Introduction

As of January 1, 2024, California has implemented significant changes to its paid sick leave laws, aiming to enhance employee welfare and align with evolving workplace standards. These updates, introduced through Senate Bill 616, increase the minimum required paid sick leave from three days (24 hours) to five days (40 hours) annually. This article provides a comprehensive overview of the 2024 California Sick Leave Law, detailing its key provisions and implications for both employers and employees.​Advocacy Chamber of Commerce+5Gusto+5Advocacy Chamber of Commerce+5AP News+5California Workplace Law Blog+5Gusto+5

Expanded Sick Leave Entitlement

Under the revised law, California employees are entitled to a minimum of five days or 40 hours of paid sick leave each year, an increase from the previous requirement of three days or 24 hours. This change applies to full-time, part-time, and temporary workers who meet specific eligibility criteria. The law ensures that employees have adequate time to address their health needs or those of their family members without the risk of income loss.​CalDIR

Accrual and Frontloading Options

Employers have the flexibility to provide paid sick leave through either an accrual method or frontloading:​Nixon Peabody LLP+14CalDIR+14Advocacy Chamber of Commerce+14

• Accrual Method: Employees accrue one hour of paid sick leave for every 30 hours worked. Employers may cap the total accrual at 80 hours or 10 days.​Paycor+5Gusto+5SF.gov+5
• Frontloading Method: Employers can provide the full five days or 40 hours of paid sick leave at the beginning of each year.​Fisher Phillips+10CalDIR+10CalDIR+10

Employers must ensure that employees can use at least 40 hours or five days of paid sick leave per year, regardless of the method chosen.​Callabor Law+3CalDIR+3CalDIR+3

Usage and Carryover Provisions

Employees are permitted to use paid sick leave for various purposes, including personal illness, caring for a family member, or addressing needs related to domestic violence, sexual assault, or stalking. Unused sick leave can be carried over to the following year; however, employers may limit the total carryover to 80 hours or 10 days. It’s important to note that while accrual and carryover are allowed, employers can restrict the use of paid sick leave to 40 hours or five days per year.​PaycorFisher Phillips+2Gusto+2CalDIR+2

Employer Compliance Requirements

To comply with the updated law, employers must:​CalDIR+1Rippling+1

• Display a revised paid sick leave poster in a conspicuous location at the workplace.​Fingercheck Help Center+5SF.gov+5CalDIR+5
• Provide written notice to employees about their sick leave rights at the time of hiring.​
• Maintain accurate records of employees’ accrued and used sick leave for at least three years.​Advocacy Chamber of Commerce+4CalDIR+4AP News+4
• Refrain from retaliating against employees who exercise their rights under the sick leave law.​

Non-compliance can result in penalties and legal action, emphasizing the importance of adhering to the new regulations.​

Conclusion

The 2024 updates to California’s sick leave law represent a significant step toward ensuring that employees have sufficient time to care for their health and that of their families. By increasing the minimum paid sick leave and clarifying usage and accrual provisions, the law aims to promote a healthier, more productive workforce. Employers must familiarize themselves with these changes and adjust their policies accordingly to remain compliant and support their employees’ well-being