Sick Leave Accrual Calculator
Calculate sick leave accrual by state law. Select your state for automatic rules or enter custom accrual rates.
Accrual Settings
Your regular weekly work hours
Sick hours earned
Hours you must work
Maximum hours accrued per year (0 = no cap)
Sick leave hours already accrued
Accrual Summary
Accrual Per Week
1.33 hours
80 minutes per week
Accrual Per Month
5.78 hours
0.7 days per month
Annual Accrual
48.0 hours
Capped from 69.3 hrs — 6.0 days
Weeks to Reach Cap
36 weeks
From current balance of 0.0 hours
Annual Cap Applied
Your uncapped accrual would be 69.3 hours/year, but the 48-hour annual cap limits your effective accrual.
California Sick Leave Law
California requires at least 1 hour of sick leave for every 30 hours worked, with a 48-hour annual cap (80-hour total balance cap).
Common Sick Leave Accrual Scenarios
California — Full-time (40 hrs/week)
Rate: 1 hr / 30 hrs
Weekly accrual: 1.33 hrs
Annual accrual: 48 hrs (capped)
Equivalent days: 6 days
New York (large employer) — Full-time (40 hrs/week)
Rate: 1 hr / 30 hrs
Weekly accrual: 1.33 hrs
Annual accrual: 56 hrs (capped)
Equivalent days: 7 days
Illinois — Full-time (40 hrs/week)
Rate: 1 hr / 40 hrs
Weekly accrual: 1.00 hr
Annual accrual: 40 hrs (capped)
Equivalent days: 5 days
California — Part-time (20 hrs/week)
Rate: 1 hr / 30 hrs
Weekly accrual: 0.67 hrs
Annual accrual: 34.7 hrs
Equivalent days: 4.3 days
New York (small employer) — Part-time (25 hrs/week)
Rate: 1 hr / 30 hrs
Weekly accrual: 0.83 hrs
Annual accrual: 40 hrs (capped)
Equivalent days: 5 days
Generous policy — Full-time (40 hrs/week)
Rate: 1 hr / 20 hrs
Weekly accrual: 2.00 hrs
Annual accrual: 80 hrs (if capped)
Equivalent days: 10 days
These calculations assume standard 8-hour days and 52-week years. Use the calculator above for your exact situation, including existing balance and custom policies.
Frequently Asked Questions
Which states require employers to provide paid sick leave?
As of 2024, over 15 states and Washington D.C. mandate paid sick leave, including Arizona, California, Colorado, Connecticut, Illinois, Maryland, Massachusetts, Michigan, Minnesota, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, and Washington. Many cities also have their own ordinances with requirements that may exceed state law. Employers should check both state and local regulations.
What does California sick leave law require?
California requires employers to provide at least 5 days (40 hours) of paid sick leave per year to all employees who work 30 or more days within a year, including part-time and temporary workers. Employers can either front-load the full amount at the start of each year or use an accrual method where employees earn at least one hour of sick leave for every 30 hours worked. Unused sick leave must carry over to the next year under the accrual method, though employers can cap usage at 40 hours per year.
What are typical sick leave accrual rates?
The most common accrual rate is one hour of sick leave for every 30 hours worked, which is the minimum required by many state laws including California and several others. Some employers offer more generous rates such as one hour per 20 hours worked. Full-time employees earning at this standard rate accumulate approximately 69 hours (about 8.6 days) of sick leave per year.
What is the difference between sick leave and PTO?
Sick leave is specifically designated for illness, medical appointments, and caring for sick family members, while PTO is a general bank of paid time off that can be used for any purpose. In states with mandatory sick leave laws, employers who use a combined PTO policy must ensure the PTO plan meets or exceeds the state's sick leave requirements in terms of accrual rate, usage rights, and carryover rules.
How do sick leave carryover rules work?
Carryover rules vary by state and employer policy. Many state laws require employers to allow unused sick leave to carry over to the next year, though they may cap the total accumulated balance (for example, California caps carryover at 80 hours under the accrual method). Employers who front-load sick leave at the start of each year generally are not required to allow carryover, since employees receive a fresh allotment annually.
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