Paid Sick Leave Law: A Look at Employer Compliance Options

Effective July 1, 2015, under the Healthy Workplaces, Healthy Families Act of 2014, all California employers must provide their California employees with at least 3 days (24 hours) of paid sick leave per year.

Unlike several other California leave laws, there is no exemption for small employers. The new law applies to employees (exempt and non-exempt) who work in California 30 days or more in a year. This includes temporary, part-time, and seasonal employees, and out-of-state employees who work in California 30 or more days in a calendar year.

With the signing of this legislation many employers are questioning what options they have to comply with the new law and how existing or newly adopted employer policies will coordinate with this new mandate.

AB 1522 (Gonzalez; D-Sherman Heights; Chapter 317) provides employers with three options by which to satisfy the requirement to provide employees with paid sick leave, thereby offering employers some flexibility to implement a new or existing policy.

Click here to learn more about the three options employers have.