When Do Sick Days Reset in California?

Understanding California Sick Leave Law

California law requires employers to provide a minimum amount of paid sick leave to employees. The California Healthy Workplaces, Healthy Families Act of 2014 mandates that employers provide at least 24 hours or three days of paid sick leave per year.

This law applies to most employees who work in California for 30 or more days within a year from the start of their employment, with some exceptions for certain industries and collective bargaining agreements.

Accrual and Carryover of Sick Leave

Under California law, employees accrue sick leave at a rate of one hour for every 30 hours worked, although employers may choose to provide a lump sum of 24 hours at the beginning of each year.

If an employer chooses the accrual method, unused sick leave must be carried over to the next year, although employers may cap the total accrual at 48 hours or six days.

Sick Leave Reset and Anniversary Date

The reset date for sick leave in California depends on the employer's policy. If the employer uses an accrual method, the sick leave balance typically resets on the employee's anniversary date, which is the date they started working for the employer.

However, if the employer provides a lump sum of 24 hours at the beginning of each year, the reset date is typically January 1st or the start of the employer's benefit year.

Employee Rights and Protections

California law provides strong protections for employees who need to take sick leave. Employees are entitled to use accrued sick leave for their own health needs or to care for a family member.

Employers are prohibited from retaliating against employees for taking sick leave, and employees may file a complaint with the California Labor Commissioner if they believe their rights have been violated.

Employer Obligations and Record-Keeping

Employers in California must maintain accurate records of employees' sick leave accrual and usage. Employers must also provide employees with written notice of their available sick leave balance at least once a month.

Employers who fail to comply with California's sick leave law may face penalties and fines, including reimbursement of sick leave wages and other damages.

Frequently Asked Questions

California law requires employers to provide at least 24 hours or three days of paid sick leave per year.

The reset date for sick leave in California depends on the employer's policy, but it's typically on the employee's anniversary date or January 1st.

Yes, if an employer uses the accrual method, unused sick leave must be carried over to the next year, although employers may cap the total accrual at 48 hours or six days.

You can use accrued sick leave for your own health needs or to care for a family member, including a spouse, domestic partner, parent, or child.

No, California law prohibits employers from retaliating against employees for taking sick leave, and you may file a complaint with the California Labor Commissioner if you believe your rights have been violated.

You can file a complaint with the California Labor Commissioner's Office, which will investigate your claim and take enforcement action if necessary.