Employers can usually choose whether to give their workers paid time off, such as sick leave. Sometimes, though, you might not have a choice because of where your business is located. State laws about paid sick leave are slowly becoming more common. For example, if your employees work in a state that requires sick leave, you have to follow the rules. It might be necessary to follow the local laws if you have at least one employee working there.
Few federal laws require private employers to provide leave of absence. The majority of states and municipalities give employees more leave than what is required by federal law. At the moment, there is no federal law about sick leave. State-mandated sick pay is, however, mandatory in more than a dozen states and the District of Columbia. But to remain compliant, you have to know about the state sick leave law in the first place.
As of now, paid sick leave laws are in place in about 20 states and 30 local governments. The paid sick leave rules in some of these states and cities were changed in 2023, and they became effective on January 1, 2024. These new or changed laws are summarized below.
2026 Updates
Several states have announced changes to their paid sick leave laws that will take effect in 2026, differing from the 2025 regulations in notable ways:
California
California’s leave landscape becomes more complex in 2026, with a focus on funding and expanded "safe time" protections.
SDI/PFL Rate Increase: Effective January 1, 2026, the employee contribution rate for State Disability Insurance (SDI) and Paid Family Leave (PFL) increases to 1.3% (up from 1.2% in 2025).
Expanded "Safe Time" (AB 406): Starting January 1, 2026, the range of protected reasons for using "safe time" expands. Victims of certain crimes (and their family members) can take protected leave to participate in criminal proceedings, meet with law enforcement, or access advocacy services.
Enforcement Shift: Enforcement moves under the Fair Employment and Housing Act (FEHA), giving the Civil Rights Department (CRD) broader authority to investigate violations.
Connecticut
Connecticut enters Phase 2 of its mandatory paid sick leave expansion.
Employer Coverage Expansion: Beginning January 1, 2026, the Paid Sick Leave law expands to cover employers with 11 or more employees (down from the 25-employee threshold in 2025).
New Accruals: For employers newly covered in 2026, leave begins to accrue on January 1 at a rate of 1 hour per 30 hours worked.
Maintenance of Rate: The CT Paid Leave Board has voted to maintain the contribution rate at 0.5% for the 2026 calendar year.
Maine
2026 is a milestone year for Maine as benefits finally become available.
Benefits Go Live: While contributions began in 2025, employees can officially start taking Paid Family and Medical Leave (PFML) benefits on May 1, 2026.
Weekly Benefit Cap: The maximum weekly benefit for 2026 is set at 100% of the State Average Weekly Wage (SAWW).
Wage Cap: Contributions apply to wages up to the Social Security wage cap, which increases to $184,500 for 2026.
Massachusetts
Massachusetts continues to adjust its program based on wage inflation.
Maximum Benefit Increase: Effective January 1, 2026, the maximum weekly benefit amount increases to $1,230.39 (up from $1,170.64 in 2025).
Rates Remain Stable: The contribution rate stays at 0.88% of eligible wages for employers with 25+ employees, and 0.46% for smaller employers.
Notification: Employers must provide updated 2026 rate sheets to all employees; these must be acknowledged and maintained in personnel files.
Michigan
Following the recent legislative amendments to the Earned Sick Time Act (ESTA), 2026 will be the first full year of the "new normal."
Waiting Periods: Employers may now require a 120-day waiting period (increased from 90 days) for new hires to use accrued sick time.
Small Business Compliance: Employers with 10 or fewer workers (who became subject to the law in October 2025) must ensure their accrual and tracking systems are fully operational for the 2026 benefit year.
Minnesota
A major program launch occurs in the Midwest this year.
Program Launch: Minnesota's Paid Leave program officially begins on January 1, 2026.
Benefits & Duration: Employees can receive up to 12 weeks of family leave and up to 12 weeks of medical leave (capped at a combined 20 weeks per year).
Job Protection: Job protection begins after 90 days of employment.
First Premium Due: Employers must pay their first quarterly premiums by April 30, 2026.
Washington
Washington introduces more flexibility for short-term leave needs.
Reduced Claim Increments: Starting in 2026, the minimum claimable time for PFML drops from 8 hours to 4 hours, allowing for partial-day absences.
Premium Rate Increase: The total premium rate increases to 1.13% for 2026. Employees will pay 71.43% of this total.
Social Security Cap: Like other states, the wage cap for premiums moves to $184,500.
Health Insurance Continuity: New rules clarify that employers must maintain healthcare coverage during any PFML-approved period that qualifies for job protection.
This information is not intended to serve as legal or tax advice and is provided as a courtesy; it is subject to change. We try to keep the information in this article current, and new laws may go into effect.