Pittsburgh paid sick leave requirements fall under the Paid Sick Days Act, which requires employers to provide paid sick leave to employees in the city under Pittsburgh City Code, ch. 626, §§ 626.01 – 626.13. The amount of leave varies based on employer size, creating a tiered system that balances worker protection with business capacity.
The law ensures comprehensive protection for workers while establishing clear guidelines for both employers and employees. These requirements apply to most employers and employees throughout the city, with specific provisions based on total employee count.
Common Questions About Pittsburgh Paid Sick Leave
Understanding Pittsburgh paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. The law establishes specific guidelines based on employer size while providing comprehensive worker protections. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Pittsburgh?
Any employee, including part-time workers, who works at least 35 hours in a year within Pittsburgh can take this leave, except:
- Seasonal employees
- State or federal government employees
- Members of a construction union covered by a collective bargaining agreement
- Independent contractors
Which employers have to provide this leave?
All employers must provide this leave to Pittsburgh employees, with requirements varying based on total employee count, not just those working in the city.
How much leave do employers need to provide?
Employees accrue one hour of sick leave for every 35 hours worked within the city, beginning on their first day of employment. The maximum accrual varies by employer size: businesses with fewer than 15 total employees must allow up to 24 hours annually, while those with 15 or more employees must allow up to 40 hours. Exempt employees are presumed to work 40 hours weekly unless their normal schedule consists of fewer hours.
What can Pittsburgh paid sick leave be used for?
Employees can use their leave to care for their own or a family member’s mental or physical illness, injury, or health condition, including diagnosis, treatment, and preventative care. The leave also covers workplace or school closures due to public health emergencies, and situations where health authorities determine a family member’s presence in the community would risk others’ health due to communicable disease exposure.
How does this relate to other types of leave?
Employers can use a paid time off policy that provides at least as much leave and allows for the same reasons under the same terms and conditions as the sick leave law requires.
Can employers limit how many hours of sick leave employees use in a year?
While the ordinance doesn’t specify use limits, the accrual caps effectively limit annual use to either 24 or 40 hours, depending on employer size.
Can employers provide all the leave at once instead of letting it accrue?
Employers can frontload leave at the beginning of the year based on size: 24 hours for those with fewer than 15 employees, or 40 hours for larger employers. Those who frontload don’t have to allow carryover.
Do employers have to carry over unused leave?
Employees can carry over unused leave, subject to total accrual caps of 24 or 40 hours based on employer size. Employers who frontload leave don’t have to allow carryover.
What is the smallest amount of leave an employee can use?
Employers can require leave use in the smallest increment their payroll system uses or hourly increments, whichever is smaller.
What notice do employers and employees need to provide?
Employers must display a poster about sick leave rights in English, Spanish, and any primary language of workplace employees. Remote workers can receive this information electronically.
For employees, foreseeable leave requires 7 days’ advance notice and efforts to minimize operational disruption. For unforeseeable needs, employees must make good faith efforts to notify employers as soon as possible, including an estimated leave duration when possible.
What verification can employers ask for?
For absences exceeding three consecutive days, employers can require reasonable documentation showing the leave is for an allowable reason. A healthcare provider’s note is sufficient for sick leave, though employers cannot require details about specific illnesses or conditions.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected when taking this leave. While unused leave isn’t paid out at separation, employers must reinstate previously accrued leave if employees are rehired within six months. Employers can loan sick leave before it’s accrued.
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Navigating Pittsburgh paid sick leave requirements can be complex, especially with varying requirements based on total employer size. SixFifty’s solutions streamline the process, ensuring your policies align with city 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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