What are the California rules on providing and paying for sick leave for my employees?

California law requires you to provide paid sick leave to your employees and allow them to use it for specific health-related reasons. You must follow state rules for how leave is earned, used, and paid. Here's how to comply with California's paid sick leave rules: Step 1: Determine Employee Eligibility Nearly all employees who work in California for the same employer for 30 or more days within a year are covered. Employees can begin using their accrued sick leave on their 90th day of employment. Step 2: Choose Your Sick Leave Method You have two primary options. You can either let employees accrue leave, earning at least one hour for every 30 hours worked, or you can "front-load" the full amount (at least 24 hours or 3 days) at the beginning of each year. Step 3: Provide Written Notice You must give each employee written information about their sick leave rights when they are hired. You must also display a paid sick leave poster in a place where employees can easily read it. You can find the required poster on the California Labor Commissioner's Office website. Step 4: Track and Report Leave Balances You must show an employee’s available sick leave balance on their pay stub or in a separate document provided with their paycheck. This ensures employees know how much time they have available. Step 5: Pay for Sick Leave Correctly When an employee uses paid sick leave, you must pay them at their regular rate of pay. The payment must be made on the regular payday for the pay period in which the sick leave was taken. Important considerations: Employees can use sick leave for their own illness or preventative care, or to care for a family member. You can cap the amount of sick leave an employee can use per year at 24 hours (or 3 days) and cap the total amount they can accrue at 48 hours (or 6 days). Note: You cannot require an employee to find a replacement worker as a condition for taking sick leave. You also cannot retaliate against an employee for using their leave. Be aware that several California cities, including Los Angeles, San Francisco, and San Diego, have their own sick leave ordinances that may provide greater benefits. This is general information and does not constitute legal advice. For complex situations, consult with a qualified California attorney.