50-State Surveys › Paid Sick Leave Requirements by State

Paid Sick Leave Requirements by State

How much paid sick or earned paid leave must a private employer provide, how does it accrue and carry over, and when may an employee use it?

51 of 51 jurisdictions verified every entry statute-checked, oldest 2026-07-22

What this survey covers

This survey compares statewide paid sick leave and earned paid leave that an ordinary private employer must provide. It separates coverage, accrual, annual use, frontloading, carryover, qualifying reasons, requests, documentation, pay, records, notice, retaliation, and remedies because those rules often move independently.

A state with no general mandate is not a promise that an absence may be unpaid. Local ordinances, an employer's own policy, a collective bargaining agreement, or separate family, medical, disability, pregnancy, safety, or wage law may still control. The table flags that boundary without trying to reproduce every local ordinance.

The finished table has three recurring structures

Some states impose a full statewide balance. Those laws divide again between sick-and-safety leave, such as California, and general earned paid leave usable for any reason, such as Maine and Nevada. Even within that group, one annual number is not enough: accrual, annual use, bank cap, carryover, frontloading, and the service waiting period can all differ.

A second group does not require a new balance but expands how an existing one may be used. Hawaii requires a covered employer to permit up to 10 days of accrued and available sick leave for family-leave purposes. Montana protects an employee's use of accumulated leave benefits for pregnancy disability. New Hampshire lets a covered crime victim elect—or the employer require—use of accrued paid sick time for prosecution-related proceedings. HRS § 398-4, MCA § 49-2-310, and RSA 275:62.

The remaining states have no general statewide mandate, but that is still not one uniform answer. Some expressly preempt local benefit mandates, while others leave the local-law question open. Some make a promised sick benefit recoverable through wage law or require the policy to be disclosed; others leave the promise chiefly to contract. The table states those boundaries instead of collapsing every no-mandate state into the same row.

Accrual, use, and carryover are different numbers

California illustrates why a single “days per year” figure is incomplete. Its standard route accrues at one hour per 30 hours worked, permits a five-day or 40-hour annual use limit, permits an 80-hour or 10-day accrual cap, and allows a full five-day or 40-hour frontload to replace accrual and carryover. Use begins on the 90th day of employment. Cal. Lab. Code § 246.

Colorado also uses one hour per 30 hours, but its statewide floor reaches 48 hours per year and unused accrued leave up to 48 hours carries forward. Accrued leave is usable as earned, without a probationary use period. Its separate public-health-emergency leave mechanism remains in the statute, but the official 2026 guidance confirms no qualifying emergency has been active since the COVID- 19 emergency ended in 2023. [Colorado Department of Labor and Employment INFO

6B](https://cdle.colorado.gov/sites/cdle/files/info_%236b_rights_and_obligations_under_hfwa_2.27.2026.pdf).

Some states require leave usable for any reason

Maine requires covered employers with more than 10 employees to provide one hour of paid leave per 40 hours worked, up to 40 hours in a year. The leave is not limited to sickness; the employee may use earned paid leave subject to the statute's notice and undue-hardship rules. Current law also prevents carried hours from reducing the next year's entitlement to earn leave, up to the statutory or higher policy limit. 26 M.R.S. § 637.

Nevada's any-reason model applies to private employers with at least 50 in-state employees. It permits frontloading or accrual at 0.01923 hours per hour worked, allows a 40-hour annual use cap and carryover cap, begins use on day 90, and says the employee may use leave without giving the employer a reason. NRS 608.0197.

Requests and proof rules matter as much as the balance

The table states whether a request may be oral or written, how foreseeable and unforeseeable notice differ, when an employer may ask for documentation, what a document may disclose, and whether the employee must be allowed to cure a deficiency. It also identifies minimum increments and replacement-worker bans. Those details can decide whether a leave balance is practically usable.

How to read the table

Start with statewide coverage and the local-law boundary. Then compare the accrual rate, annual entitlement, use cap, bank cap, frontload option, and carryover as separate fields. Check the qualifying reason and family definition before applying a notice or documentation rule.

Finish with pay calculation, separation and rehire treatment, balance and record duties, posting, retaliation, enforcement, and remedies. A generous-looking PTO bank does not necessarily comply if it narrows statutory uses, blocks carryover, requires too much proof, pays the wrong rate, or disciplines protected leave.

Get this answered for your state

This survey compares every state side by side. Ezel applies your state's law to your specific situation and answers with citations to the statutes.

Scroll sideways in the table to see all columns →

State	Governing law and local interaction	Employer and employee coverage	Accrual and annual entitlement	Frontloading, caps, and carryover	Qualifying uses and family	Requests, notice, documentation, and increments	Pay, payout, reinstatement, and records	Posting, retaliation, enforcement, and remedies
Alabama verified 2026-07-23	No statewide paid sick leave or earned paid leave mandate for private employers. The Alabama Uniform Minimum Wage and Right-to-Work Act (Act 2016-18; Ala. Code §§ 25-7-40 to 25-7-45) instead preempts the field: § 25-7-41 bars any county, municipality, or other political subdivision from enacting any ordinance requiring an employer to provide 'paid or unpaid leave' not required by state or federal law, voids any inconsistent local rule, and states the Legislature 'occupies and preempts the entire field.' Public and educational employers are excepted (§ 25-7-43).	No mandate, so no statutory size threshold or coverage test. Paid sick leave depends on the employer's own policy, an employment contract, or a collective bargaining agreement. The preemption reaches every private employer statewide but does not limit a political subdivision's rules for its own public employees (§ 25-7-43). Unpaid, job-protected federal FMLA leave may still apply to larger employers.	N/A. No statutory accrual rate, annual entitlement, or waiting period; any accrual and amount are set by employer policy.	N/A. No statutory frontloading, use cap, bank cap, or carryover rule; carryover and any use-it-or-lose-it term are set by employer policy.	N/A. No statutory list of qualifying reasons or covered family members; permitted uses depend entirely on the employer's policy.	N/A. No statutory notice, documentation, replacement-worker, or increment rule; any doctor's-note or advance-notice requirement is a matter of employer policy.	N/A. No statutory pay rate, separation payout, reinstatement, or record duty for sick leave. Alabama has no general state wage-payment statute — the Department of Labor states the state has no wage-and-hour laws and defers to federal law — so whether unused sick pay is owed at separation turns on the employer's policy or contract and is enforceable, if at all, only as an ordinary contract claim.	N/A for sick leave. No sick-leave posting, individual-notice, retaliation, or agency-enforcement scheme exists, and there is no state wage agency to pursue unpaid promised sick pay; a dispute over promised sick pay is a private contract matter. Federal law (FMLA, ADA, and others) may still apply to specific situations.
Alaska verified 2026-07-23	Alaska's paid sick leave law, enacted by 2024 Ballot Measure 1 and effective July 1, 2025, codified in the Alaska Wage and Hour Act at AS 23.10.066–.068 and administered by the Department of Labor and Workforce Development. It is a statewide floor; the Act does not preempt or limit any more generous law or policy (AS 23.10.068). The Alaska Constitution bars the Legislature from repealing a voter initiative for two years after it takes effect.	Applies to all Alaska employers; the annual amount scales at the 15-employee line. Excluded are minors under 18 working fewer than 30 hours a week, approved apprentices and learners, seasonal nonprofit summer-camp staff, residential work-therapy patients, prisoners, employees under a CBA that expressly waives the right, railroad employees under the federal Railroad Unemployment Insurance Act, and those already exempt from Alaska minimum-wage and overtime rules under AS 23.10.055 (including agriculture, domestic service, and federal and state employees).	One hour of paid sick leave for every 30 hours worked (AS 23.10.066(1)–(2)), whether hours are sporadic, at different rates, or overtime. Overtime-exempt employees are assumed to work 40 hours a week unless their normal week is shorter (AS 23.10.066(3)). Accrual is capped per year at 56 hours (15+ employees) or 40 hours (fewer than 15), and begins at hire or July 1, 2025, whichever is later, usable as it accrues — no separate waiting period (AS 23.10.066(5)).	Unused paid sick leave carries over to the following year (AS 23.10.066(4)); the annual figure caps yearly accrual and use, not the running balance, which may exceed 40 or 56 hours. The Act sets no separate frontloading election and requires no payout of unused leave. An employer whose existing paid-leave or PTO policy meets the Act's amount, uses, and conditions need not provide additional leave (AS 23.10.066(6)).	The employee's own mental or physical illness, injury, or health condition, or need for diagnosis, care, treatment, or preventive care; care or assistance for a family member (an immediate family member) with those needs; and 'safe leave' for domestic violence, sexual assault, or stalking — medical or psychological attention, victim's-aid services, relocation or securing a home, or legal services including any investigation or civil or criminal proceeding (AS 23.10.067(1)).	When the need is foreseeable, the employee must make a good-faith effort to give advance notice and to schedule leave so as not to unduly disrupt operations (AS 23.10.067(2)). Documentation may be required only for leave of more than three consecutive workdays; a health-care professional's note is reasonable proof, but the employer may not require it to explain the nature or details of the illness, and victims may pick among listed proofs (AS 23.10.067(3)). An employer may not require the employee to find a replacement (AS 23.10.067(5)).	Paid sick leave is paid time off; the Act is not construed to require any financial reimbursement for unused leave at termination, resignation, retirement, or other separation (AS 23.10.068). On rehire by the same employer within six months of separation, previously accrued and unused leave is immediately reinstated; a transferred employee keeps leave accrued at the prior location, and a successor employer honors accrued unused leave (AS 23.10.066(7)).	Employers must give employees written notice of the right to paid sick leave, its amount, its terms, and the retaliation ban, at hire or within 30 days of the effective date (AS 23.10.068). An employer may not interfere with, restrain, or deny the right, retaliate or take adverse action against an employee who uses or tries to use leave, or count protected leave under an absence-control policy (AS 23.10.067(5)). The Department of Labor and Workforce Development enforces the Act's rights and remedies (AS 23.10.068).
Arizona verified 2026-07-22	Fair Wages and Healthy Families Act, earned paid sick time, A.R.S. §§ 23-371 to 23-375, enforced under § 23-364 (Proposition 206, 2016; effective July 1, 2017; voter-protected under Proposition 105). Statewide mandate covering private employers. A county, city, or town may set higher wages or benefits (§ 23-364(I)); the article is a floor and does not limit more protective local or employer policies. The State of Arizona and the United States are not covered employers.	Every private employer must provide earned paid sick time to each employee; there is no minimum headcount for coverage. Employer size sets only the annual cap: 40 hours for an employer with 15 or more employees, 24 hours for fewer than 15 (headcount uses a 20-calendar-week test). Overtime-exempt employees are assumed to work 40 hours per week. The State of Arizona and the federal government are excluded as employers (§§ 23-371(G), 23-372(A)-(C)).	One hour of earned paid sick time for every 30 hours worked, accruing from the start of employment. Accrual and annual use are capped at 40 hours (15+ employees) or 24 hours (fewer than 15), unless the employer sets a higher limit. An employer may make an employee hired after July 1, 2017 wait until the 90th calendar day to use accrued time. Overtime-exempt employees are assumed to work 40 hours per week (§ 23-372(A), (B), (D)).	Unused earned paid sick time carries over to the next year, subject to the 40- or 24-hour usage cap. Alternatively, the employer may pay out unused time at year-end and provide a compliant amount available for immediate use at the start of the next year. A sufficient paid-time-off policy can substitute. No payout of unused time at separation; rehire within nine months restores previously accrued unused time (§ 23-372(D)(4)-(5), (E)-(F)).	The employee's or a family member's mental or physical illness, injury, or health condition, medical diagnosis, care, or treatment, and preventive care; a public-health-emergency closure of the workplace or a child's school or place of care, or a communicable-disease exposure determination; and absences due to domestic violence, sexual violence, abuse, or stalking (medical care, victim services, counseling, relocation, or legal services). Family is broad: child, parent, spouse or registered domestic partner, grandparent, grandchild, sibling, and any blood or affinity equivalent (§§ 23-371(H), 23-373(A)).	A request may be oral, written, or electronic and should state the expected duration. Foreseeable use needs a good-faith advance notice and non-disruptive scheduling; for unforeseeable use, an employer that requires notice must publish a written policy or may not deny time for noncompliance. No replacement worker may be required. Time is used in the smaller of hourly increments or the employer's smallest payroll increment. Documentation may be required only for absences of three or more consecutive workdays and may not demand the nature of the condition or details of abuse (§ 23-373(B)-(I)).	Paid at the same hourly rate and benefits the employee normally earns, never below the state minimum wage. No separation payout of unused time; rehire within nine months restores it, and a successor employer honors accrued time. The available, used, and paid earned paid sick time must be recorded on or with each paycheck, and payroll records kept four years; inadequate records raise a rebuttable presumption the time was not provided (§§ 23-371(D), 23-372(D)-(F), 23-375(C), 23-364(D)).	Written notice at hire (English, Spanish, and other required languages) plus a workplace poster; an absence-control policy may not penalize protected use; interference and retaliation are barred, with a rebuttable 90-day retaliation presumption. The Industrial Commission or any injured private party may enforce. Underpaid time is owed back plus interest and an additional equal amount, retaliation carries at least $150 per day, recordkeeping/posting/notice violations carry $250 then $1,000 penalties, and a prevailing plaintiff recovers attorney fees; suit within two years (three if willful) (§§ 23-374, 23-375, 23-364(B), (F)-(H)).
Arkansas verified 2026-07-23	No statewide general private-sector paid sick leave or earned paid leave mandate in Arkansas's current labor-title framework. That framework establishes no paid-leave-specific local preemption or stronger-local-law rule; local ordinances require separate review.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. Employer policy, contract, or CBA determines coverage; public-employee and specialized leave laws are outside this survey.	N/A. No statutory private-sector paid-sick-leave accrual rate, annual entitlement, or use waiting period; any accrual and amount are set by the employer's policy or agreement.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general private-sector sick leave; the employer's policy or agreement supplies those terms.	N/A. No statewide general paid-sick-leave list of employee-health, family-care, safety, closure, bereavement, or other qualifying uses, and no family definition for such a benefit; the governing policy or agreement controls.	N/A. No general paid-sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay rate, separation payout, rehire restoration, balance statement, or record duty. For a state wage claim seeking sick pay, the Labor Department requires the company policy stating that the claimant will be paid that type of pay.	No general paid-sick-leave poster, individual notice, retaliation protection, complaint process, private action, damages, or penalty scheme. A claim for policy-promised sick pay follows the wage-claim process and requires proof from the company policy; that process does not create sick leave.
California verified 2026-07-22	Healthy Workplaces, Healthy Families Act, Lab. Code §§ 245-249. State article is additive. § 249(d) preserves laws/policies with greater accrual, use, or protections; § 246(r) preempts contrary local rules only on separation payout, lending, balance notice, pay calculation, request timing, and payment deadline. Local paid-sick ordinances may therefore add rights.	Employer generally means any person employing another, including public entities; specified railroad employers excluded. Employee qualifies after working in CA for same employer ≥30 days in one year. Exclusions: qualifying paid-leave CBA employees (but § 246.5 use/retaliation protections still cover § 245.5(a)(1)); qualifying construction CBA employees; adequately compensated air crew; certain retired public employees; specified railroad employees (§§ 245.5, 246(a), 246.5(d)).	Standard: ≥1 hour per 30 hours worked from employment start. Overtime-exempt administrative/executive/professional employee deemed 40 hours/week unless normal week is shorter. Alternative regular accrual must yield ≥24 hours by day 120 and ≥40 hours by day 200; another option makes 24 hours/3 days usable by day 120 and 40 hours/5 days by day 200. Use begins day 90 (§ 246(a)-(c)).	Accrued leave carries over; employer may limit use to 40 hours/5 days per year and bank to 80 hours/10 days. Frontloading full 40 hours/5 days at each year start eliminates accrual/carryover. Compliant PTO can substitute only if same purposes/conditions and accrual, carryover, use floor are met; a protected legacy pre-2015 accrual method has separate benchmarks (§ 246(d), (f), (j)).	Oral/written request: employee/family diagnosis, care, treatment, preventive care; jury service, subpoenaed witness appearance, victim protective relief, 25+-employee violence-related medical/services/counseling/safety/relocation/care/legal/childcare uses, and since 2026 specified crime proceedings; outdoor agricultural employee may avoid emergency smoke/heat/flood conditions. Family: child any age/dependency, parent, spouse, registered domestic partner, grandparent, grandchild, sibling, and one designated person per 12 months (§§ 245.5(c), 246.5(a); Gov. Code § 12945.8).	Request may be oral or written. Foreseeable need: reasonable advance notice; unforeseeable: as soon as practicable. No replacement worker may be required. Employee chooses amount, but employer may set reasonable minimum increment ≤2 hours. Article states no general medical-document requirement and employer need not inquire into/record purpose; health and violence information remains confidential. Cross-referenced victim leave has separate certification rules for an unscheduled absence (§§ 246(k), (m), 246.5(a)-(b), 247.5(b), 249(a); Gov. Code § 12945.8(c)).	Nonexempt pay: regular-rate method for leave workweek or prior-90-day wages ÷ hours, excluding overtime premium; exempt pay mirrors other paid leave. Pay due by next regular payday. No payout of unused statutory sick leave at separation; rehire within 1 year restores it unless PTO was paid out. Each payday give available balance in writing/wage statement. Keep hours worked/accrued/used ≥3 years, allow access; inadequate records presume maximum accrual unless clear-and-convincing rebuttal (§§ 246(g), (i), (l), (n), 247.5(a)).	Conspicuous workplace poster; willful failure penalty ≤$100/offense. No denial, discharge, threat, demotion, suspension, or discrimination for use, attempted exercise, complaint, cooperation, or opposition; rebuttable retaliation presumption for adverse action within 30 days of listed protected conduct. Labor Commissioner may order temporary relief, reinstatement, backpay, withheld leave and penalties; withheld leave penalty = 3× amount or $250, greater, aggregate ≤$4,000; other-harm penalty $50/day, aggregate ≤$4,000. Commissioner/AG civil relief includes fees, costs, interest; remedies cumulative; isolated unintentional payroll/notice error exception (§§ 246.5(c), 247, 248.5).
Colorado verified 2026-07-22	Healthy Families and Workplaces Act, C.R.S. §§ 8-13.3-401 to -418, plus 7 CCR 1103-7. Every employer provides accrued paid leave. Contingent PHE supplement is dormant: official INFO #6B says no PHE has been in effect since COVID-19 ended. § 8-13.3-414 preserves laws, policies, and standards providing greater accrual, use, or protections, so stronger local law is not preempted.	All employees working in Colorado; no size threshold. Employer includes state/local government but excludes federal government. Employee excludes railroad employees covered by federal Railroad Unemployment Insurance Act. Qualifying multiemployer fund or bona fide CBA may satisfy the Act; a later CBA needs an express waiver and equivalent-or-more-generous paid leave (§§ 8-13.3-402(4)-(5), 8-13.3-403(1), 8-13.3-415).	At least 1 hour per 30 worked from employment start; use immediately as accrued, no probationary wait. Employer need not allow >48 hours earned or used per benefit year. Overtime-exempt employee deemed 40 hours/week unless normal week is shorter; nonexempt accrues on all hours worked including overtime (§ 8-13.3-403; 7 CCR 1103-7 R. 3.5.3(A)).	Employer may frontload ≥48 hours at year start. Up to 48 unused accrued hours carry forward; ordinary use remains capped at 48/year. Carried hours count toward the next year's 48-hour provision: 40 carried permits 8 newly earned; 48 carried permits no new accrual until balance drops. PTO substitutes only with sufficient pay/hours, all HFWA purposes, and no stricter conditions. If a PHE is declared, supplement total available leave to 80 hours for 40+-hour workers or the greater scheduled/average 14-day hours for others (§§ 8-13.3-403, -405; R. 3.5.1, 3.5.4).	Employee illness/injury/condition preventing work, diagnosis/treatment, preventive care; family care; domestic-abuse, sexual-assault, or harassment medical, victim-service, counseling, relocation, and legal needs; bereavement/funeral/memorial/financial-legal matters; PHE-ordered workplace or child-care closure; unexpected weather/power/heat/water school/place-of-care closure; home evacuation. Family includes statutory immediate family, in-loco-parentis relationships, and a person for whom employee provides/arranges health or safety care (§§ 8-13.3-402(6), -404(1)).	Request may be oral, written, electronic, or another accepted means; expected duration when possible. Foreseeable leave: good-faith advance notice and reasonable scheduling effort; employer notice policy cannot justify denial. No replacement worker. Hourly increment unless employer permits smaller; if no written minimum, rules allow 0.1 hour. Documentation only for ≥4 consecutive scheduled workdays; employee writing suffices if no provider service or timely no-cost document. Any reasonable submission method; no signature/notary/format; due by return or earlier separation. Deficiency notice within 7 days plus ≥7 days to cure. No PHE documentation; health/safety details confidential (§§ 8-13.3-404, -405, -412; R. 3.5.3, 3.5.5-.6).	Same rate/salary and benefits as work; excludes overtime premiums, bonuses, holiday pay. Commission-only: ≥minimum wage; base+commission: base or minimum, greater. Include known shift differential; unknown rate uses 28-31-day lookback. Pay on regular wage schedule. No separation payout; rehire within 6 months restores unused unpaid-out balance; transfers/successors preserve it. Keep hours/accrued/used ≥2 years; on request provide available and used balance (monthly plus when leave need arises). Missing records presume violation unless employer proves compliance (§§ 8-13.3-402(8), -403(5),(7)-(8), -409; R. 3.5.2, 3.5.7).	Individual written notice plus conspicuous poster in English and each first language spoken by ≥5% of workforce; electronic notice for remote/no-workplace staff; willful notice/poster fine ≤$100. No denial, interference, retaliation, discrimination, attendance points, or waiver. Division complaint available; civil action within 2 years after first filing complaint or written demand and 14-day employer response. Relief includes back pay, employment/reinstatement/promotion/pay increase, lost wages, liquidated damages, reasonable costs and attorney fees; records and notice fines also apply (§§ 8-13.3-407 to -411, -416; § 8-5-104(2)).
Connecticut verified 2026-07-23	Conn. Gen. Stat. §§ 31-57r to 31-57w, expanded by P.A. 24-8. Current phase: 11+ CT employees from Jan. 1, 2026; FUTURE: 1+ from Jan. 1, 2027. The sections preserve more generous employer/CBA benefits but contain no express local sick-leave preemption or stronger-local-law clause (§ 31-57u).	In 2026, employer generally means a person, business, educational institution, nonprofit, corporation, LLC, or other entity with ≥11 CT employees, counted from payroll for the week containing Jan. 1; threshold becomes ≥1 in 2027. Employer excludes self-employed individuals and specified construction multiemployer-plan employers. Employee excludes specified construction-union/multiemployer-plan members and seasonal employees working ≤120 days/year (§ 31-57r).	Accrual begins at the applicable phase date or first day of employment, later, at 1 hour per 30 worked in 1-hour increments, maximum 40 hours/year. Use begins on calendar day 120. FLSA executive/administrative/professional exempt employee presumed 40 hours/week unless normal week is shorter (§ 31-57s(a),(b),(f)).	Up to 40 unused accrued hours carry over, but annual use may be limited to 40. Instead of carryover, employer may provide ≥40 hours available immediately at next-year start. Compliant vacation, personal-day, PTO, or unlimited-PTO policy may substitute only if usable for same purposes/conditions and accrues at least as fast (§ 31-57s(a),(c)).	Employee or family-member illness, injury, mental/physical diagnosis, care, treatment or preventive care; employee mental-health wellness day; public-health-emergency workplace or family school/care closure; qualifying communicable-illness exposure/risk determination; and family-violence or sexual-assault medical, counseling, victim-service, relocation or proceeding needs. Family: spouse/domestic partner, sibling, child, grandparent, grandchild, parent/parent-in-law and a blood-or-affinity equivalent (§§ 31-57r, 31-57t).	Accrual is stated in 1-hour increments; the sections state no separate minimum-use increment. Current law bars requiring any documentation that leave is for a permitted purpose. P.A. 24-8 deleted the former 7-day foreseeable notice, as-soon-as-practicable unforeseeable notice, and 3-day documentation provisions. No replacement worker may be required (§§ 31-57s(a),(h), 31-57t(b)).	Pay is greater of normal hourly wage or CT minimum wage; variable-rate worker uses average hourly wage in prior pay period. No separation payout unless policy/CBA provides it. Rehire after any break starts new accrual and restores no old balance unless employer agrees; internal transfer and successor employment preserve accrued time. Record accrued/provided and used hours, retain 3 years, allow Labor Commissioner access (§§ 31-57s(d),(g), 31-57t(d), 31-57u(c), 31-57w(c)).	At hire give written rights notice; display English/Spanish poster, with electronic delivery/posting for no physical workplace, telework or platform work. No retaliation/discrimination for requesting/using leave or filing complaint. Labor Commissioner complaint/hearing; retaliation penalty $500/violation, other violations up to $100; relief may include paid leave, rehire/reinstatement, back wages and restored benefits. The sections specify administrative enforcement and state no separate private-action remedy (§§ 31-57v, 31-57w).
Delaware verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. Title 19 (Labor) has no earned-sick-time chapter — its general provisions run from Chapter 11 (Wage Payment and Collection) to Chapter 13, with no Chapter 12 — and the separate Family and Medical Leave Insurance Program (ch. 37, benefits from Jan. 1, 2026) is paid family/medical leave insurance, not employer sick leave, and is outside this survey. Bills to create earned sick and safety leave (HB 409 in 2021-22; HB 17 in 2023-24) failed. State law is silent on local sick-leave ordinances.	No general sick-leave mandate, so there is no paid-sick-leave employer-size threshold, hours- or days-worked test, or covered-employee class. The employer's policy, contract, or CBA sets any coverage; the separate PFML program, federal FMLA, and workers' compensation are outside this survey.	N/A. No statutory accrual rate, annual entitlement, or service waiting period for private-sector paid sick leave; any accrual and amount come from the employer's policy or agreement.	N/A. No statutory frontload option, annual use cap, bank cap, or carryover rule. A use-it-or-lose-it policy is permitted, and the employer's policy supplies the terms.	N/A. No statewide list of qualifying employee-health, family-care, safety, closure, or bereavement uses and no family definition for a paid-sick benefit; the governing policy or agreement controls.	N/A. No statutory request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment for a private-sector sick benefit; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay, payout, reinstatement, or record duty, and no requirement to provide the benefit at all. But if an employer is party to an agreement to provide sick or vacation pay, 19 Del. C. § 1109 treats it as a 'benefit or wage supplement' the employer must pay within 30 days after it is due; final earned wages are due on the later of the next regular payday or three business days after the last day worked (§ 1103).	No paid-sick-leave-specific poster or retaliation rule. But every employer must make its vacation-pay, sick-leave, and comparable policies available to employees in writing or by posted notice (19 Del. C. § 1108(3)). Once wages or agreed supplements are due, the Wage Payment and Collection Act (ch. 11) is enforced by the Department of Labor or a private action recovering costs and attorney's fees (§§ 1112, 1113); other laws supply their own remedies.
District of Columbia verified 2026-07-23	District of Columbia Accrued Sick and Safe Leave Act of 2008, as amended, D.C. Code §§ 32-531.01 to 32-531.13, administered by the Department of Employment Services (§ 32-531.10). As the District is a single jurisdiction there is no separate local overlay; an employer whose existing paid-leave policy is at least equivalent need not change it (§ 32-531.05).	Applies to all employers regardless of size (the accrual rate scales with size), and includes the District government. A covered 'employee' is any individual employed in the District, excluding volunteers, casual babysitters, independent contractors, students, health-care workers in a premium-pay program, and short-term (30-or-fewer-day) DCPS substitutes (§ 32-531.01(2)).	Accrual scales with employer size (§ 32-531.02(a)): 100+ employees, one hour per 37 hours worked, up to 7 days a year; 25–99, one per 43 hours, up to 5 days; 24 or fewer, one per 87 hours, up to 3 days; tipped restaurant or bar workers, one per 43 hours, up to 5 days (§ 32-531.02(g)). Leave accrues from the start of employment but may be used only after 90 days of service (§ 32-531.02(c)).	The tiered day figures are annual accrual caps per calendar year (§ 32-531.02(a)); the Act prescribes no separate frontloading election and does not require any payout of unused leave. Accrued unused leave is reinstated if the employee is rehired by the same employer within one year of separation (§ 32-531.02(c)(3)). An equivalent employer PTO or universal-leave policy satisfies the Act (§ 32-531.05).	The employee's own physical or mental illness, injury, or condition; professional medical diagnosis, care, or preventive care; care for a family member with those needs; and 'safe leave' for stalking, domestic violence, or sexual abuse — medical care, victim services, counseling, relocation, or legal action (§ 32-531.02(b)). Family is broad: spouse or domestic partner, parents and parents-in-law, children/grandchildren/foster children and their spouses, siblings and their spouses, a child the employee parents, and a committed-relationship cohabitant of 12+ months (§ 32-531.01(4)).	An employee must make a reasonable effort to schedule leave so as not to unduly disrupt the employer's operations (§ 32-531.02(d)). Certification may be required only for an absence of three or more consecutive days and may be a health-care provider's note, police report, court order, or victim-advocate statement, provided on return to work, with confidentiality protections (§ 32-531.04). An employer may seek more frequent certification only on evidence of a pattern of abuse (§ 32-531.08(c)).	Paid leave is compensated at the employee's regular rate; commissioned salon workers use a prior-year average formula (§ 32-531.02(f)) and tipped restaurant or bar workers are paid at the District minimum wage (§ 32-531.02(g)). No payout of unused leave is required at separation. On rehire by the same employer within one year, previously accrued unused leave is reinstated (§ 32-531.02(c)(3)); an employee discharged after a 90-day probation and rehired within 12 months may use leave immediately (§ 32-531.02(c)(4)).	Interference and retaliation are barred; an adverse action within 90 days of protected activity raises a rebuttable presumption of violation, and an absence-control policy may not count protected leave against the employee (§ 32-531.08). An injured employee may bring a civil or administrative action; remedies include $500 in additional damages for each accrued day of leave denied, back pay, reinstatement, compensatory and punitive damages, attorney's fees, and willful-violation civil penalties of $1,000–$2,000 per employee (§ 32-531.12).
Florida verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave; the general labor chapter (ch. 448) contains no such mandate. Florida also bars local mandates: a political subdivision may not require an employer 'to provide employment benefits not otherwise required by state or federal law' (Fla. Stat. § 218.077(2)), and § 218.077(1)(d) expressly lists 'sick leave' as an employment benefit. Effective September 30, 2026, ch. 2024-80 broadens § 218.077 (adds 'maintain' and bars local use of purchasing/contracting to control vendor benefits); not yet in force. Exceptions preserve a subdivision's power over its own employees and domestic-violence/sexual-abuse policies.	Not applicable — with no statewide paid-leave law there is no employer-size threshold, days-worked test, or covered/excluded employee class for paid sick leave. Any coverage is defined by the employer's own policy, if it offers one.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method. Any rate or annual amount is set by employer policy.	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement. Whether leave is frontloaded, capped, or carried over depends entirely on the employer's policy.	Not applicable — no statutory list of qualifying reasons and no statutory definition of covered family members. An employer's own policy defines when and for whom promised leave may be used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment. Notice and proof rules are whatever the employer's policy sets.	No statutory paid sick leave, so no statutory pay rate, separation payout, reinstatement, or record duty. Paid leave an employer chooses to offer is governed by its own policy or contract; Florida has no general wage-payment statute that converts a written leave promise into 'wages,' so a promise is enforced by ordinary contract or unpaid-wage litigation. In an action for unpaid wages a court may award the prevailing party costs and a reasonable attorney's fee (Fla. Stat. § 448.08).	No paid-sick-leave poster, individual-notice, or paid-leave-specific anti-retaliation provision, and no state paid-leave agency or remedy. A dispute over promised paid leave is pursued in court, where § 448.08 allows a prevailing party costs and a reasonable attorney's fee in an unpaid-wage action. Separate minimum-wage (§ 448.110) and whistleblower (§§ 448.101-448.105) laws address other conduct, not sick-leave use.
Georgia verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave. The only sick-leave statute, O.C.G.A. § 34-1-10, is a use rule that expressly does not 'require an employer to offer sick leave' (§ 34-1-10(b)); its former sunset was repealed in 2023 (2023 Ga. Laws Act 90), so it is now permanent. Local paid-sick-leave mandates are preempted: a 'wage or employment benefit mandate' — defined to include 'sick leave' — 'adopted by any local government entity' is preempted, and no local entity may adopt or enforce one (§ 34-4-3.1(a)(3), (a)(6), (b), as amended 2022 Ga. Laws Act 823). No public-health-emergency leave supplement exists.	No coverage framework for a duty to provide leave, because none exists. For the § 34-1-10 family-care use right only: 'employer' means an individual or entity employing 25 or more employees (including the State and its subdivisions); 'employee' means someone working for pay at least 30 hours per week; and the section does not apply to an employer offering its employees an employee stock ownership plan (§ 34-1-10(a)(1), (a)(3), (e)).	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method, because no statute requires providing leave. The one statutory number is a use limit, not an entitlement: an employee may use up to five days of already-earned sick leave per calendar year for family care, and only after the leave 'has been earned' under the employer's policy (§ 34-1-10(b), (c)).	Not applicable — no statutory frontloading rule, bank cap, or carryover requirement. Whether leave is frontloaded, capped, or carried over is set entirely by the employer's own policy. The only statutory cap is the five-days-per-calendar-year limit on using earned sick leave for family care under § 34-1-10(b).	No statutory list governs an employee's own sick leave; those terms are the employer's policy. The single statutory use right: where an employer provides sick leave, the employee may use it to care for an 'immediate family member,' defined as the employee's child, spouse, grandchild, grandparent, or parent, or any dependents shown on the employee's most recent tax return (§ 34-1-10(a)(4), (b)).	No statutory request method, notice standard, documentation limit, confidentiality rule, or minimum increment. An employee using family-care sick leave 'shall comply with the terms of the employer's employee sick leave policy' (§ 34-1-10(c)); notice, proof, and increment rules are whatever that policy sets.	No statutory pay rate, separation payout, rehire-restoration, balance-statement, or record duty. 'Sick leave' is defined as time off for which the employee 'receives his or her regular salary, wages, or other remuneration' and excludes short- or long-term disability (§ 34-1-10(a)(5)), but the amount, payout, and records are governed by the employer's own policy; no statute requires paying out unused leave at separation.	No paid-sick-leave poster, individual-notice, anti-retaliation, or agency-remedy provision. The family-care statute states that 'nothing in this Code section shall be construed to create a new cause of action against an employer' (§ 34-1-10(d)), so it adds no private claim; a dispute over promised sick pay runs through ordinary contract or wage channels for compensation actually owed.
Hawaii verified 2026-07-23	Hawaii has no general private-sector paid-sick or earned-paid-leave mandate: DLIR states that paid sick leave 'is not required by law,' and HRS § 388-7(3) instead requires disclosure of any employer policy. HRS chapter 398 creates a narrower use right for existing sick leave under the Hawaii Family Leave Law (HFLL). 2026 Haw. Sess. Laws Act 13 added qualifying military exigency effective July 1, 2026. The cited statewide provisions contain no express local-preemption rule; local requirements must be checked separately.	HFLL employer = an individual or organization, including government, with ≥100 employees for each working day in ≥20 calendar weeks in the current or preceding year. DLIR counts the employer's Hawaii payroll, including part-time, temporary, intermittent, and leave-status workers, but not laid-off workers or mainland/international employees who do not work in Hawaii. Eligible employee = service for hire for ≥6 consecutive months; no hours-worked minimum (§ 398-1; DLIR FAQ 1-2).	No state accrual rate, annual award, or service waiting period for creating sick leave. DLIR says HFLL does not require an employer without a plan to create one, add days when a plan provides fewer than 10, or provide more than the accrued and available amount. For a covered employee who has a balance, § 398-4(c) supplies a family-leave use ceiling of 10 days/year, not a 10-day entitlement.	No state frontloading rule, accrual/bank cap, or carryover floor; the disclosed employer policy sets how sick leave is earned and retained. The HFLL use right reaches only accrued and available leave and ordinarily caps family-leave use at 10 days/year; a valid CBA may expressly authorize more. The employer need not diminish the balance below the temporary-disability-insurance equivalent required by § 392-41 (§ 398-4(c)).	Existing accrued/available sick leave must be usable for chapter 398 purposes: birth or adoption; care for a child, spouse, reciprocal beneficiary, sibling, grandchild, or parent with a serious health condition; and, effective July 1, 2026, a qualifying military exigency related to active-duty service by one of those relatives. 'Parent' includes biological/foster/adoptive parent, parent-in-law, stepparent, legal guardian, grandparent, and grandparent-in-law (§§ 398-1, 398-3, 398-4(c); Act 13). Leave may be intermittent and is not cumulative.	When birth, adoption, serious-health-condition care, or military-exigency leave is foreseeable, prior notice must be reasonable and practicable; the request must include evidence of submission and required § 398-9.5 data. Employer may require written certification; provider/court/adoption-source rules depend on the reason, serious-health-condition proof comes from the relative's provider, and military-exigency documentation must include official military orders (§§ 398-5, 398-6, as amended by Act 13). No HFLL minimum-use increment is stated; an existing policy's waiting period remains unless it conflicts with the use right.	HFLL reaches existing compensated sick leave but sets no separate hourly-rate formula, separation payout, rehire-restoration period, balance statement, or sick-bank record schedule; DLIR says the employer policy determines earning and use criteria. Section 388-7(3) requires the vacation/sick policy in writing or accessible posting. After HFLL leave, the employee generally returns to the same or equivalent position/pay/benefits, and preleave benefits cannot be lost except paid leave spent during the absence (§ 398-7).	Every covered employer must conspicuously post the chapter 398 rights notice (§ 398-1.5); § 398-8 bars interference, restraint, denial, discharge, and discrimination for opposition, charges, information, or testimony. A verified DLIR complaint is due within 90 days of the act or discovery and never >180 days after the act (§ 398-21). After a right-to-sue notice, suit is due within 90 days; relief may include lost compensation, direct losses up to 4 weeks' wages where none was lost, equal liquidated damages subject to good-faith reduction, injunction, costs, and attorney fees (§§ 398-25 to 398-27). Intentional violation is a petty misdemeanor (§ 398-29).
Idaho verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. Idaho Code Title 44's complete labor-chapter index has no sick-leave act; Idaho Code § 67-5333 is a state-personnel benefit outside this survey. With no statewide scheme, there is no scheme-specific local savings/preemption clause to apply.	N/A. No general private-employer mandate, employer-size threshold, hours-worked test, or covered private-employee class. Any policy-created benefit defines its own coverage; public employees and school employees have separate statutes outside scope.	N/A. No state-set private-sector accrual rate, annual entitlement, or waiting period. Employer policy or agreement sets whether leave exists and how it is earned.	N/A. No state sick-leave frontloading option, annual use cap, bank cap, or carryover floor for ordinary private employment. The policy or agreement supplies those terms.	N/A. No statewide private-sector list of employee-health, family-care, safety, closure, bereavement, or other uses, and no sick-leave family definition. The policy or agreement controls, subject to separate law.	N/A. No private-sector sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment. Employer policy controls, subject to separate disability, family-leave, discrimination, and other laws.	No sick-leave-specific pay rate, separation payout, rehire restoration, balance statement, or record rule. A policy-created amount that qualifies as wages falls under Idaho's wage-claim scheme; § 45-606 requires wages then due at separation by the earlier of next payday or 10 days, accelerated to 48 hours after written request.	No state private-sector paid-sick poster, individual notice, sick-use retaliation rule, complaint process, private action, or sick-specific remedy. Wage, discrimination, disability, and other separate statutes supply only their own protections and remedies.
Illinois verified 2026-07-22	Paid Leave for All Workers Act, 820 ILCS 192/1-99: statewide paid leave usable for any reason. Employers covered by a municipal/county paid-leave ordinance effective Jan. 1, 2024 generally follow that ordinance; uncovered employees remain under the Act. A later local ordinance must provide benefits, rights, and remedies at least equal to the Act (§ 15(p); 56 Ill. Adm. Code § 200.270).	No employer-size threshold. Covers an employee who works in Illinois; domestic workers are included. Employer excludes school and park districts. Employee exclusions: covered railroad/Railway Labor Act workers, specified part-time college/university student workers, and certain higher-education workers employed <2 consecutive quarters with no reasonable rehire expectation. Construction-industry CBA employees and CBA parcel-delivery workers are excluded; other post-1/1/24 CBA waivers must be explicit, clear, and unambiguous (§§ 10, 15(n)).	Accrual begins at employment start: ≥1 hour per 40 hours worked, up to the 40-hour minimum in a 12-month period. Count actual work including overtime, not paid/unpaid leave. FLSA-exempt employee is deemed 40 hours/week unless the regular week is shorter. Use begins after 90 days (§ 15(a)-(b), (g); 56 Ill. Adm. Code §§ 200.210-.220).	Employer may frontload no less than the amount the employee would accrue, including a prorated part-time amount with added accrual if actual hours exceed the estimate. Full frontloading eliminates mandatory carryover and may be use-it-or-lose-it. Under accrual, unused leave carries over; policy may cap carryover and annual use at 40 hours. Employer/employee may instead agree annually in writing to year-end payout (§ 15(c), (i); 56 Ill. Adm. Code §§ 200.230, 200.320).	Any reason chosen by the employee. No illness, family relationship, safety event, closure, or other reason is required, and the employee chooses whether to use this leave before another employer- or state-law leave (§ 15(a), (e)).	Oral or written request under a reasonable written policy. Foreseeable leave: employer may require ≤7 calendar days' notice; unforeseeable: as soon as practicable. No reason, documentation/certification, or replacement worker. Employee chooses the amount; employer minimum increment ≤2 hours, or the scheduled workday if shorter. A disclosed, consistently applied policy may allow limited operational-need denials only if employees still have adequate opportunity to use all leave (§ 15(b), (e), (h); 56 Ill. Adm. Code § 200.310).	Pay hourly rate; tipped/commission workers receive at least the full applicable minimum wage, and rules use the higher of that wage or agreed base hourly rate. Maintain group health coverage on existing terms. No standalone separation payout; if credited to a PTO/vacation bank, pay unused leave like vacation. Same-employer transfer preserves leave; rehire within 12 months restores unused leave. Keep name/address, daily hours, weekly earned/used/denied/balance records ≥3 years; employee/IDOL access and balance on request (§§ 15(f), (j)-(m), 20(a); 56 Ill. Adm. Code §§ 200.330, 200.440).	Post IDOL notice conspicuously; include it in a written document/manual/policy, add electronic delivery if normally communicating electronically, and use available common-language notices. Written policy due at/before employment and after changes. No interference, adverse action, negative evaluation/discipline, or no-fault attendance points for protected leave/activity. IDOL complaint within 3 years; actual underpayment, compensatory damages, $500-$1,000 employee penalty, equitable relief, attorney/expert fees and costs. General civil penalty $2,500/offense; notice audit penalty $500 first/$1,000 later (§§ 20, 25, 30, 35; 56 Ill. Adm. Code §§ 200.310, 200.450).
Indiana verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave; IDOL says employers need not pay for sick days and may set when/how they are used. IC 22-2-16-3 bars a local unit from requiring a benefit, employment term, working condition, or leave policy above state/federal law. Exceptions cover unit employees, unit contracts, economic-development incentives, and specified public-safety-provider qualifications (IC 22-2-16-1).	Not applicable — with no statewide paid-leave mandate there is no employer-size threshold, days-worked test, or covered/excluded employee class for paid sick leave. Any coverage is defined by the employer's policy or agreement.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method. Any rate or annual amount is set by employer policy or agreement.	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement. Whether leave is frontloaded, capped, carried over, or forfeited depends on employer policy or agreement.	Not applicable — no statutory list of paid-sick-leave uses and no statutory definition of covered family members. IDOL states employers may determine when and how voluntary sick days are used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment for paid sick leave. The employer's policy or agreement supplies those terms.	No statutory paid-sick-leave pay rate, separation payout, rehire-restoration, balance-statement, or record duty. Employer policy or agreement controls any voluntary benefit; IDOL's wage-claim form says the agency will not process a claim for sick pay because it represents time not actually worked.	No paid-sick-leave poster, individual-notice, anti-retaliation, agency-enforcement, or paid-leave-specific remedy provision. IDOL expressly excludes sick-pay claims from its wage-claim process; any other claim depends on a separate contract or law.
Iowa verified 2026-07-23	No statewide general private-sector paid sick leave or earned paid leave mandate in current Iowa Code ch. 91A. Local mandates are preempted: cities and counties may not impose employment-leave terms exceeding or conflicting with federal or state requirements (§§ 364.3(12), 331.304(12)).	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. Any voluntary benefit is governed by employer policy, contract, or CBA; state employees, public-school employees, and other specialized classes have separate statutes outside this survey.	N/A. No statutory private-sector paid-sick-leave accrual rate, annual entitlement, or use waiting period; any accrual and amount are set by the employer's policy or agreement.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general private-sector sick leave; the employer's policy or agreement supplies those terms.	N/A. No statewide general paid-sick-leave list of employee-health, family-care, safety, closure, bereavement, or other qualifying uses, and no family definition for such a benefit; the governing policy or agreement controls.	N/A. No general paid-sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment; policy or agreement controls, subject to separately applicable law.	No statutory sick-leave pay rate, accrual record, balance statement, payout formula, or rehire-restoration rule. Sick-leave payments due under an employer agreement or policy are wages; amounts due and earned at separation are payable by the next regular payday (§§ 91A.2(7)(b), 91A.4). The policy decides whether unused sick time is due.	No sick-leave-specific poster, notice, retaliation rule, or remedy scheme. For sick-leave payments actually due as wages, ch. 91A allows unpaid wages, costs and attorney fees, plus liquidated damages for intentional nonpayment; § 91A.10 protects a wage claimant from discharge or discrimination. These remedies enforce a policy-created payment, not a statewide leave entitlement.
Kansas verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. K.S.A. 12-16,130 bars any city or county from requiring an employer to provide leave (paid or unpaid), pay for leave, or offer a benefit beyond what state or federal law requires, so a local sick-leave ordinance is preempted.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. The employer's policy, contract, or CBA sets any coverage; public-employee leave programs are outside this survey.	N/A. No statutory accrual rate, annual entitlement, or service waiting period for private-sector paid sick leave; the amount and how it is earned are whatever the employer's policy or agreement provides.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule. The employer's policy supplies those terms and may lawfully cap or forfeit unused paid time off at year-end.	N/A. No statewide list of qualifying employee-health, family-care, safety, closure, or bereavement uses and no family definition for a paid-sick benefit; the governing policy or agreement controls.	N/A. No statutory request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment for a private-sector sick benefit; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay rate, payout, reinstatement, or record duty. Under the Kansas Wage Payment Act (K.S.A. 44-313), vested paid leave a policy creates can be recoverable 'wages,' but unused sick or vacation time is payable at separation only if the policy or practice provides for it.	No paid-sick-leave poster, individual notice, retaliation rule, complaint process, private action, or penalty scheme. Wage-payment, anti-discrimination, and other separate laws supply their own remedies for a policy-created benefit.
Kentucky verified 2026-07-23	No statewide general paid sick leave or earned paid leave mandate in current KRS Chapter 337. The chapter contains wage-payment, wage-and-hour, posting, and specialized leave provisions but no paid-sick-leave act. No sick-leave-specific local preemption or stronger-local-law clause was identified in Chapter 337; check any applicable local rule separately.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. Any voluntary benefit is governed by the employer's policy, an employment agreement, or a collective bargaining agreement; separate event- or public-employee-specific leave statutes use their own coverage rules.	N/A. No statutory paid-sick-leave accrual rate, annual entitlement, or waiting period; any accrual and amount are set by employer policy.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general paid sick leave; those terms are set by employer policy.	N/A. No statewide general paid-sick-leave list of employee-health, family-care, safety, closure, bereavement, or other qualifying uses, and no statutory family definition for such a benefit; employer policy controls.	N/A. No general paid-sick-leave request form, foreseeable-notice rule, documentation limit, replacement-worker rule, confidentiality requirement, or minimum increment; employer policy controls, subject to separately applicable laws.	No sick-leave-specific pay rate, payment deadline, separation payout, rehire restoration, balance statement, or record duty. KRS 337.010(1)(c)1 defines wages to include vested vacation pay and other similar advantages agreed upon or provided by established policy, so a policy can make compensation due; the statute does not automatically vest or cash out unused sick leave.	No general paid-sick-leave poster, individual notice, retaliation rule, complaint procedure, private action, damages, or penalty. Kentucky wage remedies may apply if an employer withholds compensation that is actually due under the governing policy, but they do not create leave the employer never promised.
Louisiana verified 2026-07-23	No statewide general paid sick leave or earned paid leave mandate for private employers. La. R.S. § 23:642(B) also preempts the local route: no parish, municipality, or other local governmental subdivision may require a private employer to grant a minimum number of vacation or sick-leave days, whether paid or unpaid.	No general mandate, so there is no employer-size threshold, hours-worked test, or covered-employee class for ordinary paid sick leave. Any employer-provided sick time is governed by the policy, contract, or collective bargaining agreement. Separate narrow leave laws may apply to a particular absence; § 23:370 protects one day for medically necessary genetic testing or preventive cancer screening.	N/A. No statutory accrual rate, annual paid-sick-leave entitlement, or waiting period; any amount and accrual schedule come from the employer's policy. Section 23:370 creates one protected screening day but expressly does not require paid time off.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general sick leave; those terms are set by employer policy.	N/A for general paid sick leave. Louisiana does not prescribe a statewide paid-leave list for the employee's illness or family care. The separate § 23:370 absence is limited to the employee's medically necessary genetic testing or preventive cancer screening and is not a family-care entitlement.	N/A for ordinary paid sick leave; employer policy controls requests, notice, proof, replacement-worker rules, and increments. For the separate § 23:370 screening day, the employee must give at least 15 days' notice, reasonably avoid undue operational disruption, and provide confirmation of the test or screening if requested, but need not disclose the result.	No sick-leave pay rate, payout, reinstatement, balance-statement, or sick-leave record rule. Section 23:370 permits an employee to substitute accrued vacation or other appropriate paid leave but does not require paid time. At separation, § 23:631 requires payment only of an amount then due under the terms of employment; it does not itself turn unused sick leave into payable wages.	No general paid-sick-leave posting, retaliation, complaint, or remedy scheme. Section 23:370 separately requires a workplace poster for the genetic-testing/cancer-screening day, but it does not create a general sick-leave bank. Contract and wage remedies may apply when an employer fails to honor leave pay actually due under its own terms.
Maine verified 2026-07-23	26 M.R.S. § 637, effective Jan. 1, 2021, requires general earned paid leave usable for any reason—not sick-only leave. PL 2025, c. 438 (LD 55) amended § 637(3) so carried hours do not reduce the next year's new accrual entitlement. Section 637(9) expressly preempts municipalities and other political subdivisions from regulating earned paid leave. Greater employer/CBA benefits remain valid.	Employer must employ >10 employees in the usual and regular course of business for >120 calendar days in any calendar year. Coverage includes full-time, part-time, temporary, and per-diem employees; employment in an industry formally determined seasonal under § 1251 is excluded. A Jan. 1, 2021 CBA is grandfathered only until that agreement expires; later agreements must meet the floor (§ 637(1)-(2), (11); 12-170 C.M.R. ch. 18 §§ I-II, IV).	Accrual starts on first day worked at ≥1 hour per 40 hours worked, up to 40 hours in a year of employment or a higher policy accrual limit. Employer may delay use until employee has been employed 120 calendar days during a one-year period. FLSA-exempt employee is presumed to work 40 hours/week absent another record. A year may track anniversary or another employer-assigned 365/366-day period that causes no leave loss (§ 637(3); ch. 18 §§ II-III).	Employer may frontload at its discretion. All accrued/unused leave carries into the immediately following year and must be available; carried hours may not reduce the employee's right to earn up to 40 new hours or the higher accrual limit in employer policy. MDOL says employer may not restrict use of accrued/available hours in a year, so the old ch. 18 sentence limiting current-year accrual/availability to 40 is superseded by PL 2025, c. 438. Compliant PTO may satisfy the floor; greater benefits are allowed.	Any reason: emergency, illness, sudden necessity, planned vacation, family care, safety, bereavement, closure-related personal need, or another reason chosen by employee. No illness nexus, covered-family definition, designated-person process, or medical reason is required. Employer cannot require EPL use when employer itself makes employee unable to work, such as closing business or cancelling shift (MDOL guidance; ch. 18 § V).	For non-emergency/non-illness/non-sudden leave, written policy may require up to 4 weeks' notice and reasonable scheduling limits to prevent defined undue hardship. For emergency, illness, or sudden necessity, employee must make good-faith effort to give as much notice as feasible/as soon as practicable. Leave may be required in minimum increments no larger than 1 hour. Statute/rule states no medical-documentation or replacement-worker requirement and leave is usable for any reason (§ 637(5); ch. 18 § V).	Pay at least same base rate received immediately before leave, calculated under ch. 18 by the § 664(3) regular rate using week immediately before leave; same benefits as employer's other paid leave. Preleave benefits and health-insurance terms protected. No separation payout unless policy/practice provides it; if not paid, rehire by same employer within 1 year restores unused balance. Employer that advanced unaccrued leave may withhold that negative amount from final pay. No EPL-specific balance-statement duty is stated (§ 637(4), (6); ch. 18 §§ II-III; MDOL guidance).	Current Regulation of Employment poster is required. Bureau of Labor Standards has exclusive § 42 enforcement authority, except CBA parties may also use their dispute process; penalties are those in § 53, and each denial to each affected employee is a separate violation (§ 637(7)-(8); ch. 18 § VI). Section 637 itself states no private action, damages multiplier, fee award, retaliation presumption, or waiver rule; it preserves greater benefits and bars denial of available leave under rule § V.
Maryland verified 2026-07-22	Maryland Healthy Working Families Act, Lab. & Empl. §§ 3-1301 to 3-1311. Paid leave at 15+ employees; unpaid leave at 14 or fewer. The Act preempts local employer sick/safe-leave laws enacted on/after Jan. 1, 2017, but preserves amendment of a local law enacted before that date (§ 3-1302(d)). Equivalent or more generous PTO may substitute (§ 3-1302(b)-(c)).	15-employee paid/unpaid line uses the employer's average monthly headcount in the immediately preceding year; count every full-time, part-time, temporary, seasonal, and otherwise-ineligible employee. Employee exclusions include workers excluded through cross-referenced §§ 8-205 and 9-222, under-18 workers, covered agriculture, specified temp/employment-agency workers, regular <12-hour/week workers, qualifying construction-CBA waivers, and qualifying as-needed health/human-services workers (§§ 3-1301(e), 3-1303).	At least 1 hour per 30 worked, from hire; overtime-exempt employee assumed 40 hours/week unless normal week is shorter. Employer need not allow >40 hours earned/year or use during first 106 calendar days. No accrual required in specified low-hour pay periods: <24 hours in a 2-week period; <24 combined over current+prior weekly periods; or <26 hours in a semimonthly period (§ 3-1304(b)-(c), (e)-(f)).	Employer may frontload the full amount the employee would earn for the year. Employer need not allow >64 hours used/year or >64 accrued at once. Up to 40 unused hours carry over, except no carryover is required after a full annual frontload or for a qualifying employee funded by a nonrenewable 1-year grant. Equivalent PTO must match accrual/access and statutory uses (§§ 3-1302(b)-(c), 3-1304(c)-(d), (g)).	Employee's illness/injury/condition; preventive care for employee/family; care for ill/injured family; maternity or paternity; specified employee/family domestic-violence, sexual-assault, or stalking medical/mental-health, victim-service, legal/proceeding, and temporary-relocation needs. Family includes child, parent, spouse, grandparent, grandchild, sibling, specified guardians/wards, in-loco-parentis relationships, and listed foster/adoptive/step relationships (§§ 3-1301(g), 3-1305(a)).	Subtitle prescribes no oral-versus-written request form. Foreseeable need: reasonable notice ≤7 days; unforeseeable: as soon as practicable plus procedures that do not interfere with use. Notice failure supports denial only with disruption; a narrow licensed-care-provider disruption rule also applies. No replacement search. Increment ≤4 hours. Verification after >2 consecutive shifts, or days 107-120 under a hire-time agreement; nonproduction can support denial of a later same-reason request (§ 3-1305(b)-(c), (e), (g)).	Paid leave uses the employee's normal wage; tipped employee need not receive more than the applicable minimum wage. No statutory separation payout. Rehire within 37 weeks restores unused leave unless voluntarily paid out; successor retains balances. At each wage payment provide available balance in writing by a reasonable method or online access. Keep accrued/used records ≥3 years; missing/refused records create a rebuttable violation presumption (§§ 3-1304(a), (h), (j)-(k), 3-1305(f), 3-1307).	Employer must notify employees of accrual, uses, anti-retaliation/bad-faith rules, and complaint/enforcement rights; Commissioner supplies free poster/model notice/policy. No interference, retaliation, discrimination, or attendance points for protected leave. Written complaint to Commissioner; investigation/mediation within 90 days. Order may award unpaid-leave value, economic damages, up to 3× hourly wage per violation, and ≤$1,000 civil penalty/employee. If order remains unpaid after 30 days, enforcement action may add 3× unpaid leave, punitive damages, fees/costs, injunction, and other relief (§§ 3-1306, 3-1308, 3-1309).
Massachusetts verified 2026-07-22	Earned Sick Time Law, M.G.L. c. 149, § 148C (2014 ballot Question 4). Statewide mandate for employees who work in the Commonwealth; sick-time-only, not any-reason leave. The law is a floor: more generous employer policies, contracts, and collective bargaining agreements are preserved (§ 148C(j)), and it does not bar stronger local rights. The United States is not a covered employer, and cities and towns are covered only if they accept the law.	Every private employer that engages an employee for compensation is covered, and any person who performs services for wages while working in Massachusetts is an employee; overtime-exempt employees are assumed to work 40 hours per week. Employer size sets only whether the time is paid: an employer with 11 or more employees must provide the 40 hours as paid earned sick time, while an employer with 10 or fewer must provide the same 40 hours as unpaid sick time. Headcount counts full-time, part-time, and temporary workers (§ 148C(a), (d)(3)-(6)).	One hour of earned sick time for every 30 hours worked, accruing from the date of hire. Use begins on the 90th calendar day of employment, after which time may be used as it accrues. Overtime-exempt employees are assumed to work 40 hours per week unless their normal week is shorter. The annual entitlement is up to 40 hours in a calendar year (§ 148C(d)(1), (3), (4), (6)).	Employees may carry over up to 40 hours of unused earned sick time to the next calendar year, but may not use more than 40 hours in a year. Unused time need not be paid out at separation. A paid time off, vacation, or other paid-leave policy that provides enough leave usable for the same purposes and under the same conditions satisfies the paid-time duty (§ 148C(d)(7), (k)). The statute sets no mandatory frontload, but an employer may accrue or allow use faster than the minimum (§ 148C(d)(2)).	Care for the employee's child, spouse, parent, or parent of a spouse with an illness, injury, or condition needing home, professional, or preventive care; the employee's own such condition; a routine medical appointment for the employee or that family member; addressing the effects of domestic violence; and the employee's or spouse's health needs after a pregnancy loss or a failed assisted reproduction, adoption, or surrogacy. Covered family is limited to child, spouse, parent, and parent of a spouse — no siblings, grandparents, or domestic partners (§ 148C(a), (c)).	For foreseeable use, the employee must make a good-faith effort to give advance notice. No replacement worker may be required, and the employer may not force make-up hours, though the employee and employer may agree to make up the time instead of using sick leave. Time is used in the smaller of hourly increments or the employer's smallest payroll increment. Certification may be required only when an absence covers more than 24 consecutively scheduled work hours, and the documentation need not reveal the nature of the illness or details of the domestic violence (§ 148C(d)(7), (e), (f), (g)).	For an employer with 11 or more employees, each hour is paid at the same hourly rate the employee earns, never below the state minimum wage; an employer with 10 or fewer provides the time unpaid. Unused time is not paid out at separation, and the statute sets no rehire-restoration period. The Attorney General prescribes the employer's recordkeeping obligation by regulation, consistent with the wage-records rule in c. 151, § 15 (§ 148C(a), (d)(7), (m)).	The Attorney General prepares a notice that employers must post conspicuously and give to employees. Interference, retaliation, and using earned sick time as a negative factor in any employment action are unlawful (§ 148C(h)-(i)). The Attorney General enforces under § 27C(b) and § 150; an aggrieved employee may, 90 days after filing an Attorney General complaint (or sooner with the Attorney General's assent) and within three years, bring a private civil action, and a prevailing employee recovers treble damages as liquidated damages for lost wages and benefits plus costs and attorney fees (§ 148C(l), (o); § 150).
Michigan verified 2026-07-23	Earned Sick Time Act, 2018 PA 338 as revived and amended by 2025 PA 2, MCL 408.961 to 408.974, effective February 21, 2025 (small-business duties phased in by October 1, 2025, now in force). A statewide sick-and-safety mandate. Section 408.971 makes it a minimum that does not preempt or diminish any law, policy, or collective-bargaining agreement giving greater accrual, use, or protection.	Applies to any employer with one or more employees; the United States government is excluded (§ 408.962(g)). A 'small business' is one with 10 or fewer individuals working for compensation in a given week, and loses that status if it kept more than 10 on payroll for 20+ workweeks in the current or prior year (§ 408.962(l)). 'Employee' excludes federal employees and youth employed under the Youth Employment Standards Act (§ 408.962(f)); a pre-effective-date collective-bargaining agreement is not overridden until it expires (§ 408.972).	Accrue at least 1 hour of paid earned sick time per 30 hours worked, excluding paid-time-off hours (§ 408.963(2)-(3)). A small business need not let an employee use more than 40 hours a year; all other employers must allow up to 72 hours a year unless they set a higher limit. Accrual starts on the Act's effective date or at hire, whichever is later; an overtime-exempt employee is assumed to work 40 hours a week (§ 408.963(6), (11)).	Instead of accrual, an employer may frontload at least 40 hours (small business) or 72 hours (all others) at the start of the year for immediate use; a part-time employee may be frontloaded a proportional amount with written notice of expected hours (§ 408.963(2)-(4)). Unused accrued time carries over up to 72 hours (40 for a small business), but a frontloading employer need not permit carryover or pay out unused time (§ 408.963(5)). An employer may require an employee hired after the 2025 amendment to wait 120 calendar days before using accrued time (§ 408.963(6)).	Own or a family member's mental or physical illness, injury, or condition, diagnosis, care, treatment, or preventive care; domestic-violence or sexual-assault needs (medical care, counseling, victim services, relocation, legal services, proceedings); meetings at a child's school or place of care about the child's health, disability, or the effects of such violence; and closure of the workplace or a child's school/place of care by a public official for a public-health emergency, or exposure to a communicable disease (§ 408.964(1)). Family member is broad: child, parent, spouse or domestic partner, grandparent, grandchild, sibling, anyone related by blood, and anyone whose close association is the equivalent of family (§ 408.962(h)).	For foreseeable leave the employer may require up to 7 days' advance notice; for unforeseeable leave, notice as soon as practicable or under a written employer policy the employee received (§ 408.964(2)-(4)). Leave is used in 1-hour increments or the employer's smaller increment (§ 408.964(5)). Documentation may be required only for leave of more than 3 consecutive days, is due within 15 days of the request, cannot delay the leave, and the employer pays the employee's out-of-pocket cost; the employer may not require the reason to state the nature of the illness or violence (§ 408.964(6)-(7)). No replacement worker may be required (§ 408.963(9)).	Paid at the greater of the employee's normal hourly or base wage or the state minimum wage; overtime, holiday, bonus, commission, supplemental, piece-rate, and tip pay are excluded (§ 408.963(8)). No payout of unused time at separation is required (§ 408.965(3)). If rehired by the same employer within 2 months, previously accrued unused time is reinstated (§ 408.965(1)). The employer must keep records of hours worked and earned sick time taken for at least 3 years (§ 408.970).	The employer must give each employee written notice (amount of leave, the employer's year definition, use terms, anti-retaliation, and the right to file a complaint) at hire or within 30 days of the 2025 amendment, in English, Spanish, and other required languages, and display a poster (§ 408.968). Interference and retaliation are barred, including counting protected leave as an absence under an attendance policy (§ 408.966). An affected employee may file with the department within 3 years; relief includes payment of earned sick time improperly withheld, damages, back pay, and reinstatement, plus civil fines up to $1,000 for retaliation, up to 8 times the employee's normal hourly wage for failing to provide leave, and up to $100 for a willful notice/posting violation (§ 408.967).
Minnesota verified 2026-07-23	Earned Sick and Safe Time law, Minn. Stat. §§ 181.9445–181.9448, enforced under § 177.50. Statewide mandate in force since Jan. 1, 2024; amended in 2024 and 2025. Earned sick AND safe time, not any-reason leave. § 181.9448 subd. 1(c) does not preempt any local law that gives greater amount, accrual, or use, so a stronger city ordinance (currently Minneapolis and St. Paul) may add rights.	Employer = any person with one or more employees, including nonprofits and state and local government; the U.S. government is excluded (§ 181.9445 subd. 6). Employee = anyone the employer anticipates will work at least 80 hours in a year in Minnesota, including temporary and part-time workers (subd. 5). Excluded: independent contractors; certain volunteer or paid-on-call firefighters, volunteer ambulance attendants, and paid-on-call ambulance personnel; elected or appointed officials; and farm laborers employed 28 days or less per year. A staffing-agency temp is the agency's employee.	One hour per 30 hours worked, accruing from the start of employment, up to 48 hours in a year unless the employer allows more (§ 181.9446(a), (d)). No statutory waiting period: leave is usable as it accrues (§ 181.9446(e)). Overtime-exempt employees are deemed to work 40 hours per week, or their shorter normal week (§ 181.9446(c)).	Accrued unused time carries over, but the bank is capped at 80 hours at any time unless the employer allows more (§ 181.9446(b)(1)). Instead of carryover, the employer may frontload at the start of each year: 48 hours if it pays out the prior year's unused balance at the base rate, or 80 hours if it does not (§ 181.9446(b)(2)). A PTO or other paid-leave policy substitutes only if it meets or exceeds these terms for the same uses and conditions (§ 181.9448 subd. 1(a), (e)).	The employee's or a family member's illness, injury, health condition, diagnosis, treatment, or preventive care; bereavement (funeral or memorial arrangements and post-death financial or legal matters); domestic-abuse, sexual-assault, or stalking safety needs; closure of the workplace or a family member's school or care due to weather or public emergency; and communicable-disease exposure (§ 181.9447 subd. 1). Family is unusually broad (§ 181.9445 subd. 7): children, spouse or registered domestic partner, siblings, parents, grandchildren, grandparents, nieces and nephews, aunts and uncles, in-laws, the same relatives of a spouse or partner, any individual whose close association is the equivalent of family, and up to one designated person per year.	For a foreseeable need the employer may require up to seven days' advance notice; for an unforeseeable need, notice as the employer reasonably requires under a written policy (§ 181.9447 subd. 2). Documentation may be required only for an absence of more than two consecutive scheduled workdays, and a signed employee statement suffices where a professional's note cannot reasonably be obtained (subd. 3). No replacement worker may be required (subd. 4). Increments: at least 15 minutes, and the employer may not force use in more than four-hour blocks (subd. 5).	Paid at base rate — the hourly rate, the rate for the period worked when rates vary, the guaranteed salary rate, or at least minimum wage for commission or piece-rate — excluding commissions, shift differentials, overtime and weekend/holiday premiums, bonuses, and tips (§ 181.9445 subd. 4a). Group health coverage continues during use (§ 181.9447 subd. 7). No payout of unused time at separation is required (§ 181.9448 subd. 2), but previously accrued unused time is reinstated if the employee is rehired within 180 days. Each pay period the employer must state available and used hours; records of hours worked and time taken are kept three years and open to employee inspection (§ 181.9447 subd. 10).	Employers must notify every employee (at hire or by Jan. 1, 2024) in English and the employee's primary language, by posting, a paper or electronic copy, or an app platform, and must include the rights in any handbook (§ 181.9447 subd. 9). Broad anti-retaliation rule: no discharge, discipline, interference, or discrimination for requesting or using time or asserting rights; an attendance-point system may not count protected leave, and threatening to report immigration status is barred (§ 181.9447 subd. 6). Enforced by the Department of Labor and Industry; an employee may sue within three years (§ 177.50 subd. 2). Remedies: the value of the time wrongly denied plus an equal amount as liquidated damages, or, if records are inadequate, 48 hours per year plus an equal liquidated amount (§ 177.50 subd. 7).
Mississippi verified 2026-07-23	No statewide general private-sector paid sick leave or earned paid leave mandate in Miss. Code Ann. tit. 71. The labor title contains no paid-leave local-preemption or stronger-local-law provision; local ordinances require separate review.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. Employer policy, contract, or CBA determines coverage; public-employee and school-employee leave rules are outside this survey.	N/A. No statutory private-sector paid-sick-leave accrual rate, annual entitlement, or use waiting period; any accrual and amount are set by the employer's policy or agreement.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general private-sector sick leave; the employer's policy or agreement supplies those terms.	N/A. No statewide general paid-sick-leave list of employee-health, family-care, safety, closure, bereavement, or other qualifying uses, and no family definition for such a benefit; the governing policy or agreement controls.	N/A. No general paid-sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay rate, payment deadline, separation payout, rehire restoration, balance statement, or record duty. The employer's policy or agreement determines whether any policy-created sick pay or unused balance becomes due.	No general paid-sick-leave poster, individual notice, retaliation protection, complaint process, private action, damages, or penalty scheme. Policy, contract, collective-bargaining, and separate statutory claims use their own remedies.
Missouri verified 2026-07-22	No current statewide private-employer mandate. Proposition A's §§ 290.600-.642 scheme began accrual May 1, 2025, then was repealed effective August 28, 2025. Section 290.528 preempts local private-employer benefit mandates above state law, expressly including paid or unpaid sick leave; its employer definition excludes public employers.	Not applicable after the August 28, 2025 repeal — there is no current statewide paid-sick-leave employer-size threshold, employee work test, or covered/excluded class. Section 290.528's local-benefit preemption applies to private employers and excludes public employers.	Not applicable after repeal — no current statutory accrual rate, annual entitlement, waiting period, or alternative accrual method. Former § 290.603 began accrual May 1, 2025, but that section is now repealed.	Not applicable after repeal — no current statutory frontloading rule, annual use cap, bank cap, carryover requirement, or PTO-substitute standard under the former scheme.	Not applicable after repeal — no current statewide paid-sick-leave use list or covered-family definition under the former scheme.	Not applicable after repeal — no current statutory request method, notice standard, replacement-worker rule, documentation limit, confidentiality rule, or minimum use increment under the former scheme.	Not applicable after repeal — no current statutory paid-leave rate, separation payout rule, rehire restoration, balance statement, or recordkeeping duty under the former scheme.	Not applicable after repeal — the former notice, posting, retaliation, enforcement, criminal-penalty, and private-action provisions were among the §§ 290.600-.642 provisions repealed by H.B. 567.
Montana verified 2026-07-23	No statewide private-sector paid-sick or earned-paid-leave mandate; Montana DLI states there is no state-law requirement to provide sick leave or PTO. MCA § 7-1-111(23) prohibits a self-government local unit from requiring a private employer to provide a wage or employment benefit not required by state/federal law, preempting a local paid-sick mandate. Narrow pregnancy-use protection arises under §§ 49-2-310 to -311, not a general accrual law.	No general mandate, size threshold, or covered private-employee class. Pregnancy rule uses Montana Human Rights Act definitions: employer of ≥1 person or agent, excluding a non-profit fraternal, charitable, or religious association/corporation within § 49-2-101(11); employee excludes a worker operating under an independent-contractor exemption certificate (§ 49-2-101(10)).	N/A. No state-set hours-worked accrual rate, annual entitlement, start date, waiting period, exempt-worker assumption, or alternative accrual method. Employer policy/contract decides whether sick leave exists and how it is earned. The pregnancy rule creates no new hours; it protects compensation already accumulated under employer disability or leave plans (§ 49-2-310(3)).	N/A. No statewide private-sector frontloading option, use cap, bank cap, or carryover floor. Employer policy controls sick/PTO accrual, caps, carryover, and forfeiture. DLI distinguishes vacation—which becomes wages once earned and cannot be subject to use-it-or-lose-it—from sick leave/PTO, whose separation payout depends on employer policy.	No general statutory list of employee illness, family care, safety, closure, bereavement, or other uses and no general family definition; policy controls. Narrow right: an employee disabled by pregnancy must receive any compensation to which employee is entitled from accumulated disability or leave benefits, and DLI identifies accrued sick leave, vacation, annual leave, and compensatory time as usable for maternity leave (§ 49-2-310(3)).	No general sick-leave request method, notice standard, proof limit, confidentiality rule, replacement-worker rule, or minimum increment; employer policy controls. For pregnancy disability, employer may require medical certification that employee cannot perform job duties. DLI says reasonableness of maternity leave is case-specific and employer may rely on the treating provider when duration is disputed (§ 49-2-310(2)-(3)).	No sick-specific pay formula, mandatory separation payout, rehire restoration, balance statement, or record duty. DLI states private employers need not pay out unused sick leave/PTO and payout may depend on policy. Pregnancy disability leave uses compensation already due under employer plan; employee who signals intent to return generally must be restored to original/equivalent job with equivalent pay, seniority, retirement, fringe benefits, and service credits, subject to a narrow impossibility/unreasonableness exception for private employers (DLI guidance; § 49-2-311).	No paid-sick-rights poster, general sick-use retaliation rule, or sick-specific agency remedy. Pregnancy termination and denial of reasonable leave/accumulated benefits are unlawful (§ 49-2-310). Written verified Human Rights Bureau complaint generally due within 180 days of occurrence/discovery (§ 49-2-501); agency may order cessation, conditions, reasonable corrective measures, rectification of pecuniary/nonpecuniary harm, and compliance reporting, but ordinarily not punitive damages (§ 49-2-506).
Nebraska verified 2026-07-23	Nebraska Healthy Families and Workplaces Act, Neb. Rev. Stat. §§ 48-3801 to 48-3811, effective Oct. 1, 2025. The Act is a minimum floor, preserves laws, policies, contracts, and CBAs with greater amount, accrual, use, or protections, and makes waivers void (§ 48-3810).	Employers with ≥11 employees; government excluded. Small business = 11-19 employees, unless it had ≥20 employees for ≥20 weeks in current/preceding year. Excluded: owner-operators, independent contractors, workers with <80 Nebraska hours/calendar year, seasonal/temporary agricultural workers, covered railroad workers, and under-16 workers (§ 48-3802).	After 80 hours of consecutive employment: ≥1 hour per 30 worked, usable as accrued. Annual earn/use ceiling unless employer chooses more: 40 hours for small-business employee; 56 hours otherwise. FLSA § 213(a)(1)/(b)(1) exempt workers assumed 40 hours/week unless typical week is shorter (§ 48-3803(1)-(3)).	Employer may frontload all leave expected to accrue in the year. Accrued leave carries over; no carryover/bank cap stated, but annual use may remain 40/56 hours. Instead of carryover, employer may cash out year-end balance and give the full required amount for immediate new-year use. Compliant PTO may substitute without extra accrual/carryover (§ 48-3803(3), (5)-(7)).	Employee/family illness, injury, condition, diagnosis, care, treatment, preventive care; child's health-related school/care meeting; official public-health-emergency business/school closure; authority/professional-directed isolation after communicable-disease exposure. Family includes spouse; child; parent/guardian; grandparent; grandchild; sibling; blood relative; and close association equivalent to family (§§ 48-3802(5), 48-3804(1)).	Employee request; expected duration when possible. Employer may enforce only reasonable notice procedures in a written policy already given to employee. No replacement worker. Use in smaller of 1 hour or payroll system's smallest absence increment. Documentation only for >3 consecutive workdays; employee statement must suffice if no provider visit or provider proof cannot be timely obtained without added expense. Health details protected (§§ 48-3804, 48-3809).	Same hourly rate and benefits normally earned, never below state minimum wage; commission/piece/mileage/fee workers use § 48-126 average weekly rate ÷40. No separation payout required. Same-employer transfer preserves leave; rehire within 12 months restores unused/unpaid balance. Each regular paycheck/attachment must show available, used-to-date, and paid sick time (§§ 48-3802(7), 48-3803(9)-(10), 48-3806(3)).	Hire notice + workplace poster; electronic notice for no-worksite/remote/platform work; English and available model language spoken first by ≥5% of workforce. Interference, retaliation, and attendance points barred. Employee may file suit or NDOL complaint; Commissioner citation ≤$500 first / ≤$5,000 later, contestable within 15 working days. Act states no private damages or fee schedule (§§ 48-3805 to 48-3808).
Nevada verified 2026-07-23	Nevada's paid-leave mandate is NRS 608.0197 (added 2019, amended 2021), a general any-reason paid-leave law rather than a sick-leave-only law. It applies only to a private employer with 50 or more Nevada employees (§ 608.0197(9)(b)) and not during a business's first two years of operation (§ 608.0197(7)). The statute preserves more generous contracts and other legal rights (§ 608.0197(6)) and is silent on local ordinances. A separate provision, § 608.01975, gives kin-care rights to employees of any employer that offers sick leave.	Covers a private employer with 50 or more employees in Nevada (§ 608.0197(9)(b)). It does not apply to a new employer during its first two years of operation (§ 608.0197(7)), to temporary, seasonal, or on-call employees (§ 608.0197(8)(b)), or to an employer that already provides at least 0.01923 hours of paid leave or PTO per hour to all scheduled employees (§ 608.0197(8)(a)). The separate kin-care duty in § 608.01975 applies to any employer that offers paid or unpaid sick leave, regardless of size.	Accrues at least 0.01923 hours of paid leave for each hour worked — about 40 hours a year for a full-time schedule (§ 608.0197(1)(a)). An employer may either frontload the full year's hours on the first day of the benefit year or let leave accrue over the year (§ 608.0197(1)(b)). An employee may begin using leave on the 90th calendar day of employment (§ 608.0197(2)(a)).	Frontloading the full annual amount on day one satisfies the law and avoids carryover; otherwise accrued leave carries over, but the employer may cap carryover at 40 hours per benefit year (§ 608.0197(1)(b)-(c)). The employer may also limit annual use to 40 hours (§ 608.0197(1)(f)) and set a minimum use increment of up to 4 hours (§ 608.0197(1)(g)).	Any reason. The employee may use the leave 'without providing a reason' (§ 608.0197(2)(c)); the statute lists illness, diagnosis or medical care, preventive care, caregiving, and other personal health needs only as non-exclusive examples (§ 608.0197(2)(b)). Because it is any-reason leave, no family definition governs the primary law. The separate § 608.01975 lets an employee use accrued sick leave for an immediate family member's illness, injury, appointment, or other authorized medical need, capped at six months' worth of accrual.	The employee must give notice 'as soon as practicable' before using the leave (§ 608.0197(2)(d)), but need not state a reason (§ 608.0197(2)(c)). The employer may not require the employee to find a replacement worker (§ 608.0197(3)(b)). The statute sets no documentation requirement; the employer may require use in increments of up to 4 hours (§ 608.0197(1)(g)).	Paid at the employee's rate of pay when the leave is taken, on the same payday the hours are normally paid (§ 608.0197(1)(d)); for salary, commission, or piece-rate workers, the rate is a 90-day average that includes earned bonuses but excludes discretionary bonuses, overtime, hazard, holiday pay, and tips (§ 608.0197(1)(e)). No payout of unused leave is required at separation, but if the worker is rehired within 90 days after a non-voluntary separation, unused leave is reinstated (§ 608.0197(1)(i)). Each payday the employer must give an accounting of available leave (§ 608.0197(1)(h)), and records are kept one year for Labor Commissioner inspection (§ 608.0197(5)).	The Labor Commissioner prepares a bulletin that every covered employer must post in each workplace (§ 608.0197(4)). An employer may not deny the right to use leave, require a replacement worker, or retaliate for its use (§ 608.0197(3)). Enforcement runs through the Labor Commissioner, who may inspect the required records (§ 608.0197(5)); the section itself creates no private damages action but does not limit other remedies otherwise available (§ 608.0197(6)).
New Hampshire verified 2026-07-23	No statewide private-sector paid-sick or earned-paid-leave mandate. The current complete RSA chapter 275 instead regulates disclosure and enforcement of employer-created benefits (§§ 275:43(V), 275:49(III)) and contains a narrow crime-victim leave rule (§§ 275:61-64). New Hampshire's paid-family-and-medical-leave insurance program is voluntary and outside this topic. Chapter 275 contains no express local paid-leave preemption clause; local law must be checked separately.	No employer-size threshold or employee class for a duty to create sick leave, because none exists. RSA 275:49(III)'s policy-disclosure duty applies to every employer within the wage-payment subdivision, subject to § 275:42's domestic-labor and <5-farm-worker exclusions. Crime-victim leave applies only to employers with ≥25 employees for each working day in ≥20 weeks in any calendar year; employee follows § 275:4 (§ 275:61(II)-(III)).	N/A. No state-set accrual rate, annual entitlement, start date, waiting period, exempt-worker assumption, or alternative accrual method. The disclosed employer policy decides whether sick time exists and how it is earned. Crime-victim leave supplies no new balance: § 275:62(IV) reaches only the employee's existing 'accrued paid' sick, vacation, or personal time.	N/A. No statewide frontload option, use cap, bank cap, or carryover floor for private sick leave. Those terms are controlled by the written/posted employment practice or policy made available under § 275:49(III). The crime-victim provisions do not change the employer's accrual or carryover formula.	No general statutory list of illness, preventive-care, family-care, closure, bereavement, or safety uses; employer policy controls. Narrow exception: an employee who is a crime victim may leave to attend court or other legal/investigative proceedings associated with prosecution and may elect—or employer may require—use of accrued paid sick time (§ 275:62). 'Victim' includes immediate family of a minor/incompetent victim and of a homicide victim; immediate family includes parent, stepparent, child, stepchild, sibling, spouse, grandparent, guardian, and a cohabiting intimate partner (§ 275:61).	No general sick-leave request, notice, proof, replacement-worker, confidentiality, or minimum-increment rule; employer policy controls. For crime-victim leave, employee must provide the court/agency notice of each scheduled hearing, conference, or meeting; employer must keep submitted records confidential and may limit leave that creates statutory undue hardship (§§ 275:62(VI)-(VII), 275:63). No minimum use increment is stated.	No sick-specific pay formula, payout mandate, rehire restoration, or balance-statement duty. Sick pay is wages 'when due' if it is an employment practice/policy benefit (§ 275:43(V)); therefore separation payment follows the policy plus § 275:44's final-wage deadlines only when the benefit is then due. Section 275:49 requires policy disclosure and 3-year wage/hour records, but no sick-balance statement. Crime-victim leave itself may be unpaid, preserves seniority, and permits use of existing accrued paid leave (§ 275:62(III)-(V)).	No paid-sick-rights poster or sick-use retaliation scheme. Employer must make its sick policy available in writing or accessible posting (§ 275:49(III)). For crime-victim leave, discharge, threats, or discrimination regarding compensation or employment terms are barred (§§ 275:62(II), 275:64), but the subdivision states no leave-specific damages schedule. If promised sick pay is due as wages, a DOL wage claim may be filed within 36 months; an employee may sue for unpaid wages/liquidated damages, and a court may allow costs and reasonable attorney fees (§§ 275:51(V), 275:53).
New Jersey verified 2026-07-22	The Earned Sick Leave Law, N.J.S.A. §§ 34:11D-1 to -11, requires paid sick leave statewide. It is sick-and-safe leave, not any-reason PTO. State law expressly preempts every county or municipal ordinance, resolution, law, rule, or regulation regarding earned sick leave (§ 34:11D-8(a)); more favorable employer policies and CBAs remain allowed (§ 34:11D-8(b)).	All employer sizes; employees working in New Jersey, including full-time, part-time, seasonal, temporary, salaried, hourly, cash, and piece-rate workers. Excludes union construction employees, qualifying per-diem health-care employees, public employees already receiving full-pay sick leave under another state law/rule, and independent contractors (§ 34:11D-1; NJDOL guidance). Temporary-help leave accrues across assignments with the firm, not separately by client.	1 hour per 30 hours worked, beginning when employment starts; employer need not allow accrual or use above 40 hours in a 12-month benefit year. Use may be delayed until day 120 of employment, then is available as accrued; employer may allow earlier use (§ 34:11D-2(a)). A compliant general PTO bank must be fully paid, accrue at least as fast, and preserve every statutory use and condition (§ 34:11D-2(b)).	Employer may advance 40 hours at the benefit year's start (prorated for a midyear hire while preserving 1-per-30 accrual). Accrual, annual use, and carryover may each be capped at 40 hours. Accrual-method employers may offer a year-end full or 50% payout; unpaid hours carry over. A frontloading employer must either pay all unused time in the final month or carry it forward, and a full payout requires frontloading again next year (§§ 34:11D-2(a), 34:11D-3(c)-(d)).	Employee or family diagnosis, care, treatment, recovery, preventive care; employee/family domestic or sexual violence services, relocation, counseling, or proceedings; specified epidemic/public-health closure, isolation, quarantine, exposure, or community-risk events; and requested or required child school conferences, functions, or health/disability care meetings (§ 34:11D-3(a)). Family includes enumerated relatives, blood relatives, and a person whose close association is equivalent to family (§ 34:11D-1).	Foreseeable leave: employer may require up to 7 calendar days' notice and reasonable scheduling; unforeseeable leave: notice as soon as practicable only if the employee was told of the rule. Employer may identify no-use dates and request reasonable proof for unforeseeable leave then; otherwise documentation is limited to 3 or more consecutive days. Health, safety, and public-order documents are specified; health/safety information is confidential. No replacement worker. Employer chooses the increment, up to the employee's entire scheduled shift (§§ 34:11D-2(d), (f); 34:11D-3(b), (e)).	Same rate and benefits normally earned, never below minimum wage; nonstandard pay uses average earnings excluding overtime over the last 7 days worked, while commission pay uses base wage or minimum wage, whichever is greater. Pay is due in the same pay period. No separation payout unless policy/CBA requires it. Reinstate unused leave on rehire within 6 months; preserve balances on transfer and successor employment. Keep hours-worked and leave records 5 years; missing records create a presumption against the employer (§§ 34:11D-2(c), (e); 34:11D-3(d); 34:11D-6; NJDOL guidance).	Post the NJDOL notice at each workplace and give each employee a written copy at hire, on request, and in the workforce-majority language when NJDOL provides it (§ 34:11D-7). No retaliation, discrimination, discipline, or attendance point for protected leave; specified adverse action within 90 days creates a rebuttable presumption (§ 34:11D-4). NJDOL and private actions use Wage and Hour Law enforcement; relief includes unpaid leave, actual and liquidated damages, reinstatement, costs, fees, penalties, and a 6-year limitations period (§§ 34:11D-4 to -5; 34:11-56a25 to -25.1).
New Mexico verified 2026-07-23	Healthy Workplaces Act, NMSA 1978 §§ 50-17-1 to -12, effective July 1, 2022. Section 50-17-12 preserves any law, policy, standard, or CBA providing greater accrual, use, or protection, so stronger local or contractual rights remain available.	Private employer with ≥1 employee. Covers part-time, seasonal, and temporary employees. Excludes the United States, New Mexico and its political subdivisions, plus employees covered by federal Railway Labor Act/railroad unemployment/FELA definitions (§ 50-17-2(E)-(F)).	At least 1 hour per 30 hours worked, starting at employment and usable immediately. FLSA-exempt employees are assumed to work 40 hours/week unless their normal week is shorter. Employer may choose a higher rate; use may be capped at 64 hours per chosen 12-month period (§ 50-17-3(A)-(B)).	Employer may frontload 64 hours each January 1, prorated for a later hire. Accrued unused leave carries over year to year with no stated bank cap, but use may be limited to 64 hours per 12 months. A PTO policy complies only if amount, uses, terms and conditions meet the Act (§§ 50-17-3(A)-(B), 50-17-4).	Employee or family illness, injury, condition, diagnosis, care, treatment or preventive care; child's health/disability school or care meeting; and specified domestic-abuse, sexual-assault or stalking medical, counseling, relocation, legal or service needs. Family includes spouse/domestic partner, children, parents/guardians, grandparents, grandchildren, siblings, their spouses/partners, and an affinity-equivalent relationship (§§ 50-17-2(G), 50-17-3(C)).	Oral or written request by employee or representative. Foreseeable: reasonable advance notice and scheduling effort; unforeseeable: notice as soon as practicable. No replacement worker. Documentation only after ≥2 consecutive workdays; no diagnosis/details, leave cannot wait for proof, information confidential. Use in the smaller of 1 hour or payroll's smallest absence increment (§§ 50-17-3(D)-(G), 50-17-5).	Same hourly rate and benefits normally earned, never below applicable minimum wage. No statutory separation payout. Transfer keeps leave; rehire within 12 months restores it; successor employer preserves it. Employers retain hours-worked and leave-taken records 48 months (§§ 50-17-2(C), 50-17-3(B)(4)-(6), 50-17-7).	Hire notice plus workplace poster in English, Spanish and qualifying workforce languages. Anti-retaliation/interference/waiver protections. DWS complaint or direct civil action within 3 years; remedies include ≥$500 or triple unpaid leave wages, ≥$500 for denial/replacement conditions, actual damages plus statutory sums for retaliation/discharge, reinstatement/equitable relief, $250 willful notice/records penalty, fees and costs (§§ 50-17-6, 50-17-8 to -11).
New York verified 2026-07-22	New York State Sick Leave, Labor Law § 196-b, plus separate 20-hour paid prenatal personal leave under § 196-b(4-a), effective Jan. 1, 2025. Section 196-b(12) lets New York City enforce equal-or-stronger local law and preserves municipal sick-leave programs already in effect when the state law began; official DOL guidance confirms NYC and Westchester benefits continue. Insurance-based Paid Family Leave is separate	All private-sector employees are covered regardless of industry, occupation, part-time status, or overtime-exempt status. Duty scales by employer size, counted per calendar year: 4 or fewer employees — 40 hours unpaid, but 40 hours paid if the employer's net income exceeded $1 million in the previous tax year; 5 to 99 employees — 40 hours paid; 100 or more — 56 hours paid (§ 196-b(1)). Paid prenatal personal leave applies to every private-sector employer regardless of size (§ 196-b(4-a)).	Sick leave accrues at ≥1 hour per 30 hours worked from employment start, with no separate service wait; use is available as accrued. Annual floor is 40 or 56 hours by size. Paid prenatal leave is a separate automatic 20 hours per employee-specific 52-week period beginning with first use, with no accrual or minimum service (§ 196-b(3), (4-a); DOL guidance)	Employer may frontload the full annual sick amount but may not reduce/revoke it based on actual hours. Unused sick leave carries over; annual USE may remain capped at 40 hours (<100 employees) or 56 hours (100+). No separate statutory bank cap. A PTO substitute must meet amount, accrual, carryover, and use rules. Prenatal leave is a separate 20-hour/52-week benefit, not an accrued sick bank (§ 196-b(2), (6), (8))	Sick uses (oral or written request): the employee's or a family member's mental or physical illness, injury, or health condition, whether or not diagnosed, and diagnosis, care, treatment, or preventive care (§ 196-b(4)(a)(i)-(ii)). Safe uses: absences related to the employee's or a family member's status as a victim of domestic violence, a family offense, sexual offense, stalking, or human trafficking — shelter services, safety planning or relocation, legal help, contacting police or a district attorney, enrolling children in a new school, and other safety actions; an offender is not eligible (§ 196-b(4)(a)(iii)). 'Family member' means the employee's child, spouse, domestic partner, parent, sibling, grandchild, or grandparent, and the child or parent of the employee's spouse or domestic partner (§ 196-b(4)(b)). Paid prenatal leave covers only the pregnant employee's own prenatal care (§ 196-b(4-a)).	Sick request may be oral/written; state law specifies no advance-notice period, and DOL says no replacement worker may be required. Employer may not demand confidential health/safety information. Sick minimum increment ≤4 hours. Prenatal leave uses ordinary request procedures, requires no medical records or confidential details, and is taken in 1-hour increments (§ 196-b(4)-(5); DOL guidance)	Paid sick/prenatal leave: regular rate or applicable minimum wage, greater; no statutory separation payout. Return to same position/pay/terms. On request, give current/prior-year sick accrual/use summary within 3 business days. Keep contemporaneous payroll records, including sick leave provided, ≥6 years (§§ 196-b(4-a), (5)-(6), (10)-(11); 195(4))	Notify employees in writing or publicly post employer sick-leave policy (§ 195(5)). No discharge, threat, penalty, points, discrimination, or retaliation for § 196-b rights, complaints, cooperation, or legally protected absence (§§ 196-b(7), 215). DOL complaint; denial may yield full underpayment, 100% liquidated damages and civil penalties up to 2× due. Retaliation: $1,000-$10,000 civil penalty ($20,000 repeat), reinstatement/backpay, ≤$20,000 liquidated damages, 2-year private action with fees/costs, and class B misdemeanor (§ 215)
North Carolina verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave. The Wage and Hour Act (Chapter 95, Article 2A) sets only a minimum wage and overtime; it defines 'wage' to include 'sick pay ... when the employer has a policy or a practice of making such payments' (N.C.G.S. § 95-25.2(16)), i.e., sick pay exists only if the employer chooses it. Local mandates are preempted: the Act's provisions 'supersede and preempt any ordinance ... adopted ... by a unit of local government ... pertaining to compensation of employees, such as ... benefits, leave' (§ 95-25.1(d)), with narrow exceptions (a local government's own employees, certain economic-development incentives, federal CDBG requirements, and G.S. 160D-1311 programs). No public-health-emergency leave supplement exists.	Not applicable — with no statewide paid-leave law there is no employer-size threshold, days-worked test, or covered/excluded employee class for paid sick leave. The Wage and Hour Act's broad 'employer' and 'employee' definitions (§ 95-25.2) matter only for enforcing wages an employer has actually promised, not for creating any leave. Coverage for any sick leave is defined by the employer's own policy, if it offers one.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method, because no statute requires providing leave. Any accrual rate or annual amount is set entirely by the employer's policy.	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement. Whether leave is frontloaded, capped, or carried over depends entirely on the employer's policy.	Not applicable — no statutory list of qualifying reasons and no statutory definition of covered family members. An employer's own policy defines when and for whom promised sick leave may be used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment. The employer must notify employees in writing at hiring of promised wages and make its wage and benefit policies available in writing (§ 95-25.13), but the request and proof rules for using leave are whatever that policy sets.	No statutory paid sick leave, so no statutory pay rate, separation payout, or rehire-restoration duty. Promised sick pay is a 'wage' the employer must pay under its established policy or practice (§ 95-25.2(16)); the employer must give written notice of promised wages at hiring, make policies available, and may reduce promised wages only prospectively and in writing (§ 95-25.13). Unlike earned vacation pay, unused sick leave need not be paid at separation unless the policy so provides. Records and posted policies are governed by § 95-25.13.	No paid-sick-leave-specific poster, individual-notice, or anti-retaliation provision, and no state paid-leave agency program. But sick pay the employer has promised is enforceable as wages: an employee (or the Commissioner of Labor) may recover unpaid amounts plus interest and, generally, liquidated damages equal to the amount owed, with a good-faith discretionary exception, plus reasonable attorneys' fees, within a two-year limitations period (§ 95-25.22).
North Dakota verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. Labor and Employment (N.D.C.C. Title 34) runs from ch. 34-01 to 34-16 — general provisions, employer/employee obligations, termination, minimum wages and hours, child labor, wage collection — and none creates a sick-leave benefit. State law is silent on local sick-leave ordinances, so any city or county rule would need separate review.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours- or days-worked test, or covered-employee class. The employer's policy, contract, or CBA sets any coverage; federal FMLA, workers' compensation, and other named programs are outside this survey.	N/A. No statutory accrual rate, annual entitlement, or service waiting period for private-sector paid sick leave; any accrual and amount come from the employer's policy or agreement.	N/A for a state sick-leave mandate. No statutory frontload option, annual use cap, bank cap, or carryover rule. A use-it-or-lose-it vacation policy is allowed only if the employee had notice and a reasonable opportunity to take the time (N.D. Admin. Code § 46-02-07-02(12)).	N/A. No statewide list of qualifying employee-health, family-care, safety, closure, or bereavement uses and no family definition for a paid-sick benefit; the governing policy or agreement controls.	N/A. No statutory request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment for a private-sector sick benefit; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay, payout, reinstatement, or record duty. Under N.D. Admin. Code § 46-02-07-02(12), general 'any purpose' paid time off, once earned or awarded, is wages that cannot be forfeited at separation and must be paid at the regular rate — but leave held under a separate sick-leave arrangement is expressly excluded from 'paid time off,' so a separate sick-leave balance need not be paid out. The state labor agency adds that a voluntary quit with under one year of service and under five days' notice can also excuse PTO payout if the limit was disclosed in writing at hire (N.D.C.C. § 34-14-09.2).	No paid-sick-leave poster, individual notice, retaliation rule, or penalty scheme. Once a benefit is earned, the general wage duty is enforced by the Department of Labor and Human Rights through the Wage Collection chapter (N.D.C.C. ch. 34-14); other laws supply their own remedies.
Ohio verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave. Ohio law makes fringe benefits — expressly including 'leaves of absence' and 'sick ... pay' — 'exclusively the result of an employer's policy,' an agreement, a contract, or a collective bargaining agreement, except as state or federal law expressly provides (Ohio Rev. Code § 4113.85(A)(1)(c), (B)(9)); nothing requires an employer to adopt such a policy (§ 4113.85(C)). This 2017 law (SB 331) leaves no room for a local sick-leave mandate. No public-health-emergency leave supplement exists.	Not applicable — with no statewide paid-leave law there is no employer-size threshold, days-worked test, or covered/excluded employee class for paid sick leave. Any coverage is defined by the employer's own policy, if it offers one.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method. Any rate or annual amount is set by employer policy.	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement. Whether leave is frontloaded, capped, or carried over depends entirely on the employer's policy.	Not applicable — no statutory list of qualifying reasons and no statutory definition of covered family members. An employer's own policy defines when and for whom promised leave may be used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment. Notice and proof rules are whatever the employer's policy sets.	No statutory paid sick leave, so no statutory pay rate, separation payout, rehire-restoration, or record duty. Sick pay is a fringe benefit governed by the employer's own policy, agreement, or contract (Ohio Rev. Code § 4113.85(B)(9)); the employer must follow what it has promised, and unused leave is paid at separation only if the policy so provides. If a policy is silent on payout, none is required.	No paid-sick-leave poster, individual-notice, or anti-retaliation provision, and no state paid-leave agency or remedy. Because fringe benefits are set by the employer's policy, agreement, or contract, a dispute over promised sick pay is enforced through ordinary contract or wage-payment channels for compensation actually owed, not a paid-leave-specific claim.
Oklahoma verified 2026-07-23	No statewide general private-sector paid sick leave or earned paid leave mandate in current Title 40. Local action is expressly preempted: 40 O.S. § 160 occupies the field and voids local requirements for a minimum number of paid or unpaid vacation or sick-leave days.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. Employer policy, a contract, or a CBA determines coverage; public-employee, school-employee, and other specialized statutes use separate rules outside this survey.	N/A. No statutory private-sector paid-sick-leave accrual rate, annual entitlement, or use waiting period; any accrual and amount are set by the employer's policy or agreement.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general private-sector sick leave; the employer's policy or agreement supplies those terms.	N/A. No statewide general paid-sick-leave list of employee-health, family-care, safety, closure, bereavement, or other qualifying uses, and no family definition for such a benefit; the governing policy or agreement controls.	N/A. No general paid-sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay rate, payment deadline, separation payout, rehire restoration, balance statement, or record duty. Under 40 O.S. § 165.11, an employer that is party to a bona fide written agreement to provide benefits or wage supplements may not willfully fail to fund or furnish them when due; the statute does not itself create a sick-leave benefit.	No general paid-sick-leave poster, individual notice, retaliation protection, complaint process, private action, damages, or penalty scheme. Section 165.11 separately makes willful nonperformance of a bona fide written benefits or wage-supplement agreement a misdemeanor, but it does not create statutory leave.
Oregon verified 2026-07-23	Oregon Sick Time Law, ORS 653.601-.661. State law preempts local sick-leave requirements, while the statewide statute preserves Portland's lower paid-leave threshold through its special 6-employee rule (§§ 653.606(13), 653.661).	All OR employers must provide protected sick time: paid at 10+ employees statewide, unpaid below 10; an employer with a Portland location provides paid time at 6+ (§ 653.606). Employee includes hourly, salary, commission, piece-rate and home-care workers; exclusions include federal-paid-sick-time recipients, independent contractors, assistance-program trainees, work-study students, Railroad Unemployment Insurance Act-exempt workers, and a person employed by parent/spouse/child (§ 653.601). Qualifying multiemployer CBA/trust plans may satisfy the law (§ 653.646).	Accrual starts day 1 at ≥1 hour/30 worked or 1⅓ hours/40; employer may cap annual accrual at 40 hours. Use starts on calendar day 91. FLSA executive/administrative/professional exempt employee presumed 40 hours/week unless normal week is shorter (§ 653.606(1), (3), (5)-(6)).	Employer may frontload 40 hours and avoid ordinary accrual/carryover. Otherwise up to 40 unused hours carry over; policy may cap total bank at 80 hours and annual use at 40. Mutual-consent year-end payout/refill alternative applies to paid time; compliant PTO must meet the law for its first 40 hours (§§ 653.606(1), (3)-(4), 653.611).	Employee/family illness, diagnosis, treatment or preventive care; sick-child home care or qualifying closure and bereavement under § 659A.159; safe-leave purposes under § 659A.272; coworker donation if employer policy allows; public-health-emergency closure, jeopardy or exclusion; and approved/accredited voluntary blood donation (§ 653.616). Family includes spouse/domestic partner; child, parent, sibling/stepsibling, grandparent or grandchild and specified partners; and a blood-or-affinity equivalent (§§ 653.601(4), 659A.150(4)).	Employer must grant available accrued time on request and may use usual procedures if they do not interfere. Foreseeable notice ≤10 days; unforeseeable notice as soon as practicable. Hourly increments, except an undue-hardship policy may use increments ≤4 hours only if ≥56 paid-leave hours are available. Verification generally only after >3 consecutive scheduled workdays; 15-day medical-verification deadline after request when prior notice was absent; employer pays reasonable uncovered costs; no diagnosis/details; abuse-pattern exception. No replacement or make-up shift may be required (§§ 653.606(8), 653.621, 653.626).	Paid time is at regular rate without benefit reduction; commission/piece-rate-only worker gets at least minimum wage, and mixed base-plus-commission/piece-rate worker gets base wage or minimum wage, greater. No separation payout required. Rehire within 180 days restores unused balance; sale/transfer and internal transfer preserve it. Written available-balance notice at least quarterly; health/safe-leave information confidential (§§ 653.601(6)-(7), 653.606(5), (7), (10)-(12), 653.631).	Individual written notice plus quarterly balance notice in employer's usual communication language. Denial, interference, nonpayment, retaliation, discrimination and counting protected sick time under an adverse attendance policy are unlawful. BOLI enforces; employee complaint/civil action is expressly available for retaliation and attendance-policy violations; willful enumerated violations may draw civil penalty ≤$1,000 (§§ 653.256, 653.631, 653.641, 653.651).
Pennsylvania verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave; the state labor agency states 'there is no Pennsylvania labor law which requires an employer to pay an employee not to work,' and sick leave is owed only if the employer has a policy or contract to pay it. Pennsylvania does not preempt local sick-leave laws: Philadelphia, Pittsburgh, and Allegheny County have enacted their own (e.g., the Pittsburgh Paid Sick Days Act, 2015). The state agency 'does not enforce city ordinances,' so within those jurisdictions the local law controls and can require paid sick leave.	Not applicable — with no statewide paid-leave law there is no employer-size threshold, days-worked test, or covered/excluded employee class under state law. Any coverage is defined by the employer's own policy or by a local ordinance where the employee works.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method under state law. Any rate or annual amount is set by employer policy (or by a local ordinance in Philadelphia, Pittsburgh, or Allegheny County).	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement under state law. Whether leave is frontloaded, capped, or carried over depends on the employer's policy or the applicable local ordinance.	Not applicable — no statutory list of qualifying reasons and no statutory definition of covered family members under state law. An employer's own policy, or a local ordinance where it applies, defines when and for whom leave may be used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment under state law. Notice and proof rules are set by the employer's policy or by the applicable local ordinance.	No statutory paid sick leave, so no statewide pay rate, separation payout, reinstatement, or record duty. Paid leave an employer chooses to offer is governed by its own policy or contract, which it must follow. Sick-leave pay is protected under the Pennsylvania Wage Payment and Collection Law only when expressly promised in official business documents such as an employee handbook or memo; absent such a promise, no payout is owed.	No statewide paid-sick-leave poster, notice, retaliation, or agency remedy; the state labor department does not administer or enforce paid sick leave. A written promise of paid leave is enforced as wages under the Wage Payment and Collection Law. Where a local ordinance applies (Philadelphia, Pittsburgh, Allegheny County), that locality — not the state — sets and enforces posting, retaliation, and remedy rules.
Rhode Island verified 2026-07-23	Healthy and Safe Families and Workplaces Act, R.I. Gen. Laws ch. 28-57 (effective July 1, 2018); a statewide sick-and-safe-leave mandate. Local law is preempted upward: § 28-57-8 bars any municipality from requiring benefits in excess of the chapter, so a city cannot add stronger sick-leave rules. Employers may voluntarily provide more, and stronger contracts or collective bargaining agreements are preserved (§ 28-57-12).	Paid leave is required of employers with 18 or more Rhode Island employees; an employer with fewer than 18 must allow the same 40 hours but it may be unpaid (§§ 28-57-4(c), 28-57-5(a)). All of a group's employees are counted (29 C.F.R. § 791.2). 'Employee' excludes independent contractors, subcontractors, work-study participants, and other FLSA-excluded individuals; the federal, state, and municipal governments are outside the paid duty (§§ 28-57-3(7), 28-57-4(d)). Qualifying per-diem nurses and, until July 1, 2018, construction CBA employees are exempt (§ 28-57-4(e),(f)).	Accrue at least one hour per 35 hours worked, up to 40 hours per year (24 in 2018, 32 in 2019, 40 thereafter), unless the employer sets a higher limit. Overtime-exempt employees are assumed to work 40 hours per week, or their shorter normal week. Accrual starts at hire; the employer may impose a use waiting period of up to 90 days (180 days for temporary, 150 days for seasonal employees) (§ 28-57-5(a)-(d),(j),(k)).	The employer may frontload the full annual amount at the start of the year and skip accrual tracking, carryover, and payout (§ 28-57-4(b)). Otherwise accrued leave carries over to the next year, but annual USE stays capped at 40 hours. In lieu of carryover, the employer may pay out unused leave at year-end and also provide the full new-year amount for immediate use (§ 28-57-5(e)). Alternative lump-sum schedules keyed to average weekly hours are also allowed (§ 28-57-14).	The employee's or a family member's mental or physical illness, injury, health condition, diagnosis, care, treatment, or preventive care; a public-official closure of the workplace or a child's school or care for a public-health emergency, or exposure-based isolation; and time related to the employee's or a family member's domestic violence, sexual assault, or stalking (§ 28-57-6(a)). 'Family member' is broad: child, parent, spouse, mother- or father-in-law, grandparents, grandchildren, domestic partner, sibling, a care recipient, or a member of the employee's household (§ 28-57-3(9)).	A request may be oral, written, electronic, or by any means the employer accepts. Foreseeable leave requires advance notice and reasonable scheduling; for unforeseeable leave the employer must have a written notice policy or may not deny leave for noncompliance. The employer may set a minimum increment up to four hours per day if reasonable. Documentation may be required only for absences of more than three consecutive workdays (or in the two weeks before termination); it may not reveal the nature of the illness or the details of the abuse, and a healthcare professional's note or one of four victim-documentation options suffices (§ 28-57-6(b)-(g)).	Paid leave is compensated at the employee's same hourly rate and benefits, and never below the state minimum wage (§ 28-57-3(11)). No financial reimbursement for unused leave is required at termination, resignation, retirement, or other separation (§ 28-57-5(f)). Rehire within 135 days restores previously accrued unused leave, and a successor employer must honor accrued leave (§ 28-57-5(g),(h)). No replacement-worker may be required (§ 28-57-6(k)); recordkeeping follows the chapter 12 enforcement framework.	Notice and enforcement follow the Minimum Wage Act (ch. 12) and the Payment of Wages Act (ch. 14): the Department of Labor and Training publishes a required Notice to Employees poster, and an aggrieved employee gets the same protections and relief as under chapters 12 and 14. A violating employer is liable for a civil penalty of at least $100 for a first violation, with later violations under chapter 12 penalties (§ 28-57-10). Health and domestic-violence information must be kept confidential (§ 28-57-11). An employer may still discipline demonstrated fraud or a clear misuse pattern (§ 28-57-6(i),(j)).
South Carolina verified 2026-07-23	No statewide paid sick leave or earned paid leave mandate for private employers. S.C. Code § 41-1-25 runs the other way: it defines paid sick leave as an 'employee benefit' and bars any political subdivision — city, county, school district, special-purpose or public-service district — from establishing, mandating, or requiring it (subsection (B)), so no local ordinance can create one. Bills to enact a South Carolina Paid Sick Leave Act have repeatedly died in committee.	No mandate, so no statutory size threshold or coverage test. Paid sick leave is governed by the employer's own policy, an employment contract, or a collective bargaining agreement. The § 41-1-25 preemption applies statewide but does not stop a political subdivision from setting benefits for its own employees (subsection (C)). Unpaid, job-protected federal FMLA leave may still apply to larger employers.	N/A. No statutory accrual rate, annual entitlement, or waiting period; any accrual and amount are set by employer policy.	N/A. No statutory frontloading, use cap, bank cap, or carryover rule; carryover and any use-it-or-lose-it term are set by employer policy.	N/A. No statutory list of qualifying reasons or covered family members; permitted uses depend entirely on the employer's policy.	N/A. No statutory notice, documentation, replacement-worker, or increment rule; any doctor's-note or advance-notice requirement is a matter of employer policy.	No sick-leave pay rate, reinstatement, or record duty is imposed for sick leave itself. But if an employer's policy or contract promises paid sick leave, the Payment of Wages Act counts 'sick leave payments which are due' as wages (§ 41-10-10(2)); earned, vested sick pay must then be paid at separation within 48 hours or the next payday, which may not exceed 30 days (§ 41-10-50).	No sick-leave-specific posting, retaliation, or enforcement scheme. General wage enforcement reaches promised sick pay: the Department of Labor, Licensing and Regulation investigates wage complaints, and an employee may recover three times the unpaid wages plus costs and attorney's fees within three years (§ 41-10-80). Separate law protects an employee who serves on a jury or complies with a subpoena (§ 41-1-70).
South Dakota verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. Labor and Employment (SDCL Title 60) covers employment terms, employer/employee obligations, termination, wages/hours/conditions (ch. 60-11), unions, and child labor, but no chapter creates a sick-leave benefit. State law is silent on local sick-leave ordinances, so any city or county rule would need separate review. A 2018 paid-sick-leave bill (SB 120) was deferred and did not pass.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours- or days-worked test, or covered-employee class. The employer's policy, contract, or CBA sets any coverage; federal FMLA, workers' compensation, and other named programs are outside this survey.	N/A. No statutory accrual rate, annual entitlement, or service waiting period for private-sector paid sick leave; any accrual and amount come from the employer's policy or agreement.	N/A. No statutory frontload option, annual use cap, bank cap, or carryover rule. A use-it-or-lose-it policy is permitted, and the employer's policy supplies the terms.	N/A. No statewide list of qualifying employee-health, family-care, safety, closure, or bereavement uses and no family definition for a paid-sick benefit; the governing policy or agreement controls.	N/A. No statutory request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment for a private-sector sick benefit; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay, payout, reinstatement, or record duty, and no statutory vacation or PTO payout. Wage-payment chapter 60-11 contains no leave-payout provision, so unused sick leave is paid out only if the employer's policy or contract promises it. Final wages for hours worked are due by the next regular payday after separation, whether the employee is discharged or quits (SDCL §§ 60-11-10, 60-11-11).	No paid-sick-leave poster, individual notice, retaliation rule, or penalty scheme. Once wages or a promised benefit are due, the wage-payment chapter (SDCL ch. 60-11) and the Department of Labor and Regulation supply general enforcement; other laws supply their own remedies.
Tennessee verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave; TDLWD says Tennessee law does not regulate fringe benefits and company policy controls. Local mandates are preempted: § 7-51-1802(b) bars local leave policies that add to state requirements, and current § 7-51-1802(g), effective March 6, 2026, preempts the entire field of employment terms unless state law expressly allows local action.	Not applicable — with no statewide paid-leave mandate there is no employer-size threshold, days-worked test, or covered/excluded employee class for paid sick leave. Any coverage is defined by the employer's policy or labor agreement.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method. Any rate or annual amount is set by employer policy or agreement.	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement. Whether leave is frontloaded, capped, or carried over depends on employer policy or agreement.	Not applicable — no statutory list of paid-sick-leave uses and no statutory definition of covered family members. The employer's policy or agreement defines when and for whom voluntary leave may be used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment for paid sick leave. The employer's policy or agreement supplies those terms.	No statutory paid-sick-leave pay rate, separation payout, rehire-restoration, balance-statement, or record duty. TDLWD states unused fringe benefits need not be paid at separation unless the employer's policy or labor agreement specifically requires payment.	No paid-sick-leave poster, individual-notice, anti-retaliation, agency-enforcement, or paid-leave-specific remedy provision. Any voluntary benefit is governed by the employer's policy or labor agreement; separate laws may protect other kinds of leave or conduct.
Texas verified 2026-07-22	No statewide statute requires private employers to provide paid sick leave or earned paid leave; the state labor agency's official employer guidance confirms no Texas law mandates paid or unpaid leave. Tex. Lab. Code § 1.005 broadly preempts municipal/county ordinances regulating employment leave unless another statute expressly authorizes them	Not applicable — with no statewide paid-leave law there is no employer-size threshold, days-worked test, or covered/excluded employee class for paid sick leave. Any coverage is defined by the employer's own policy, if it offers one.	Not applicable — no statutory accrual rate, annual entitlement, waiting period, or alternative accrual method. Any rate or annual amount is set by employer policy.	Not applicable — no statutory frontloading rule, annual use cap, bank cap, or carryover requirement. Whether leave is frontloaded, capped, or carried over depends entirely on the employer's policy.	Not applicable — no statutory list of qualifying reasons and no statutory definition of covered family members. An employer's own policy defines when and for whom promised leave may be used.	Not applicable — no statutory request method, advance-notice standard, documentation limit, confidentiality rule, or minimum use increment. Notice and proof rules are whatever the employer's policy sets.	No statutory paid sick leave, so no statutory pay rate, separation payout, rehire-restoration, or record duty. But sick-leave pay promised under a written agreement or written policy is 'wages' under the Texas Payday Law (Lab. Code § 61.001(7)); it must be paid as the policy provides, and unused leave is owed at separation only if the written policy so states. If a policy is silent on payout, none is required.	No paid-sick-leave poster, individual-notice, or anti-retaliation provision. An employee owed promised, unpaid sick-leave pay may file a wage claim with the Texas Workforce Commission within 180 days under the Payday Law (Lab. Code §§ 61.051-61.053); a bad-faith employer faces an administrative penalty up to the lesser of the wages claimed or $1,000. There is no state paid-leave-specific remedy beyond wage-claim recovery of what was promised.
Utah verified 2026-07-23	No statewide general private-sector paid sick leave or earned paid leave mandate in current Utah Code Title 34. No leave-specific local preemption or stronger-local-law clause was identified there; § 34-40-106 expressly restricts local minimum wages, not paid-leave requirements.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. Any voluntary benefit is governed by employer policy, contract, or CBA; public-employee and specialized leave statutes use separate rules outside this survey.	N/A. No statutory private-sector paid-sick-leave accrual rate, annual entitlement, or use waiting period; any accrual and amount are set by the employer's policy or agreement.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule for general private-sector sick leave; the employer's policy or agreement supplies those terms.	N/A. No statewide general paid-sick-leave list of employee-health, family-care, safety, closure, bereavement, or other qualifying uses, and no family definition for such a benefit; the governing policy or agreement controls.	N/A. No general paid-sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay rate, payment deadline, separation payout, rehire restoration, balance statement, or record duty. Utah Code § 34-28-2 defines wages as amounts due for labor or services but does not create a sick-leave benefit or make unused sick time payable; policy or agreement terms must be checked separately.	No general paid-sick-leave poster, individual notice, retaliation protection, complaint process, private action, damages, or penalty scheme. The Utah Labor Commission states that an employer that establishes a benefit policy or practice is expected to follow it in a nondiscriminatory manner, but that guidance does not create statewide sick leave.
Vermont verified 2026-07-23	Vermont Earned Sick Time Act, 21 V.S.A. §§ 481–486 (Act 69 of 2016), in force since Jan. 1, 2017 (small employers since Jan. 1, 2018). Sets a statewide paid earned-sick-time floor; an employer may be more generous, and a policy or CBA may not diminish these rights (§ 484(e)). Amended by 2023 Act 85 (eff. July 1, 2024) and 2025 Act 18 (eff. May 13, 2025).	All employers doing business in or operating within Vermont, any size (§ 481(1)); a new employer is exempt for one year after its first hire. A covered employee works an average of at least 18 hours per week; excluded are federal employees, workers under 18, short-term (20-weeks-or-fewer) and per-diem/intermittent workers, certain substitute educators and exempt state employees, per-diem health-care-facility staff, and owner-officers excluded from workers' comp (§ 481(5)).	One hour of earned sick time per 52 hours worked (§ 482(a)); accrual begins at hire or when the employer becomes covered. An employer may impose up to a one-year use waiting period for a new hire, during which time still accrues but cannot be used (§ 482(b)). Annual accrual may be capped at 40 hours in a 12-month period (§ 482(c)).	An employer may frontload the full annual amount at the start of each annual period; if it does, unused time need not carry over (§ 484(a)(2)). Otherwise unused earned sick time carries over and accrual continues into the next year (§ 483(d)(1)), though annual use may still be capped at 40 hours (§ 483(c)). A discretionary year-end payout of unused time removes that amount from carryover (§ 483(d)(2)).	The employee's own illness or injury; diagnostic, preventive, routine, or therapeutic health care; care for a covered family member; domestic-violence, sexual-assault, or stalking services or relocation; and a family member's school or business closing for public health or safety (§ 483(a)). Family covers parent, grandparent, spouse, child, brother, sister, parent-in-law, grandchild, and foster child.	A request may be informal, but an employer may require reasonable efforts not to schedule routine care during work hours and notice as soon as practicable of the intent and expected duration (§ 483(h)). An employer may not require the employee to find a replacement worker (§ 483(g)). The smallest use increment is whatever the payroll system uses for other absences, but need not be under one hour (§ 483(b)); the Act sets no documentation requirement.	Earned sick time is paid at the greater of the employee's normal hourly wage or the Vermont minimum wage, and group insurance continues during use (§ 482(d)). Unused time need not be paid at separation unless agreed (§ 483(e)). An employee discharged and rehired by the same employer within 12 months resumes accrual and use without a new waiting period, though the prior balance is restored only if agreed (§ 483(f)).	The employer must post notice of these provisions in a conspicuous place and tell each employee of them at hire (§ 483(j)). Retaliation is prohibited (§ 483(l), applying 21 V.S.A. § 397), and a violation is subject to the penalty provisions of 21 V.S.A. § 345, enforced by the Commissioner of Labor under § 342a (§ 483(m)–(n)).
Virginia verified 2026-07-22	Two regimes. In force now: paid sick leave for home health workers only (Va. Code §§ 40.1-33.3 to 40.1-33.6, 2021). Enacted statewide mandate (§§ 40.1-33.6:1 to 40.1-33.6:7; 2026 Va. Acts ch. 1129) takes effect July 1, 2027 and phases by employer size to all employers Jan. 1, 2029. The statewide law is a floor that does not preempt greater local or other protections (§ 40.1-33.6:2(K)); the home-health law is silent on local rules.	Home-health law (now): every employer except a federal agency must cover a home health worker (personal care, respite, or companion services under consumer-directed Medicaid) averaging at least 20 hours/week or 90 hours/month; excludes a Health-Professions licensee employed by a licensed hospital working no more than 30 hours/month. Statewide law: employer means 50+ employees from 7/1/2027, 25+ from 1/1/2028, and 1+ from 1/1/2029, and includes the Commonwealth; it excludes the home-health class and certain licensed or as-needed health-care and railroad workers (§§ 40.1-33.3, 40.1-33.6:1, 40.1-33.6:4).	Both regimes: at least one hour per 30 hours worked, accruing from the start of employment; no more than 40 hours accrued or used per year unless the employer sets a higher limit. Overtime-exempt employees are assumed to work 40 hours/week (less if their normal week is shorter). The statewide law adds fee-for-service accrual by regulation and treats a 40-hour year-start grant as satisfying the accrual duty (§§ 40.1-33.4, 40.1-33.6:2).	Accrued unused leave carries over to the next year in both regimes; the annual accrual and use cap is 40 hours. An employer may provide the full expected year up front; under the statewide law, granting 40 hours at year start is deemed to satisfy the accrual and carryover duty, while the home-health law still states carryover without that express frontload exemption. A sufficient PTO policy or qualifying collective bargaining agreement can substitute (§§ 40.1-33.4, 40.1-33.6:2).	Employee's or a family member's mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment; and preventive care. The statewide law adds absences for domestic violence, sexual assault, or stalking (medical or mental-health care, counseling, legal services, relocating or securing a home, or other victim services). Family is broad: child, parent, spouse (statewide adds domestic partner), grandparent, grandchild, sibling, a person the employee arranges care for, and any blood or affinity equivalent (§§ 40.1-33.3, 40.1-33.5, 40.1-33.6:1, 40.1-33.6:3).	Request may be oral, written, or electronic and should state expected duration. Foreseeable leave needs a good-faith advance notice and non-disruptive scheduling; an employer that requires notice must give a written policy or may not deny leave for noncompliance. No replacement worker or make-up shift may be required. Documentation is allowed only for absences of three or more consecutive workdays. The statewide law defaults to hourly increments and requires confidentiality of health and abuse information (§§ 40.1-33.5, 40.1-33.6:3).	Paid at the employee's normal rate with the same benefits (statewide: the § 40.1-29.3(B) regular rate), never below the minimum wage without a tip credit. No payout of unused leave at separation. The statewide law adds transfer and successor-employer continuity, restoration of unused leave on rehire within 12 months, and a three-year recordkeeping duty set by regulation; the home-health law is silent on payout, rehire, and records (§§ 40.1-33.3, 40.1-33.6:2, 40.1-33.6:5).	Both regimes bar retaliation for requesting, using, or alleging a violation of the leave right. The home-health law names no penalty or private action. The statewide law adds posting and written-notice duties (by regulation), an interference ban, Commissioner or Attorney General enforcement, civil penalties up to $150, $300, then $500 by violation count, and an employee civil action for twice the unpaid leave plus twice actual damages, reinstatement, lost wages, and fees, with a one-year complaint and two-year suit limit (§§ 40.1-33.6, 40.1-33.6:5, 40.1-33.6:6, 40.1-33.6:7).
Washington verified 2026-07-22	Washington Minimum Wage Act paid sick leave, RCW 49.46.200 and 49.46.210 (Initiative 1433, 2016; effective Jan. 1, 2018; amended through 2025). Statewide mandate, no employer-size threshold. State law is a floor: it does not bar more generous employer policies (§ 49.46.210(1)(e)), and stronger local ordinances (such as Seattle, Tacoma, and SeaTac) may add rights. Separate rules cover transportation-network-company drivers (§ 49.46.210(5)).	Every employer covered by the Minimum Wage Act must provide paid sick leave to each covered employee; no minimum headcount. 'Employee' excludes individuals in a bona fide executive, administrative, or professional capacity and outside salespersons, certain hand-harvest agricultural and casual in-home workers, and other classes listed in § 49.46.010(4), so salaried white-collar exempt staff generally are not covered. Construction workers have a special separation-payout rule (§ 49.46.210(1)(l)).	At least one hour of paid sick leave for every 40 hours worked, accruing from the start of employment. The statute sets no cap on the rate of earning, but use begins on the 90th calendar day of employment. Front-loading is allowed if it meets or exceeds the accrual, use, and carryover requirements (§ 49.46.210(1)(a), (d)).	Accrued unused leave carries over to the next year, but an employer need not allow carryover above 40 hours (§ 49.46.210(1)(j)). Front-loading is permitted if it meets the accrual, use, and carryover minimums. No general payout of unused leave at separation; a construction-industry employer must cash out the unused balance of a construction worker who separates before reaching the 90-day eligibility (§ 49.46.210(1)(k)-(l)).	The employee's or a family member's mental or physical illness, injury, or health condition, medical diagnosis/care/treatment, and preventive care; closure of the workplace or a child's school or place of care by a public official for a health reason or after an emergency declaration; a judicial or administrative immigration proceeding involving the employee or a family member; and domestic-violence-act (ch. 49.76) safety absences. Family means child, grandchild, grandparent, parent, sibling, and spouse or registered domestic partner, plus a person who lives in the employee's home whom the employee is expected to care for (§ 49.46.210(1)(b)-(c), (2)).	An employer may require reasonable notice of an absence so long as it does not interfere with lawful use. For absences exceeding three days, the employer may require verification that does not impose an unreasonable burden or expense; for immigration-proceeding leave, a document from a listed advocate, attorney, or clergy member, or the employee's written statement, must be accepted. No replacement worker may be required (§ 49.46.210(1)(f)-(h)). The statute states no minimum-use increment for ordinary employees; agency rules govern increments.	Each hour of paid sick leave is paid at the greater of the state minimum wage or the employee's normal hourly compensation, and the employer must regularly notify the employee of the available balance (§ 49.46.210(1)(i)). No payout of accrued unused leave at separation (except the construction-worker rule); if the employee is rehired within 12 months, previously accrued unused leave is reinstated and prior service counts toward the 90-day use eligibility (§ 49.46.210(1)(k)). Recordkeeping is required under § 49.46.100 and agency rules.	An employer may not adopt a policy that counts paid sick leave use as an absence leading to discipline, and may not discriminate or retaliate for the exercise of these rights (§ 49.46.210(3)-(4)). The Department of Labor and Industries enforces the chapter; an employer that pays less than owed is liable to the employee for the full amount due plus costs and reasonable attorney fees, and the director may pursue the claim (§ 49.46.090). A violation or retaliatory discharge is a gross misdemeanor (§ 49.46.100).
West Virginia verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. Chapter 21's complete labor-article index has no such act; Article 5D Parental Leave covers state government/county-board employees only. With no statewide private scheme, there is no scheme-specific local savings/preemption clause.	No general mandate, employer-size threshold, or covered private-employee class. W. Va. Code § 21-5-9(3) nevertheless applies to private employers that have vacation, sick-leave, or comparable policies and requires those practices/policies to be made available.	N/A. No state-set private-sector accrual rate, annual entitlement, or service waiting period; employer policy, contract, or CBA sets whether leave exists and how it is earned.	N/A. No statewide private-sector frontloading option, annual use cap, bank cap, or carryover floor. The employer's disclosed policy or agreement supplies those terms.	N/A. No statewide private-sector list of employee-health, family-care, safety, closure, bereavement, or other uses and no family definition for an employer-provided sick benefit; policy or agreement controls, subject to separate law.	N/A. No general private-sector sick-leave request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment. The disclosed policy controls, subject to separate disability, family-leave, discrimination, and privacy laws.	No sick-leave-specific pay, payout, reinstatement, balance, or record rule. Under § 21-5-1(c), (l), then-accrued sick leave is wages only when calculable and payable directly under the employer agreement; the statute does not require calculation contrary to that agreement.	No private-sector paid-sick rights poster, use-specific retaliation rule, complaint process, or sick-specific remedy. Section 21-5-9(3) requires written or accessible posted sick-leave policy disclosure; ordinary wage remedies apply only if a policy-created amount qualifies as unpaid wages.
Wisconsin verified 2026-07-22	No statewide private-employer paid-sick or general earned-paid-leave mandate; DWD states Wisconsin law does not require sick leave with or without pay. Wis. Stat. § 103.10(1m) bars city/village/town/county private-employer paid or unpaid leave ordinances for health, preventive care, family care, domestic/sexual abuse or stalking needs, and other family/medical/health issues; local-government employee ordinances are excepted, and covered ordinances in force May 20, 2011 are void.	Not applicable — no paid-sick-leave employer-size threshold, work test, or covered/excluded class. The separate Wisconsin FMLA generally covers 50+ permanent-employee employers and employees with >52 consecutive weeks and ≥1,000 hours, but it creates unpaid protected leave rather than a paid sick bank (§ 103.10(1)(c), (2)(c), (5)).	Not applicable — no statutory paid-sick-leave accrual rate, annual entitlement, waiting period, or alternative accrual method. Any paid sick/PTO accrual is supplied by employer policy or agreement.	Not applicable — no statutory paid-sick-leave frontloading rule, use cap, bank cap, carryover requirement, or PTO-substitute standard. Employer policy or agreement supplies any such terms.	Not applicable — no statewide paid-sick-leave qualifying-use list or covered-family definition. Section 103.10(1m) instead preempts local private-employer leave mandates across health, preventive-care, family-care, safety, and other family/medical reasons.	Not applicable — no paid-sick-leave request form, notice standard, replacement-worker rule, documentation limit, confidentiality rule, or minimum increment. Any voluntary benefit uses its policy or agreement; separate Wisconsin FMLA procedures govern only qualifying protected family/medical leave.	No statutory paid-sick-leave rate, payout, rehire restoration, balance statement, or paid-leave record duty. DWD says Wisconsin employers need not provide sick-pay fringe benefits; once an employer creates a benefit policy, its written terms and conditions govern, including unused-benefit payout.	No paid-sick-leave poster, individual notice, anti-retaliation provision, agency complaint, private action, or paid-leave-specific remedy. Rights tied to an established employer policy or a separate leave/wage law must be analyzed under that policy or law.
Wyoming verified 2026-07-23	No statewide private-sector paid sick leave or earned paid leave mandate. Title 27 (Labor and Employment) has no sick-leave chapter, and Wyoming law is silent on local sick-leave ordinances, so any city or county rule would require separate review.	No general mandate, so there is no paid-sick-leave employer-size threshold, hours-worked test, or covered-employee class. The employer's policy, contract, or CBA sets any coverage; workers' compensation and other named programs are outside this survey.	N/A. No statutory accrual rate, annual entitlement, or service waiting period for private-sector paid sick leave; any accrual and amount come from the employer's policy or agreement.	N/A. No statutory frontloading option, annual use cap, bank cap, or carryover rule. A use-it-or-lose-it policy is permitted, and the employer's policy supplies the terms.	N/A. No statewide list of qualifying employee-health, family-care, safety, closure, or bereavement uses and no family definition for a paid-sick benefit; the governing policy or agreement controls.	N/A. No statutory request method, notice standard, documentation limit, replacement-worker rule, confidentiality rule, or minimum increment for a private-sector sick benefit; policy or agreement controls, subject to separately applicable law.	No sick-leave-specific pay rate, payout, reinstatement, or record duty. The Wage Payment Act (W.S. 27-4-501(a)(iii)) counts fringe benefits as wages but lets an employer decline to pay out unused sick or personal leave at separation; unused vacation is payable unless a written, acknowledged policy forfeits it.	No paid-sick-leave poster, individual notice, retaliation rule, or penalty scheme. Once a benefit is agreed, W.S. 27-4-507 makes it unlawful to fraudulently fail to pay agreed fringe benefits or to pay less than a contract or CBA sets, enforced through the Department of Workforce Services; other laws supply their own remedies.

All 51 jurisdictions verified. Each state page shows the statute text and verification date behind its row.

Have a specific situation?

A 50-state comparison shows the landscape. Ezel answers your exact question under your state's law, applied to your facts, with citations.

Opens in Ezel Pro. Every answer cites the authority it relies on.