CALIFORNIA, USA — On Jan. 1, California's new paid sick leave law goes into effect, giving people at least five days of paid sick leave as opposed to three.
The bill was authored by state Senator Lena Gonzales (D-Long Beach) and signed by Governor Gavin Newsom in October.
“Too many folks are still having to choose between skipping a day’s pay and taking care of themselves or their family members when they get sick,” said Governor Newsom after signing the bill. “We’re making it known that the health and wellbeing of workers and their families is of the utmost importance for California’s future.”
What's in SB 616? California's new paid sick leave law
Workers in California will receive an additional two days of paid sick days for the year. Senate Bill 616 increases the number of days employers are required to pay eligible employees from three days of paid sick leave per year to five days.
The new law also expands the definition of sick leave to include caring for a sick family member and includes paid time off for employees who are victims of domestic violence, sexual assaults and stalking.
How employers provide the leave depends on the plan the employer offers.
If there's a local ordinance requiring more paid sick leave than the state law, the employer has to provide the amount required by the local ordinance if it's higher the state's requirements.
Who qualifies?
Any employee who works at least 30 days for the same employer within a year is eligible for paid sick leave. This includes part-time, per diem, in-home supportive services and temporary employees.
In order to take advantage of the sick leave, the law says employees have to notify their employer in advance if the sick leave is planned, like with doctor's visits. However, if it's not and wasn't expected, the employee only has to provide notice "as soon as practical," according to the Department of Industrial Relations.
While there can be exceptions, employers generally aren't allowed to deny paid sick leave based on a lack of certification from a doctor. However, there is an exception if an employer has information that the employee isn't requesting the leave for a valid purpose.
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