As an employer in California, you are required to provide your employees with sick leave under the Healthy Workplace Healthy Family Act of 2014. Specifically, the law requires that employers provide a minimum of three days (24 hours) of paid sick leave per year to their employees.
There are some limitations to this requirement. For instance, the law only applies to employers who have more than 25 employees. Additionally, employees are not eligible for sick leave until they have worked for their employer for at least 90 days.
Employers may choose to provide additional sick leave beyond the minimum required by the law. They may also choose to provide sick leave up front or on an accrual basis (such as, one hour of sick leave for every 30 hours worked).
If an employee uses sick leave, the employer cannot retaliate against the employee in any way (such as cutting their hours or firing them).
Regarding enforcement of this law, employees may file a complaint with the California Labor Commissioner's Office if they believe their employer is not providing them with the required sick leave. Employers who violate this law can face penalties and fines.
In summary, as an employer in California, you are obligated to provide your employees with a minimum of three days of paid sick leave per year, after they have worked for you for at least 90 days. If an employee uses sick leave, you cannot retaliate against them. If you fail to provide sick leave as required by the law, you may face penalties and fines.
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