Allred, Maroko & Goldberg Law represents employees across California when employers violate their workplace rights, including paid sick leave protections that continue to evolve under California law. As we begin 2026, employees should understand how paid sick leave laws apply, what employers are required to provide, and what steps can be taken if violations occur. These laws affect wages, job security, health, and family responsibilities, making compliance and awareness critical.
This guide explains what employees should know about paid sick leave laws in 2026 and how to protect their rights.
Overview of Paid Sick Leave in California
California paid sick leave is primarily governed by the Healthy Families Act and related provisions in the California Labor Code. The paid sick leave law requires most California employers to provide paid sick leave to eligible employees, whether they are full-time, part-time, or temporary.
Paid sick leave allows employees to take paid time off when they or a family member need medical care or support.
Who Is Covered by Paid Sick Leave Laws
Most employees are entitled to paid sick leave, including:
- Hourly and salaried employees
- Part-time and temporary workers
- New hires and current employees
Some exempt employees are also covered, depending on their minimum annual salary and job classification. Coverage applies to most employers operating in California, regardless of size.
How Paid Sick Leave Is Accrued
Paid sick leave is generally accrued based on hours worked. Accrued sick leave increases over time (unless used) and must be tracked accurately in personnel records.
Key points employees should know:
- Accrued sick leave must be documented
- Employers must disclose sick leave balances
- Unused sick leave might carry over year to year
Some employers plan frontload sick leave – such as at the beginning of the calendar year or an employee’s work anniversary – instead of using accrual.
Permitted Uses of Paid Sick Leave
Paid sick leave can be used for more than personal illness. Employees may take paid sick leave for:
- Their own physical or mental disability
- Medical appointments or treatment
- Care for a family member
- Issues related to domestic violence or certain crimes
A family member can include a child, parent, spouse, registered domestic partner, grandparent, sibling, or designated person, depending on the circumstances.
Designated Person and Family Relationships
California law allows employees to designate a person for whom sick leave may be used. This designated person does not need to be a blood relative, expanding employee protections.
Understanding the family relationship definition is essential when requesting leave.
Protection Against Retaliation
Employers may not retaliate against employees for taking paid sick leave. Retaliation can include:
- Discipline
- Termination
- Reduced hours
- Negative performance actions
Employees who experience retaliation may have grounds to recover wages and pursue legal remedies.
Notice Requirements and Employer Obligations
The law requires employers to provide employees with written notice explaining sick leave rights. This may include:
- A standalone written notice
- Sick leave information in onboarding materials
- Template notice approved by the labor commissioner
Employers must also maintain accurate personnel records and comply with notice requirements.
Interaction With Other Leave Laws
Paid sick leave laws interact with other state and federal protections, including:
- The California Family Rights Act
- Jury duty obligations
- Workers compensation benefits
These laws may provide additional job protected leave provisions beyond paid sick leave.
Pay Rates and Wage Calculations
Paid sick leave must be paid at the correct wage rate. This may involve:
- The employee’s regular rate of pay
- The hourly wage range
- Pay scale considerations
Errors in wage calculations can result in unpaid wages and wage judgments.
Enforcement and Government Oversight
Paid sick leave laws are enforced by agencies such as:
- The Labor Commissioner’s Office
- Labor standards enforcement authorities
- The California Civil Rights Department
Employees may file complaints if violations occur, and employers may face civil penalties for noncompliance.
Recordkeeping and Pay Data Reporting
Employers must maintain accurate training records, education and training records, and pay data reporting where required. Missing or inaccurate records can support employee claims.
Common Violations Employees Should Watch For
Employees should be alert for signs of noncompliance, including:
- Denial of sick leave requests
- Failure to provide written notice
- Incorrect sick leave balances
- Retaliation for taking leave
These violations may allow employees to obtain relief and monetary damages.
Recovering Wages and Legal Remedies
When paid sick leave laws are violated, employees may be able to:
- Recover unpaid wages
- Obtain civil penalties
- Seek remedial action through legal action
In some cases, wage judgments may be issued against employers who fail to comply.
Why Legal Guidance Matters
Paid sick leave laws are complex and continue to evolve. Employees often face challenges understanding how these laws apply to their employment relationship, particularly when employers provide conflicting information.
Legal representation can help employees:
- Understand their rights
- Evaluate employer obligations
- Pursue legal action when necessary
Protecting Yourself as an Employee in 2026
As paid sick leave laws continue to expand, employees should stay informed and document any issues. Keeping records of sick leave requests, written notices, and wage statements can be critical if disputes arise.
Speak With Allred, Maroko & Goldberg
If you believe your paid sick leave rights have been violated or you have questions about sick leave laws in 2026, Allred, Maroko & Goldberg is prepared to help. Their attorneys represent employees in wage, leave, and discrimination matters throughout California.
Call Allred, Maroko & Goldberg at 323-746-1853 today for a free consultation and learn how to protect your rights under California paid sick leave laws.