California’s paid sick leave law was recently changed by new legislation, including rules that took effect in 2026. As a result, all California employers must revise their policies to address the new rules. The rules must be administered in tandem with California’s other laws, including the “kin-care” standards and leave of absence laws governing pregnancy disability and family and medical leaves.
The new California sick pay laws are examined in the revamped (tenth) edition of Richard J. Simmons’ publication, California’s Sick Pay Obligations – The Healthy Workplaces, Healthy Families Act. The book also discusses the increased obligations that California employers face. It also includes a new sample sick pay policy that responds to the new rules along with helpful resources and tools.
The changes to California law significantly expand the list of purposes for which employees can use paid sick leave. They also add benefit increases, employee notice rules, sick pay accrual standards, in addition to cap and carryover requirements. Paid sick leave must be provided to employees who meet basic eligibility rules, including full-time, part-time, temporary and seasonal employees. Employers must also include additional information in their new-hire Wage Theft Prevention Act notices and comply with new posting, record-keeping, and reporting rules that will affect pay stubs.
The tenth edition provides a new sample sick pay policy. Some of the topics covered include: