Over the past few years, many state and local governments have enacted paid sick leave laws. While the City of Chicago as well as the state of Illinois are currently on the verge of enacting paid sick leave laws, four local jurisdictions in California (Los Angeles, San Diego, San Francisco, Santa Monica) and one in Minnesota have recently enacted laws that require private sector employers to provide paid sick leave for their employees. Following are snapshots of these new laws:
Name of Ordinance and Jurisdiction
Number of Required Sick Leave Hours
Where to get additional information
“ Paid Sick Leave and Minimum Wage Ordinance”
City of Los Angeles, CA
Any person who directly or indirectly employs or exercises control over the wages, hours or working conditions of an employee
One hour of sick leave for every 30 hours worked
July 1, 2016
Office of Wage Standards of the Bureau of Contract Administration, City of Los Angeles
“Earned Sick Leave and Minimum Wage Ordinance”
City of San Diego, CA
Approved by voters June 7, 2016. Ordinance takes effect immediately following certification of election results
City of San Diego
“Paid Sick Leave Ordinance”
City and County of San Francisco, CA
Any person who directly or indirectly (including through the services of a temporary services or staffing agency or similar entity) employs or exercises control over the wages, hours or working conditions of an employee
January 1, 2017
Office of Labor Standards Enforcement, City and County of San Francisco
“Paid Sick Leave and Minimum Wage Ordinance”
City of Santa Monica, CA
Any person who directly or indirectly (including through the services of a temporary services or staffing agency or similar entity) employs or exercises control over the wages, hours or working conditions of an employee.
(was originally to take effect July 1, 2016; City Council amended effective date)
City of Santa Monica
Also see More State and Local Paid Sick Leave Laws, Benefit Beat, 4/11/16)
“Minneapolis Sick and Safe Time Ordinance”
City of Minneapolis, MN
A person or entity employing one or more employees.
July 1, 2017
City of Minneapolis
Please contact your CBIZ representative if you would like a more detailed summary of any of these ordinances.
The information contained in this article is provided as general guidance and may be affected by changes in law or regulation. This article is not intended to replace or substitute for accounting or other professional advice. Please consult a CBIZ professional. This information is provided as-is with no warranties of any kind. CBIZ shall not be liable for any damages whatsoever in connection with its use and assumes no obligation to inform the reader of any changes in laws or other factors that could affect the information contained herein.
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