California’s paid sick leave law has been significantly expanded. Learn how SB 616 and upcoming 2025 changes provide stronger protections and more days off for employees.
For California workers, knowing your rights is the first step to protecting them. Paid sick leave is a fundamental workplace protection, and recent changes have made it stronger than ever. At Leeran S Barzilai Law, we stand with employees. This guide breaks down the evolution of California’s mandatory paid sick leave—from its beginnings to the major expansions taking effect now—so you can understand exactly what you’re entitled to.
The Foundation: The Healthy Workplaces, Healthy Families Act (2015)
The journey began with the Healthy Workplaces, Healthy Families Act of 2014, which took effect on July 1, 2015. This landmark law established the baseline right for most employees to earn and use paid sick leave.
- Accrual: Employees earned at least 1 hour of leave for every 30 hours worked.
- Annual Minimum: Employers were required to provide at least 24 hours (or 3 days) of paid sick leave per year.
- Cap: The accrual cap was set at 48 hours.
While a critical first step, this baseline often fell short of covering real-world needs, especially for employees dealing with chronic illness, family care, or recovery from serious incidents.
Major Upgrade: SB 616 (Effective January 1, 2024)
Recognizing the need for stronger protections, California enacted Senate Bill 616 (SB 616), which significantly boosted paid sick leave benefits starting January 1, 2024. This was a substantial win for workers.
- Increased Leave: The minimum annual leave entitlement jumped from 24 to 40 hours (or 5 days).
- Faster Accrual: Employees must now accrue at least 24 hours by their 120th day of employment and the full 40 hours by their 200th day.
- Higher Cap: The accrual cap was raised from 48 to 80 hours (10 days), allowing workers to bank more time for when it’s needed most.
- Broader Protections: Critically, anti-retaliation protections were extended to include employees under collective bargaining agreements, closing a previous loophole.
Further Expansion: 2025 Changes for Critical Circumstances
The expansion continues. Two new laws—SB 1105 and AB 2499—take effect January 1, 2025, broadening how paid sick leave can be used to include situations involving personal safety.
Employees will be able to use their accrued sick leave for needs arising from:
- Domestic Violence
- Sexual Assault
- Stalking
This includes time off to seek a restraining order, attend court proceedings, receive medical or psychological counseling, or relocate for safety. This change acknowledges that health and safety are deeply interconnected.
What This Means for You: Key Employee Takeaways
- You Are Likely Eligible: Most employees in California, including part-time and temporary workers, are covered.
- You Have More Time: You are entitled to a minimum of 5 days (40 hours) of paid sick leave per year as of 2024.
- Your Leave is Protected: It is illegal for your employer to retaliate against you for using or requesting to use your lawful sick leave.
- Usage is Broad: You can use sick leave for your own mental or physical illness, preventive care, or to care for a family member. Starting in 2025, this expands to include designated safety needs.
When Employers Get It Wrong: How Our Law Firm Fights for You
Despite clear laws, some employers deny accrual, refuse valid requests, retaliate, or fail to properly communicate these rights. If you have been:
- Denied the use of your accrued sick leave,
- Threatened or punished for taking sick time,
- Not provided with the increased 40 hours as required in 2024, or
- Had your request for safety-related leave in 2025 wrongfully denied,
you may have a legal claim. At Leeran S Barzilai Law, our practice is dedicated to representing employees. We help workers enforce their rights to paid sick leave, combat illegal retaliation, and recover the wages and compensation they are owed.
Don’t let an employer shortchange your health, safety, or legal rights. If you believe your paid sick leave rights have been violated, contact our firm for a confidential consultation to discuss your situation.
Disclaimer: This video is for informational purposes only and does not constitute legal advice. For guidance specific to your situation, please consult with a qualified HR professional or employment law attorney in California.
Need help with HR compliance? Our team specializes in navigating California’s complex labor laws. For a compliance review or policy update, visit our website: 👉 https://lbatlaw.com/
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IMPORTANT DISCLAIMERS:
AI-Generated Content Disclosure: The core legal information is based on California law, but the presentation and structure were AI-enhanced for educational clarity.
Legal Disclaimer: This video is for educational and informational purposes only. It does not constitute legal advice, nor does it create an attorney-client relationship. You should consult directly with a qualified California attorney licensed in your state for advice on your specific legal situation. Laws and procedures change, and your individual circumstances require personalized counsel.
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