Los Angeles paid sick leave laws require employers to provide up to 48 hours of paid sick leave per year, ensuring workers have access to protected time off for health and safety needs. This local mandate works in conjunction with California state requirements, providing enhanced benefits for LA workers.
Where the Los Angeles ordinance is silent or where state requirements are more generous, the California statewide requirements apply. This includes specific areas where state law preempts local rules, such as lending of paid sick leave, paystub statements, calculation methods, notice requirements for foreseeable leave, timing of payments, and separation-related payments.
Common Questions About Los Angeles Paid Sick Leave
Los Angeles paid sick leave requirements establish specific guidelines for leave accrual and usage, while working in tandem with state regulations to provide comprehensive worker protections. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Los Angeles?
Employees are eligible for this leave if they meet all the following criteria:
- Work at least two (2) hours in a particular week in the City of Los Angeles
- Are non-exempt under California law
- Work for the same employer for at least 30 days per year in the City of Los Angeles
Which employers have to provide this leave?
All employers must provide this leave to Los Angeles employees.
How much leave do employers need to provide?
Employees earn one hour of paid sick leave for every 30 hours worked, beginning on their first day of work. The leave must be paid, and employees can begin using accrued leave on their 90th day of work.
What can Los Angeles paid sick leave be used for?
Employees can use this leave for their own or a family member’s mental or physical illness, injury, or health condition, as well as preventative care, diagnosis, care, or treatment. Issues related to domestic violence, sexual assault, or stalking of the employee are also covered.
“Family member” includes spouses, domestic partners, children, parents, siblings, grandparents, grandchildren, and any individual whose close association with the employee is equivalent to a family relationship.
How does this relate to other types of leave?
Employers can comply with this sick leave rule through a paid time off policy that provides at least 48 hours of leave. There are also special Los Angeles paid sick leave requirements for hotel workers, which are covered under the Citywide Hotel Worker Minimum Wage Ordinance (CHWMWO).
Can employers limit how many hours of sick leave employees use in a year?
Yes, employers can limit annual use of sick leave to 48 hours. Additionally, employers can cap total accrual at 72 hours. However, it’s important to note that the state sick leave law allows employees to accrue up to a total of 80 hours or 10 days, whichever is more.
Can employers provide all the leave at once instead of letting it accrue?
Yes, employers can frontload the full 48 hours of paid sick leave at the beginning of the year instead of using the accrual method. However, employers who choose this method must still allow carryover.
Do employers have to carry over unused leave?
Yes, employees can carry over unused leave, up to the 72-hour cap. This applies whether leave is accrued or frontloaded.
For example, a full-time employee who begins work on January 1, 2025 will earn 48 hours of sick leave (front-loading method). If the employee doesn’t use the paid sick leave earned in calendar year 2025, the 48 hours carry over. On January 1, 2026, the employer front-loads another 48 hours as required. This brings the total to 96 hours. The employer can then implement the cap and reduce the time by 24 hours to reach the 72-hour sick leave cap.
What is the smallest amount of leave an employee can use?
Employers can set a minimum increment of use of not more than two hours.
What notice do employers and employees need to provide?
For foreseeable leave, employees must provide advance notice. For unforeseeable leave, employees must give notice as soon as possible.
Employers must display a poster with information about employees’ sick leave rights in a common area. The poster must be in English and any other language spoken by at least 5% of employees at the worksite.
What verification can employers ask for?
Employers can require reasonable verification if an employee uses more than three consecutive days of paid sick leave. The verification requirement must not be so burdensome that it prevents employees from taking leave, and employers cannot require description of the specific illness or condition.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected when taking this leave. If employees are rehired within one year of separation, employers must reinstate any previously accrued but unused sick leave. However, employers are not required to pay out unused sick leave at separation.
Simplify Los Angeles Paid Sick Leave with SixFifty
Navigating Los Angeles paid sick leave requirements can be complex—especially when coordinating with California state regulations. SixFifty’s solutions streamline the process, ensuring your policies align with both city and state requirements while reducing the administrative burden on your HR team. We’re here to keep you compliant—even as paid sick leave laws evolve.
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