Paid sick leave laws vary widely depending on where your business is located. A number of states have no laws that require an employee to receive paid leave for a health condition, while others require a certain amount of paid time off based on hours or calendar days worked — one hour of paid sick time for every 40 hours worked, for instance. In some states and municipalities, sick leave is tied to minimum wage rules or other labor and health care laws. These laws generally also protect any worker filing a complaint about leave-related issues from retaliation or discipline from an employer.
On a federal level, regulations including the Family and Medical Leave Act (FMLA) lay out specifics surrounding how an employer is required to handle sick leave. Qualifying conditions under FMLA might include chronic health conditions, a new illness impacting an employee or immediate family member, the birth or adoption of a child, or issues related to domestic violence. Under FMLA standards, an employee is entitled to up to 12 weeks of unpaid time off for every 12 months worked. Employees can use accrued paid sick leave in combination with FMLA leave to continue receiving their normal hourly rate of pay. This can be any combination of unused paid vacation, personal, or sick time.
Ascentis’ powerful time and attendance software can help you manage all your sick pay compliance needs.