The end of the year is an exciting time. Holiday parties, travel plans, family visits… and of course, a thoughtful review of your work benefits.
If you’ve got banked hours burning a hole in your employee benefits portal, you don’t need to rush to use them. California law says your employer has to let you roll over paid time off and sick time from year to year.
Under California law, your job doesn’t have to give you any voluntary paid time off. But if it does offer paid vacation, that time — often referred to as PTO — is considered part of your wages. And your boss has to let you keep it.
In fact, California does not allow “use it or lose it” PTO policies. When you leave your job, whether it’s through a layoff, termination, retirement or other reason, your work has to pay out that PTO to you, unless you’re under a collective bargaining agreement that says otherwise.
Employers can set a reasonable limit for how much PTO you can accrue, and they can force you to use your PTO under certain circumstances. With advance notice — typically 30 days, issued in writing — those circumstances can include:
It’s also legal for employers to set blackout dates for using PTO and to set mandatory PTO use periods. Another policy...
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