Governor Gavin Newsom recently signed SB 616, which amends California’s Healthy Workplaces, Healthy Families Act of 2014 by increasing the amount of paid sick leave employers must provide to eligible California employees.
Effective January 1, 2024, employers must comply with the increased paid sick leave entitlements as well as changes to usage restrictions. The amended statute also requires that employers comply with new timing requirements for issuing paid sick leave when using an alternative accrual method.
Certain employees covered under a valid collective bargaining agreement, previously exempted from the paid sick leave statute, are now entitled to use employer-provided leave for qualifying paid sick leave reasons under Labor Code Section 246.5 and are eligible for the protections provided therein.
| Topic | Existing | Effective Jan. 1, 2024 |
| Frontloading at beginning of each year of employment, calendar year, or 12-month period | 24 hours or 3 days | 40 hours or 5 days |
| Continuous accrual cap (Note: Once employees use time to fall below the accrual cap, employees will start accruing again up to the cap) | 48 hours or 6 days | 80 hours or 10 days |
| Alternative accrual method timing | Regular Basis Accrual: 24 hours by the 120th day of employment, calendar year, or 12-month period Non-regular Basis Accrual: 24 hours or 3 days by the 120th day of employment | Regular Basis Accrual: 24 hours by the 120th day of employment, calendar year, or... |
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