, family members include: your spouse or domestic partner, your parents, your spouse’s parents, children, grandchildren, siblings, your spouse’s siblings, and a person who has lived with you for at least 12 months.

DC has specific provisions for COVID-19 leave. Beginning November 5, 2021, all DC employers with 30 or more employees must provide workers employed for 30 days or more with up to 16 weeks of unpaid, job-protected leave for certain COVID related reasons. An employee may use accrued paid leave during the 16 week period.

If you qualify, you may use the additional COVID-19 coverage if you:

• Test positive for COVID-19, or need to care for a family or household member who tested positive and must quarantine
• Need to go into quarantine or isolation as recommended by a healthcare provider, including if you or a household member are at high risk for serious COVID-19 related illness
• Need to care for a family member or person in your household under government or healthcare provider order to quarantine or isolate
• Need to care for a child whose school or place of care is closed or unavailable

For regular paid sick days:

• If you are a tipped restaurant worker, you earn 1 hour of paid sick and safe time for every 43 hours you work.
• If you are not a tipped restaurant worker, and you work at a business with:
  • 1-25 employees, you earn 1 hour for every 87 hours you work
  • 26-99 employees, you earn 1 hour for every 43 hours you work
  • 100+ employees, you earn 1 hour for every 37 hours you work
• Employers may choose to offer a more generous policy.

For COVID unpaid leave:

• Workers may use up to 16 weeks of unpaid COVID-19 leave

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Employment Services, Wage and Hour Division at (202) 671-1880. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Family and Medical Leave

Many District of Columbia workers earned access to paid family and medical leave on July 1, 2020.

If you work in the District of Columbia, you may receive partial pay while using the time to:

• care for yourself or a family member with a serious health condition
• bond with a newborn child, adopted child, or foster child

Under this law, family members include: child, grandparent, parent, parent-in-law, spouse, sibling, and registered domestic partner.

DC has specific provisions for COVID-19 leave. Beginning November 5, 2021, all DC employers with 30 or more employees must provide workers employed for 30 days or more with up to 16 weeks of unpaid, job-protected leave for certain COVID related reasons. An employee may use accrued paid leave during the 16 week period.

If you qualify, you may use the additional COVID-19 coverage if you:

• Test positive for COVID-19, or need to care for a family or household member who tested positive and must quarantine
• Need to go into quarantine or isolation as recommended by a healthcare provider, including if you or a household member are at high risk for serious COVID-19 related illness
• Need to care for a family member or person in your household under government or healthcare provider order to quarantine or isolate
• Need to care for a child whose school or place of care is closed or unavailable

• You may take the following amounts of paid family and medical leave in a 52 week period:
  • Up to six weeks to care for yourself
  • Up to six weeks to care for a seriously ill family member
  • Up to eight weeks to bond with a child
  • Up to two weeks of prenatal leave (beginning October 1, 2021; you can apply for this leave on or after February 18, 2022, and receive benefits retroactively)
• For COVID unpaid leave, workers may use up to 16 weeks of unpaid COVID-19 leave.
• Check the law for details. Employers may choose to provide more time

If you need to file a claim, please visit the DOES website. If you run into problems using your leave, or if you have questions, contact DOES. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Family Care Act

Many Georgia workers in businesses of 25 or more began earning family care days on July 1, 2017.

• If you work in Georgia for 30 hours or more each week, and you already earn sick time, you may use the time to care for family members.
• Under this law, family members include: your child, spouse, parent, grandparent, grandchild, and anyone you claimed as a dependent on your tax return.
• The law does not require a company to have any specific sick day policy. It allows you to use up to 5 days of any sick time you earn to care for ill family members.

If you run into problems using your family care days, or if you have questions, contact the Georgia Job/Family Collaborative at (800) 522-0965. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Many Chicago workers began earning paid sick and safe days on July 1, 2017. Any employee who works at least 80 hours for an employer in Chicago within any 120 days is eligible for this time.

If you earn this time, you may use it:

• For you or your family’s illness or medical care, including quarantine, medical, mental, or behavioral issues and substance abuse disorders
• If your workplace or your family member’s school/place of care has been closed due to a public health emergency
• If you must obey an order to stay at home issued by the mayor, the governor, the Chicago Department of Public Health, or a treating healthcare provider
• If you or your family member are the victim of domestic or sexual violence, or stalking

Under this law, family members include: your child, legal guardian or ward, spouse, domestic partner, parent, sibling, grandparent, grandchild, and any other individual related by blood or whose close association with the employee is the equivalent of a family relationship.

Beginning April 21, 2021, workers whose employers require them to receive the COVID vaccine must be compensated for time taken during a shift to get a vaccine. Employers cannot require workers only get vaccines during off-shift hours, and must allow workers to use accrued paid sick time or other paid time off to get the vaccine.

• You earn one hour of sick and safe time for every 40 hours you work in Chicago.
• You may use up to 40 hours of time in the first 12 month period and up to 60 hours in the second 12 month period. Check the law for details. Employers may choose to provide more time.

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Business Affairs and Consumer Protection at 311 or visit here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Many Cook County workers began earning paid sick and safe days on July 1, 2017.

If you earn this time, you may use it:

• For you or your family’s illness or medical care
• If your workplace or your child’s school/place of care has been closed due to a public health emergency
• If you are the victim of domestic or sexual violence or stalking

Under this law, family members include: your child, legal guardian or ward, spouse, domestic partner, parent, sibling, grandparent, grandchild, and any other individual related by blood or whose close association with the employee is the equivalent of a family relationship.

On July 1, 2021, Cook County added paid time off for workers to receive vaccines. Workers in any business with one or more employees may use up to 4 hours of time per vaccine dose without having to use other paid time off or paid sick days.

You earn one hour of sick and safe time for every

• 40 hours you work in Cook County.
• You may use up to 40 hours of time each year – check the law for details. Employers may choose to provide more time.
• You have four additional hours of paid time for each dose of a vaccine.

If you run into problems using your sick and safe days, or if you have questions, contact the Cook County Commission on Human Rights. Cook County IL PSSD Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Time Off

Maine workers in all businesses of 10 or more (except seasonal industries) begin earning paid time off on January 1, 2021. Workers may begin using paid time off once they have been employed for 120 days.

If you earn this time, you may use it:

• For any reason including (but not limited to) an emergency, illness, sudden necessity, or planned vacation.

You must give up to four weeks advance notice unless it is an emergency, illness, or sudden necessity. In those cases, please notify your employer as soon as possible.

• You earn one hour of paid time off for every 40 hours you work in Maine.
• You may use up to 40 hours of time each year.
• Employers may choose to offer a more generous policy.

If you run into problems using your time, or if you have questions, contact the Department of Labor at 207-623-7900. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Many Maryland workers began earning paid sick and safe days on February 11, 2018. Workers in businesses of 15 or more employees earn paid sick and safe days, while workers in smaller businesses earn unpaid sick and safe days. All workers have job protection while using the time.

If you earn this time, you may use it:

• For you or your family’s mental or physical illness, injury, condition, or preventive medical care and diagnosis
• For parental leave
• For reasons related to domestic violence, sexual assault, or stalking

Under this law, family members include: your spouse, child, parent, grandparent, grandchild, or sibling.

On June 1, 2021, Maryland essential workers became eligible for public health emergency leave when federal or state funding for that leave is available. This law remains in effect until the Governor’s state of emergency expires. If you earn this time, you may use it for COVID purposes:

• To obtain a medical diagnosis or care if experiencing symptoms
• To self-quarantine due to COVID-19 concerns under the advice of a health care provider
• To comply with a a federal, state, or local quarantine or isolation order related to COVID-19
• To comply with a recommendation from a public health official
• To obtain a COVID-19 vaccination and/or recover from COVID-19 vaccine related side effects
• To care for an individual who is self-isolating because of diagnosis or symptoms
• To care for their child or other family member if their school or place of care is closed or unavailable

Maryland Paid Sick and Safe Days

• You earn one hour of sick and safe time for every 30 hours you work in Maryland.
• Employers may choose to offer a more generous policy.

Maryland Essential Worker Paid Sick Days

• This law follows federal guidelines for COVID leave under the American Rescue Plan and other federal policies.

If you run into problems using your sick and safe days, or if you have questions, contact the Commissioner of Labor and Industry. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Many Montgomery County workers began earning paid sick and safe days on October 1, 2016.

If you earn this time, you may use it:
For you or your family’s mental or physical illness, injury, condition, or preventive care
If your workplace or a child’s school/place of care has been closed due to a public health emergency
For care of a family member when health authorities determine their presence in the community would jeopardize the health of others
For reasons related to domestic violence, sexual assault, or stalking affecting you or your family
When a child is born or placed with you for adoption or foster care, including care for the child in the first year following birth or placement
Under this law, family members include: your child, parent, legal guardian, spouse, grandparent, grandchild, and sibling.

You earn one hour of sick and safe time for every

• 30 hours you work in Montgomery County.
• You may use up to 56 hours of time each year – check the law for details. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Office of Human Rights at (240) 777-8450 or by email. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Earned Sick and Safe Time – includes specific information about COVID-19!

Massachusetts workers began earning sick and safe time on July 1, 2015. Workers in businesses of 11 or more employees earn paid sick and safe time, while workers in smaller businesses earn unpaid sick and safe time. All workers have job protection while using the time.

If you earn this time, you may use it:
For your or your family member’s illness (including COVID-19), injury, or routine medical appointment
For reasons related to domestic violence affecting you or your children
Under this law, family members include: your child, spouse, parent, or spouse’s parent.

Beginning May 28, 2021, employers must make paid sick time available to workers for COVID-related illnesses, quarantine, and vaccinations. Employers can apply for reimbursement from the state for this time until September 30, 2021, or earlier if funds run out.

If you earn this time, you may it:

• For your symptoms of COVID-19, including while seeking a medical diagnosis
• For your or your family member’s quarantine or isolation by federal, state, or local order due to COVID-19
• For your or your family member’s quarantine as advised by a health-care provider or public official
• To get a COVID-19 vaccine and/or to recover from symptoms related to the vaccine

Workers cannot be forced to use other time off before COVID-19 related sick time. They also cannot be forced to find replacements while they are out. Learn more here.

Massachusetts Paid Sick and Safe Days

• You earn one hour of sick and safe time for every 30 hours you work in Massachusetts.
• You may use up to 40 hours of time each year – check the law for details. Employers may choose to offer a more generous policy.

Massachusetts Emergency Paid Sick Days

• Employees who work 40 hours or more per week have 40 hours of time. Workers with fewer hours have an amount equal to their average weekly hours.

If you run into problems using your sick and safe time, or if you have questions, contact the Attorney General’s Fair Labor Division at (617) 727-3465. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Family and Medical Leave

On October 1, 2019, Massachusetts employees (and many employers) will begin contributing to the paid family and medical leave program. Workers can begin using some benefits on January 1, 2021. All benefits will be available on July 1, 2021.

If you work in Massachusetts, you may keep your job and receive partial pay while using the time to:

• Care for your own serious health condition
• Bond with a newly born, adopted, or foster child
• Care for a family member with a serious health condition
• Manage family affairs when a family member is deployed abroad on active military service

Under this law, family members include: your child, parent, parent-in-law, person who stood in loco parentis to you when you were a child, grandparent, grandchild, sibling, spouse, or domestic partner.

You may take up to 20 weeks of time per year to care for yourself and 12 weeks of time to care for others – check the law for details. Employers may choose to provide more time.

If you need to file a claim, please visit the MA Department of Family and Medical Leave website. If you run into problems using your leave, or if you have questions, contact the Massachusetts Department of Family and Medical Leave at (617) 626-6565. Source.

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Some Michigan workers began earning sick and safe days on March 29, 2019. Workers in businesses of 50 or more will be able to use this time.

If you earn this time, you may use it:

• To care for your health needs and the health needs of your family
• When your work or your child’s place of care has been closed for a public health emergency
• If health authorities determine you or a family member could jeopardize the health of others in the community
• For reasons related to domestic violence or sexual assault

Under this law, family members include: your child, parent, parent-in-law, spouse, grandparent, grandchild, and sibling.

If you qualify for regular paid sick and safe time, you earn one hour of time for every 35 hours you work in Michigan. You may earn up to 40 hours of time each year. Employers may offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Licensing and Regulatory Affairs. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Duluth workers will begin earning paid sick and safe days on January 1, 2020.

If you earn this time, you may use it:

• For you or your family’s medical reasons, such as mental or physical illness, injury, health condition, care, and treatment, or for preventive medical care and diagnosis
• For reasons related to domestic violence, sexual assault, or stalking affecting you or your family
• For lost hours when a business is closed due to public health reasons
• For COVID-19 screening
• To provide or receive care due to COVID-19 symptoms or infection
• For testing or quarantine following close contact with a COVID-19 infected or symptomatic person

Under this law, family members include: your child, adult child, spouse, domestic partner, sibling, parent, grandchild, grandparent, and any other individual related by blood or affinity whose close association with you is the equivalent of a family relationship.

You earn one hour of sick and safe time for every

• 50 hours you work in Duluth.
• You may use up to 40 hours of time each year – check the law for details.

Sick and safe time begins on January 1, 2020. If you run into problems using your sick and safe days, or if you have questions, contact the City Clerk’s Office at (218) 730-5500. Source 1 Source 2

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Minneapolis workers began earning paid sick and safe days on July 1, 2017. Workers in businesses of 6 or more employees earn paid sick and safe days, while workers in smaller businesses earn unpaid (but job-protected) sick and safe days.

If you earn this time, you may use it:

• For you or your family’s medical reasons, such as mental or physical illness, injury, health condition, care, and treatment, or for preventive medical care and diagnosis
• For reasons related to domestic violence, sexual assault, or stalking affecting you or your family
• If your family member’s school/place of care has an emergency closure, including for inclement weather
• For COVID-19 screening
• For care or quarantine due to COVID-19 symptoms or infection
• For testing or quarantine following close contact with a COVID-19 infected or symptomatic person
• For covered family members’ school or place-of-care closure due to COVID-19
• For workplace closure due to COVID-19

Under this law, family members include: your child, adult child, spouse, sibling, parent, grandchild, grandparent, guardian, ward, registered domestic partner, and people who currently reside in your home.

You earn one hour of sick and safe time for every

• 30 hours you work in Minneapolis.
• You may earn up to 48 hours of time each year – check the law for details.

If you run into problems using your sick and safe days, or if you have questions, contact the Labor Standards Enforcement Division at (612) 673-3000. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many St. Paul workers began earning paid sick and safe days on July 1, 2017.

If you earn this time, you may use it:

• For you or your family’s medical reasons, such as mental or physical illness, injury, health condition, care, and treatment, or for preventive medical care and diagnosis
• For reasons related to domestic violence, sexual assault, or stalking affecting you or your family
• For the closure of your or your family’s business to limit exposure to infection, toxin, or hazardous material
• To care for a family member whose school or place of care was closed due to weather or unforeseen events
• For COVID-19 screening
• For care or quarantine due to COVID-19 symptoms or infection
• For testing or quarantine following close contact with a COVID-19 infected or symptomatic person
• For covered family members’ school or place-of-care closure due to COVID-19
• For workplace closure due to COVID-19

Under this law, family members include: your child, adult child, spouse, sibling, parent, grandchild, grandparent, or registered domestic partners, and any individual related by blood or affinity whose close association with you is the equivalent of a family relationship.

• You earn one hour of sick and safe time for every 30 hours you work in St. Paul.
• You may earn up to 48 hours of time each year – check the law for details.

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Human Rights and Equal Economic Opportunity at (651) 266-8900. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Time Off

Nevada workers in businesses of 50 people or more began earning paid time off on January 1, 2020. Workers using time may use the time in accordance with their employer’s guidelines. This law does not apply to employers in their first two years of operating.

If your employer does not have a policy for taking time:

• Workers can use the time without providing a reason for use to your employer
• Time may be used for any reason including treatment of physical or mental illness, injury, or health condition; receiving a medical diagnosis or care; obtaining preventative care; participating in caregiving, and addressing other personal health needs
• Workers cannot be required to find a replacement, be retaliated against for using time, or be denied the time.

More information.

From June 9, 2021, until December 31, 2023, private employers with 50 or more workers must provide all employees (including seasonal, on-call, and temporary workers) with up to 4 hours of paid leave to receive a COVID vaccine. Employers with an on-site COVID vaccine clinic and employers in their first two years of operation are exempt from this requirement.

Beginning October 1, 2021, employers providing paid or unpaid leave must allow workers to use some of that leave to help an immediate family member (Kin Care) with an injury, illness, medical appointment, or other authorized need. Employers may limit kin care to the amount of time the employee accrues in a six month period.

Immediate family members under Kin Care include the employee’s children (including foster children), spouse/domestic partner, sibling, parent/ parents-in-law, grandchildren, grandparents, and stepparents, as well as any person the employee acts for as a legal guardian.

Nevada Paid Time Off

• If you qualify:
  • You earn 0.01923 hours of time for every hour you work in Nevada.
  • You may use up to 40 hours of time each year – check the law for details. Employers may choose to provide more time.

Nevada Vaccine Leave

• If you qualify, you have 4 hours of paid time to receive vaccines. Workers do not have to find a replacement worker for their time off.

If you run into problems using your time, or if you have questions, contact the Office of the Labor Commissioner at 1-800-992-0900 ext. 4850. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Family Leave Insurance – includes specific information about COVID-19!

Many New Jersey workers began earning paid family leave on July 1, 2009.

If you work in New Jersey, you may receive partial pay while using the time to:

• Bond with a newly born, adopted, or foster child
• Care for a family member with a serious health condition
• Deal with issues related to domestic or sexual violence affecting you or a loved one
• Care for a loved one diagnosed with or suspected of exposure to a communicable disease during a public health emergency
• Care for a child in remote learning with an illness, injury, or underlying health condition that requires your care making you unable to work. This includes caring for your child who is participating in remote learning and diagnosed with a mental health condition, including ADHD or other impairments.

A healthcare provider must certify applications for caregiving (not for bonding).

Under this law, loved ones include: child (or any age), parent, parent-in-law, grandparent, grandchild, sibling, spouse, domestic partner, civil union partner, other blood relatives, and individuals whose close association is the equivalent of family. Depending on the size of your employer, how long and how many hours you have worked at your employer, you may automatically be able to keep your job while you use this time. If you have more than one job you will have the ability to take leave from one employer while continuing to work for another.

If you need to take time to care for yourself, you may use Temporary Disability Insurance.

If you are taking time for COVID-19 purposes, the state of New Jersey has a chart with their recommendations on how best to take the time available.

• You may receive up to 12 consecutive weeks of benefits in a 12-month period beginning July 1, 2020 – check the law for details.

If you need to file a claim, please visit the Department of Labor & Workforce Development. If you run into problems using your leave, or if you have questions, contact the Department of Labor and Workforce Development at (609) 292-7060. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Temporary Disability Insurance – includes specific information about COVID-19!

Many New Jersey workers began earning temporary disability benefits in 1948.

If you work in New Jersey, you may receive partial pay for a maximum of 26 weeks to:

• Recover from serious illness, injury, or pregnancy that prevents you from working and was not caused by your work.
• Take time off of work because you are diagnosed with or suspected of exposure to a communicable disease during a public health emergency
• Remain home from work if you are at high risk for COVID-19 due to an underlying health condition

If you need to take time to care for your family or bond with a child, you may use Temporary Caregivers Insurance.

If you are taking time for COVID-19 purposes, the state of New Jersey has a chart with their recommendations on how best to take the time available.

The law may limit the number of weeks you use per year – check the law for details.

If you need to file a claim, please visit here. If you run into problems using your leave, or if you have questions, contact the Department of Labor and Workforce Development at (609) 292-7060. NJ TDI Source 1; NJ TDI Source 2

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many New Jersey workers began earning paid sick and safe days on October 29, 2018. Until October 29, 2018, 13 cities in New Jersey had their own laws around paid sick days. All cities and counties in New Jersey are now covered by the statewide law.

If you earn this time, you may use it:

• For your or your family’s diagnosis, care, treatment, recovery, or for preventive medical care
• For reasons related to domestic violence, sexual assault, or stalking
• If your workplace or your child’s school/place of care has been closed due to a public health emergency
• If a healthcare provider or public health authority determines you or your family member needs to be in quarantine or isolation because it creates a health risk to others or because of suspected exposure to a communicable disease
• If you need time to attend a school-related conference or event for your child

Under this law, family members include: your parent, child, spouse, partner, grandparent, grandchild, sibling, and any other individual related by blood or whose close association with the employee is the equivalent of a family relationship.

If you are taking time for COVID-19 purposes, the state of New Jersey has a chart with their recommendations on how best to take the time available.

You earn one hour of sick and safe time for every 30 hours you work in New Jersey. An employer may limit the amount of paid sick leave an employee can use in one year to 40 hours. Accrued paid sick leave may be carried over to the next year, but it may be capped at 40 hours.

Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the New Jersey Department of Labor and Workforce Development at 609-292-2305.  Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Workers in New Mexico will begin earning paid sick and safe days on July 1, 2022.

If you earn this time, you may use it:

• For your or your family’s health needs, including diagnosis, care, preventative care, and treatment of a mental or physical illness, injury, or health condition
• For meetings at your child’s school or place of care related to the child’s health or disability
• For reasons related to domestic violence, sexual assault, or stalking

Under this law, family members include: your child, parent, spouse, domestic partner, grandparent, grandchild, sibling, and an individual whose close association with you or your spouse/domestic partner is the equivalent of a family relationship.

• You earn one hour of paid sick and safe days for every 30 hours you work in New Mexico. You may use up to 64 hours of paid sick and safe days per twelve month period.
  u earn one hour of paid time off for every 30 hours you work in New Mexico.
• Most employees are covered by the law. However, workers performing services on tribal lands and businesses owned or operated by tribes or tribal members are exempt from the law. Some other exclusions apply.
• Employers may choose to offer a more generous policy.

If you run into problems using your paid sick and safe days, or if you have questions, contact the Labor Relations Division by calling (505) 841-4400, visiting their website, or going to a New Mexico Workforce Connections Office  Source:  https://www.dws.state.nm.us/Portals/0/DM/LaborRelations/Reference_Guide_June_2022.pdf

Bernalillo County

Paid Time Off

Workers in businesses of 2 or more employees in the unincorporated areas of Bernalillo County begin earning paid time off on October 1,  2020. The unincorporated areas are the parts of the county outside of Albuquerque city limits.

If you earn this time, you may take it for any use. You must work in the county for 56 hours in a year before taking the time. Also, new employees may be asked to work 90 calendar days before taking the time.

• You earn one hour of paid time off for every 32 hours you work in Bernalillo County, New Mexico.
• On October 1, 2020, workers will begin earning up to 28 hours of earned paid time off per year. Starting July 1, 2021, employees in businesses of 11 or more employees can earn up to 44 hours of earned paid time off. Starting July 1, 2022, employees in businesses of 34 or more employees can accrue up to 56 hours of earned paid time off.
• Employers may choose to offer a more generous policy.

If you run into problems using your paid time off, or if you have questions, contact Bernalillo County. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Emergency Paid Sick Days – includes specific information about COVID-19!

Workers in New York began earning emergency paid sick days on March 18, 2020. Workers receive paid or unpaid time based on the size and net annual income of their businesses. All workers covered have guaranteed job protection for the duration of the quarantine order. This law only applies to sick leave needs related to COVID-19. If you are quarantined but working from home this leave does not apply to you. Also, according to the state website, COVID protections and compensation might not be available to New Yorkers who take non-work related trips to restricted states.

If you work in New York, you may use the time:

• If you are under a personal (not general) order of quarantine or isolation due to COVID-19
• If you are caring for a child under a personal (not general) order of quarantine or isolation due to COVID-19
• Beginning March 12, 2021, all workers get an additional 4 hours of paid sick time to receive a COVID-19 vaccine. This time is separate from all other paid sick time and expires on December 31, 2022.

• If you work for an employer with 10 or fewer employees that reports a net annual income below $1 million, you may receive unpaid sick time during the quarantine/isolation order. You may qualify for special temporary disability insurance (TDI) and paid family leave (PFL) benefits.
• If you work for an employer with 11 to 99 employees OR a smaller employer with net annual income above $1 million, you may receive 5 days of paid sick time, followed by unpaid sick leave and special TDI and PFL benefits for the remainder of the duration of the quarantine/isolation order.
• If you work for an employer with 100 or more employees, or if you work for a public employer of any size, you may receive 14 days of paid sick time during the quarantine/isolation order.
• Separately from the leave above, all workers in New York have access to 4 additional hours of leave to receive the COVID-19 vaccine.

Check the law for details. Employers may choose to provide more time.

If you run into problems using your time, or if you have questions, contact the novel coronavirus (COVID-19) hotline at 1-888-364-3065. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Most New York workers begin earning sick and safe days on September 30, 2020. Workers using sick and safe days can keep their jobs while using the time. For specific information on using leave for COVID-19 related purposes, see above. COVID-19 leave now includes up to 4 additional hours to receive the COVID-19 vaccine.

If you work in New York, you may use the time:

• For you or your family’s mental or physical illness, injury, health condition, or preventive medical care and diagnosis
• If you or your family are the victim of domestic violence, sexual offenses, stalking, or human trafficking, including receiving services, temporarily or permanently relocating, meeting with an attorney, participating in legal proceedings, enrolling children in a new school, or taking other actions to increase safety

Under this law, family members include: your child, grandchild, spouse, domestic partner, parent, grandparent, sibling, and the child or parent of your spouse or domestic partner.

• If you work for an employer with 4 or fewer employees that reports a net annual income below $1 million, you earn up to 40 hours of unpaid sick and safe time.
• If you work for an employer with 5 to 99 employees OR a smaller employer with net annual income above $1 million, you earn up to 40 hours of paid sick and safe time.
• If you work for an employer with 100 or more employees, you earn up to 56 hours of paid sick and safe time.
• Check the law for details. Employers may choose to provide more time.

If you run into problems using your sick and safe days, or if you have questions, contact the New York Department of Labor.

Paid Family Leave – includes specific information about COVID-19!

Many New York workers began earning paid family leave on January 1, 2018. On March 18, 2020, special leave for COVID-19 was added to the law.

If you work in New York, you may keep your job and receive partial pay while using the time to:

• Bond with a newly born, adopted, or foster child
• Care for a family member with a serious health condition including COVID-19
• Assist loved ones when a family member is deployed abroad on active military service
• Comply with mandatory or precautionary quarantine or isolation if you are in a private business of 99 or fewer workers
• Care for a minor dependent child under a mandatory or precautionary order of quarantine or isolation due to COVID-19

If you need to take time to care for yourself, you may use Disability Benefits.

• Under this law, family members include: spouse, domestic partner, child/stepchild and anyone for whom you have legal custody, parent/stepparent, parent-in-law, grandparent, grandchild.
• Workers may use up to 12 weeks of paid family and medical leave in a 52 week period. The total combined disability leave and paid family leave you use in any 52 week period may not exceed 26 weeks – check the law for details. Employers may choose to offer a more generous policy.

If you need to file a claim, please visit here to learn more. If you run into problems using your leave, or if you have questions, contact the Paid Family Leave Helpline at (844) 337-6303. COVID-19 information is available here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Temporary Disability Benefits – includes specific information about COVID-19!

Most New York workers began earning Temporary Disability in 1950. On March 18, 2020, special leave for COVID-19 was added to the law.

If you work in New York, you may receive partial pay while using the time to:

• recover from serious illness, injury, or pregnancy that prevents you from working and was not caused by your work
• comply with a personal order of quarantine or isolation if you are in a private business of 99 or fewer workers
  • If you work for a larger business, your employer must provide at least 14 days of paid sick leave for COVID-19 quarantine and you will have job protection for the duration of quarantine

If you need to take time to care for your family, bond with a child, or assist loved ones during a family member’s deployment, you may use Paid Family Leave.

Workers may use up to 26 weeks of temporary disability leave in a 52-week period. The total combined disability leave and paid family leave you use in any 52 week period may not exceed 26 weeks – check the law for details. Employers may choose to offer a more generous policy.

If you need to file a claim, please visit here. If you run into problems using your leave, or if you have questions, contact the Workers’ Compensation Board Disability Benefits Bureau at (800) 353-3092.  COVID-19 information is available here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Most New York City workers began earning sick days on April 1, 2014. Safe days began on May 5, 2018.

Workers earn sick time based on the size and net income of the business where they work. Domestic workers are covered under the law. Workers using sick and safe days under the law will have job protection while using the time.

If you work in New York City, you may use the time:

• For you or your family’s mental or physical illness, injury, health condition, preventive medical care, and diagnosis, including COVID-19 vaccines and vaccine side effects
• For you or your family member’s quarantine (workers should use state paid sick time first)
• If your workplace or your child’s school/place of care has been closed due to a public health emergency
• If you or your family are the victim of domestic violence, unwanted sexual contact, stalking, or human trafficking, even if a crime has not been reported to police or been proven

Under this law, family members include: your child, grandchild, spouse, domestic partner, parent, grandparent, sibling, anyone related to you by blood, and anyone whose close association with you is the equivalent of a family relationship.

Child vaccine leave: From November 2, 2021, until December 31, 2022, workers who are parents or legal guardians of children age 5-18 (or older children with disabilities) can use additional vaccination leave.

• If you work for an employer with 100 or more employees, you earn up to 56 hours of paid sick and safe time each year.
• If you work for an employer with 5 to 99 employees OR a smaller employer with net annual income above $1 million, you earn up to 40 hours of paid sick and safe time each year.
• If you work for an employer with 4 or fewer employees that reports a net annual income below $1 million, you earn up to 40 hours of unpaid sick and safe time each year.
• If you work as a domestic workers, you earn up to 40 hours of paid sick and safe time each year. Employers with 100 or more domestic workers must provide up to 56 hours of paid sick and safe time year year.
• Child vaccine leave: Workers who qualify receive an additional four hours of leave per child and per vaccine injection in addition to their accrued leave.
• Check the law for details. Employers may choose to provide more time.

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Consumer Affairs at 311 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Safe Days

Most Westchester County workers will begin earning safe days on October 30, 2019.

If you work in Westchester County, you may use the time:

• To attend or testify in criminal or civil court proceedings related to domestic violence or human trafficking
• To move to a safe location

If you need to care for yourself or a loved one during a short illness or to find preventative care, you may use New York State paid sick days.

• You may use 40 hours of safe time over a twelve month period in Westchester County. This time is in addition to the paid sick days law – check the law for details. Employers may choose to provide more time.

If you run into problems using your sick and safe days contact the Department of Consumer Protections at (914) 995-2155. If you have questions, contact the Human Rights Commission at  (914) 995-7710 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Oregon workers began earning sick and safe days on January 1, 2016. Workers in businesses of 10 people or more earn paid time, while workers in smaller businesses earn unpaid time. Workers in Portland earn paid time when they work in businesses of six people or more. All workers have job protection while using the time.

If you earn this time, you may use it:

• For your or your family’s mental or physical illness  (including COVID-19), injury, health condition, or preventive medical care and diagnosis
• To care for a newly born, adopted, or foster child under 18, or an adopted or foster child incapable of self-care who is over 18. This time is only available within 12 months of birth or placement of the child.
• To recover from or seek treatment for a health condition that leaves you unable to perform one of your essential job functions.
• Absences associated with the death of a family member
• Absences related to domestic violence, harassment, sexual assault, or stalking
• In the event of a public health emergency
• To donate accrued sick time to another employee for a purpose under this law when your employer has a policy that allows such donations

Under this law, family members include: your spouse, domestic partner, child, parent, grandparent, grandchild, and anyone that you had or have an “in loco parentis” relationship with.

• You earn one hour of sick and safe time for every 30 hours you work in Oregon.
• You may use up to 40 hours of time each year – check the law for details. Employers may choose to offer a more generous policy.

Some workers may qualify for the following program:

• Quarantine Fund for agricultural workers who are 18 or older, recovering from COVID-19, seeking healthcare, and practicing quarantine and isolation

If you run into problems using your sick and safe days, or if you have questions, contact the Oregon Bureau of Labor and Industries at (971) 673-0761 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick Days

Many Allegheny County workers began earning sick days on December 15, 2021. Workers in businesses of 26 people or more earn paid sick time.

If you work in Allegheny County, you may use the time:

• For you or your family’s illness, injury, or health condition including the need for diagnosis and preventative care
• If there is a public health emergency closing your place of business or your child’s place of care
• If a family member is exposed to a communicable disease

Under this law, family members include: your child, grandchild, spouse, domestic partner, parent, grandparent, sibling, and any other individuals the employer permits.

• You earn one hour of sick time for every 35 hours you work in Allegheny County if you work in a business of 25 people or more.
• You may use up to 40 hours of time each year. Employers may choose to offer more time.

If you run into problems using your sick days contact the Allegheny County Office of Administrative Services at  (412) 350-1418. Source.

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Philadelphia workers began earning sick and safe days on May 13, 2015. Workers in businesses of 10 people or more earn paid time, while workers in smaller businesses earn unpaid time. Workers using sick and safe days in either case will have job protection while using the time.

If you earn this time, you may use it:

• For your or your family’s health needs
• For a public health emergency, including staying home for quarantine, business closure, or caring for a child following a school closure
• For reasons related to domestic violence, sexual assault, or stalking

Under this law, family members include: your child, parent, spouse, grandparent, grandchild, sibling, and Life Partner. Retaliation by employers is illegal, including threats to immigration status.

Employers must provide all covered employees the opportunity to use their accrued sick leave for the COVID-19 reasons before deciding to lay off, furlough, terminate or separate from employment. Employees do not need to provide a note from a medical professional to use consecutive paid sick days during the COVID-19 health risk. Philadelphia law prohibits retaliation against employees who believe there is a violation of a COVID-19 public health order at work.

Beginning in September 2020, health care employers, including hospitals, nursing homes, and home health providers must provide certain employees and pool employees with paid sick time when they miss work and test positive for COVID-19.

Starting March 9, 2022, until December 23, 2023, employers with 25 or more workers must provide up to 40 hours of additional paid sick time to employees who are unable to work for certain COVID-19 related issues. Covered employers whose existing leave policies provide 160 or more hours of paid time off that can be used for the same purposes under the same conditions do not need to provide additional sick leave. This law covers full time, part time, and union workers with no waiting period. Workers may use this time:

• For their own or their family member’s COVID-19 symptoms or self-quarantine
• For COVID related childcare or school closure
• For receiving COVID test or vaccine, or to recover from illness, disability, or injury related to the vaccine

Philadelphia Paid Sick and Safe Days

• You earn one hour of sick and safe time for every 40 hours you work in Philadelphia.
• You may use up to 40 hours of time each year – check the law for details. Other laws listed here or passed by city or federal government may provide more time. Employers may choose to provide more time.

Philadelphia Emergency Paid Sick Days

• You must work in a business of 25 people or more to qualify.
• You may use up to 40 additional hours of sick time each year for COVID related purposes

If you run into problems using your sick and safe days, or if you have questions, contact the Philadelphia Department of Labor. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick Days  – includes specific information about COVID-19!

Most Pittsburgh workers begin earning sick days on March 15, 2020. Workers will have job protection while using the time.

If you work in Pittsburgh, you may use the time:

• For you or your family’s illness, injury, or health condition
• If there is a public health emergency
• If a family member is exposed to a communicable disease

Under this law, family members include: your child, grandchild, spouse, domestic partner, parent, grandparent, sibling, and any other individuals the employer permits.

• You earn one hour of sick time for every 35 hours you work in Pittsburgh.
• You may use up to 40 hours of time each year if you work in
  a business of 15 people or more.
• If you work for a smaller business, you may use up to 24 hours per year.

Check the law for details. Employers may choose to provide more time.
During the COVID emergency, temporary emergency paid sick leave became available on December 9, 2020. A new ordinance took effect on July 29, 2021 to replace the expired law from December 2020. This law applies to workers in businesses of 50 people or more and remains in effect until at least July 29, 2022.

If you are covered, you may use the time:

• For receiving a vaccine or vaccine booster, or getting one for a family member
• For you or your family member if a public health official, public health authority, health care provider, or employer decides there is a risk based on exposure to COVID or symptoms, even without diagnosis
• For you or your family member if there is a need to isolate because of COVID diagnosis, symptoms, or a need to get medical diagnosis or care related to COVID
• For time you cannot work or telework due to COVID-19 or its variants

Pittsburgh Paid Sick Days

• You earn one hour of sick time for every 35 hours you work in Pittsburgh.
• You may use up to 40 hours of time each year if you work in
  a business of 15 people or more.
• If you work for a smaller business, you may use up to 24 hours per year.

Pittsburgh Emergency Paid Sick Days

• You must work in a business of 50 people or more to qualify.
• Full time workers have 80 hours of time. Part-time workers have an amount equal to their scheduled hours or their average hours worked over 14 days, whichever is higher.

If you run into problems using your sick days contact the Pittsburgh Mayor’s Office of Equity here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Temporary Disability Insurance – includes specific information about COVID-19!

Many Rhode Island workers began earning Temporary Disability Insurance benefits in 1942 and Temporary Caregiver benefits in 2014.

• If you work in Rhode Island, you may receive partial pay while using the time to recover from serious illness, injury, or pregnancy.
• If you are unable to work due to illness or quarantine, but your place of business remains open, you may be eligible for Temporary Disability Insurance (TDI).

If you need to take time to care for your family or bond with a child, you may use Temporary Caregivers Insurance.

The total disability leave you may use is 30 full weeks – check the law for details. Employers may choose to provide more time.

If you run into problems using your leave, or if you have questions, contact the Department of Labor and Training at (401) 462-8420 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Temporary Caregivers Insurance – includes specific information about COVID-19!

Many Rhode Island workers began earning Temporary Disability Insurance benefits in 1942 and Temporary Caregiver benefits on January 5, 2014.

If you work in Rhode Island, you may receive partial pay while using the time to:

• care for a seriously ill family member
• bond with a newborn child, adopted child, or foster child
• care for a family member that has tested positive for or been ordered to quarantine due to COVID-19

If you need to take time to care for yourself, you may use Temporary Disability Insurance.

Under this law, family members include: spouse, registered domestic partner, child, parent, parent-in-law, and grandparent.
You may take up to five weeks of temporary caregiving time per year – check the law for details. Beginning January 1, 2023, it will go up to 6 weeks of time. Employers may choose to provide more time.
If you need to file a claim, please visit here. If you run into problems using your leave, or if you have questions, contact the Department of Labor and Training at (401) 462-8420 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

100,000 Rhode Island workers begin earning sick and safe days on July 1, 2018. Workers in businesses of 18 or more can earn paid sick and safe time and workers in businesses of 18 or less can take unpaid sick and safe time. All workers have job protection while using the time.

If you earn this time, you may use it:

• For your or your family’s mental or physical illness, injury, health condition, or preventive medical care and diagnosis
• If your workplace or your child’s school/place of care has been closed due to a public health emergency
• For care of a family member when health authorities determine their presence in the community would jeopardize the health of others
• For reasons related to domestic violence, sexual assault, or stalking affecting you or your family member

Under this law, family members include: your child, parent, spouse, grandparent, grandchild, domestic partner, sibling, care recipient, or member of your household.

• You earn one hour of sick and safe time for every 35 hours you work in Rhode Island. The amount of time you may use each year varies – check the law for details.
• To learn more about the policy visit here.

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Labor and Training at (401) 462-WAGE. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

This law is not in effect at this time due to court review.

Paid Sick and Safe Days

This law was in effect but is now under injunction.

Paid Sick and Safe Days

This law is not in effect at this time due to court review.

Paid Sick and Safe Days

Many Vermont workers began earning sick and safe days on January 1, 2017.

If you earn this time, you may use it:

• For you or your family’s sickness or injury, including helping a family obtain health care or travel to an appointment related to long-term care
• To care for yourself or a family member who is a victim of domestic violence, sexual assault, or stalking
• To care for a family member because their school or business is closed for public health or safety reasons

Under this law, family members include: your child, grandchild, sibling, parent, spouse, parent-in-law, or grandparent.

• You earn one hour of sick and safe time for every 52 hours you work in Vermont.
• You may use up to 24 hours (3 days) of sick and safe time per year until January 1, 2019. After January 1, 2019, you may use up to 40 hours (5 days) of sick and safe time per year. Employers may choose to provide more time.

If you run into problems using your sick and safe days, or if you have questions, contact the Department of Labor’s Wage and Hour Division at (802) 828-0267 or visit here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Many Washington workers began earning sick and safe days on January 1, 2018.

If you earn this time, you may use it:

• To care for your health needs and the health needs of your family
• When your work or your child’s place of care has been closed by a public official for any health-related reason including COVID-19
• For absences that qualify for leave under the WA Domestic Violence Leave Act

An employer cannot require an employee to work from home instead of using their paid sick days under this law. However, employers are encouraged to allow telework if it is possible. You can find answers to more questions about paid sick and safe days and COVID-19 here.

Under this law, family members include: your child, parent, parent-in-law, spouse, registered domestic partner, grandparent, grandchild, and sibling.

In February 2022, the Governor issued an executive order in Washington prohibiting employers from taking adverse action against workers who:

• Receive the COVID-19 vaccine
• Need paid or unpaid time to receive and recover from the vaccine
• Take paid or unpaid time when under a COVID-19 quarantine or isolation order, advised to self-quarantine, or experiencing COVID-19 symptoms and seeing a diagnosis or treatment
• Wear face masks while working

You earn one hour of sick and safe time for every 40 hours you work in Washington. Employers may choose to offer a more generous policy.
If you run into problems using your sick and safe days, or if you have questions, contact the Department of Labor and Industries at (866) 219-7321. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Family and Medical Leave – includes specific information about COVID-19!

On January 1, 2019, Washington employees (and many employers) began contributing to the paid family and medical leave program. Workers begin using benefits on January 1, 2020.

If you work in Washington, you may keep your job and receive partial pay while using the time to:

• Care for your own serious health condition including COVID-19
  • Beginning August 1, 2021, workers who lost hours due to COVID and need paid family and medical leave may qualify for benefits if they worked at least 820 hours in 2019 or early 2020. Workers can apply for time retroactive to January 1, 2021.
• Bond with a newly born, adopted, or foster child
• Care for a family member with a serious health condition
• Spend time with a family member in the military about to be deployed overseas or returning from overseas deployment
• Take compassionate leave from work in certain circumstances after the death of a child

Under this law, family members include: your child, parent, parent-in-law, legal guardians, grandparent, grandchild, sibling, spouse, or domestic partner. Workers can also use time to care for someone living in their home or someone who has a relationship with the worker that creates the expectation of care.

You may take up to 12 weeks of time to care for yourself or others. If you give birth to a baby, you qualify for up to 16 weeks or paid leave and up to 18 weeks if you have pregnancy complications – check the law for more details. Following the death of a child in some limited circumstances, you may use up to 7 days of time. Employers may choose to provide more time.

If you need to file a claim, please visit here. If you run into problems using your leave, or if you have questions, contact the Washington Department of Paid Family and Medical Leave at (833) 717-2273 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days – includes specific information about COVID-19!

Seattle workers began earning sick and safe days on September 1, 2012. On March 18, 2020, the city of Seattle amended the law due to COVID-19. New provisions are starred below.

If you earn this time, you may use it:

• For your or your family’s physical or mental health condition, including a doctor’s appointment
• For reasons related to domestic violence, sexual assault, or stalking that affect you, your family member, or your housemate
• * If your family member’s school/place of care has been closed
• If your place of business has been closed by order of a public official for health reasons
• * If you business of 250 or more full time equivalent workers has been closed for any health or safety reason

From April 8, 2020, until at least June 7, 2020, there is no requirement to provide documentation from a health care provider for sick time. Workers can provide an oral or written statement about their need or documentation from other individuals.

Under this law, family members include: your child, parent, parent-in-law, spouse, registered domestic partner, grandparent, grandchild, and sibling. Check your law for which family members are covered for “safe time.”

• If you work at a business with:
  • 1-249 employees, you earn 1 hour for every 40 hours you work
  • 250+ employees, you earn 1 hour for every 30 hours you work
• There is no cap on accrual or use of hours. Employers may cap the  number of hours carried over to the next year. Employers may also choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Office of Labor Standards at (206) 256-5297. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.

Paid Sick and Safe Days

Tacoma workers began earning sick and safe days on February 1, 2016.

If you earn this time, you may use it:

• For your or your family’s mental or physical illness, injury, or preventive care
• If your workplace or a child’s school/place of care has been closed by order of a public official
• For reasons related to domestic violence, sexual assault, or stalking that affect you or your family member
• For bereavement of a family member

Under this law, family members include: your child, grandchild, sibling, parent, parent-in-law, spouse, domestic partner, or grandparent. (Please note that the Washington state paid sick and safe days law covers more family members than Tacoma.)

You earn one hour of sick and safe time for every 40 hours you work in Tacoma. You may use all the hours that you earn. Employers may choose to offer a more generous policy.

If you run into problems using your sick and safe days, or if you have questions, contact the Minimum Employment Standards Office at (253) 591-5306 or here. Source

This information is accurate to the best of our knowledge but should not be taken as a legal document.