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Paid Sick Leave

Effective July 1st 2015, Certified Employment Group employees who work in California for 30 or more days within a year from the beginning of employment is entitled to Paid Sick Leave.


  • An employee who, on or after July 1, 2015, works in California for 30 or more days within a year from the beginning of employment is entitled to paid sick leave.
  • Paid sick leave accrues at the rate of one hour per every 30 hours worked, paid at the employee’s regular wage rate. Accrual shall begin on the first day of employment or July 1, 2015, whichever is later.
  • Accrued paid sick leave shall carry over to the following year of employment and may be capped at 48 hours or 6 days. However, subject to specified conditions, if an employer has a paid sick leave, paid leave or paid time off policy (PTO) that provides no less than 24 hours or three days of paid leave or paid time off, no accrual or carry over is required if the full amount of leave is received at the beginning of each year in accordance with the policy.


  • An employee may use accrued paid sick days beginning on the 90th day of employment.
  • An employer shall provide paid sick days upon the oral or written request of an employee for themselves or a family member for the diagnosis, care or treatment of an existing health condition or preventive care, or specified purposes for an employee who is a victim of domestic violence, sexual assault, or stalking.
  • An employer may limit the use of paid sick days to 24 hours or three days in each year of employment which is Certified's policy.

Have a question? Check the frequently asked questions below for some answers. If your question is not addressed, you may contact your local Certified branch office or the local office of the Labor Commissioner. Staff is available in person and by telephone.

Frequently Asked Questions

An employee qualifies for paid sick leave by working for an employer on or after January 1, 2015, for at least 30 days within a year in California and by satisfying a 90 day employment period (which works like a probationary period) before an employee can actually take any sick leave.

A qualifying employee begins to accrue paid sick leave beginning on July 1, 2015, or if hired after that date on the first day of employment. An employee is entitled to use (take) paid sick leave only after accruing enough paid sick leave time to use for one of the stated purposes of the law.

An employee who works at least 30 days within a year in California, including part-time, per diem, and temporary employees, are covered by this new law with some specific exceptions.

Temporary employees of a staffing agency are covered by the new law. Therefore, whoever is the employer or joint employer is required to provide paid sick leave to qualifying employees.

Starting July 1, 2015, employees will earn at least one hour of paid leave for every 30 hours worked. That works out to a little more than eight days a year for someone who works full time. But employers can limit the amount of paid sick leave you can take in one year to 24 hours (three days).

Accrual, carryover, and use are all distinct concepts. Accrual is based on the number of hours an employee works; the amount carried over to the next year may be subject to a cap if the employer establishes a cap by policy; and finally, use may be limited to 3 days per year.

The paid sick leave law does not require that your accrued sick leave be restored to you. Whether you have to re-establish eligibility by working another 30 days within a year and 90 days before use, is a question that is not addressed in the new law and will depend on the particular facts of the situation to answer.

No. Because the statute provides that an employer may limit the amount of sick leave to 24 hours or three days, and because you work 6 hours per day, you have only used 18 of your 24 hours.

Yes, but an employer can limit or cap the amount of sick leave an employee may accrue to 6 days or 48 hours.

You can take paid leave for you or a family member for preventive care or care of an existing health condition or for specified purposes if you are a victim of domestic violence, sexual assault or stalking. Family members include the employee’s parent, child, spouse, registered domestic partner, grandparent, grandchild, and sibling. Preventive care would include annual physicals or flu shots. For partial days, your employer can require you to take at least two hours of leave, but otherwise the determination of how much time is needed is left to the employee.

Employers must permit the employee to use the paid sick leave upon an oral or written request, and the law forbids requiring an employee to find a replacement as a condition for using leave. If the need is foreseeable the employee must give reasonable advance notice, but where the need is unforeseeable the employee need only give notice as soon as practicable.

The new law requires that an employer provide payment for sick leave taken by an employee no later than the payday for the next regular payroll period after the sick leave was taken. This does not prevent an employer from making the adjustment in the pay for the same payroll period in which the leave was taken, but it permits an employer to delay the adjustment until the next payroll. For example, if you did not clock in for a shift and therefore were not paid for it but utilized your paid sick leave, your employer would have to pay you not later than the following pay period and account for it in the wage stub or separate itemized wage statement for that following regular pay period.

You must be paid at your regular hourly rate. If your pay fluctuates - for example, if you get a commission or piece rate - your employer will divide your total compensation for the previous 90 days by the number of hours worked and pay you that rate.

Employers must show, on your pay stub or a document issued the same day as your paycheck, how many days of sick leave you have available. Employers also must keep records showing how many hours you earned and used for three years. This information may be stored on documents available to employees electronically.

For employees subject to local sick leave ordinances, the employer will have to comply with both the local and California laws, which may differ in some respects. For each provision or benefit, the employer will have to provide whichever is more generous to the employee.

The paid sick leave law allows the employee to decide how much paid leave time to take, subject to the employer’s ability to set a two hour minimum. Therefore, if you have ten hours in your bank, you can request to be paid for ten hours. If you decide to take less time than that in paid sick leave, then you will not receive your full pay but instead, pay for the number of hours that you choose to take. If you are sick for three days and have accrued 24 hours then your employer will have to pay you for 24 hours. However, if you have accrued 30 hours then because the minimum requirements of the statute are 3 days or 24 hours, you will have to be paid for 30 hours.

No, not unless your employer’s policy provides for a payout. But if you leave your job and get rehired by the same employer within 12 months, you can reclaim what you had in your leave bank.

Reporting Absences

  1. Contact Certified by phone or email
    If you are out sick or taking Paid Sick Leave for a family member or designee, you must notify Certified to report time off from an assignment.
  2. How to notify Certified
    • Call the branch where you are registered with Certified.
    • If you become ill outside of business hours, you may leave an after-hours message for your assignment supervisor. But, again, as the employer-of-record, Certified needs to be the company you first contact regarding the absence.
    • If Paid Sick Leave eligible, please also send an email to mis@certifiedemployment.com
  3. Reporting paid sick leave hours in order to get paid
    • Paid Sick Leave should be taken in full hour increments.
    • It MUST BE APPROVED by Certified in the week in which occurred.
    • It MUST BE INCLUDED IN THE TIMECARD reporting for the week in which it occurred.
  4. Filling out a timecard for the assignment week during which you were sick
    Sick Leave hours must be entered in the Note section of the timecard so that the client/payroll is aware of this payroll attribution.
    entering PSL hours on timecard
  5. Sick leave pay checks
    When our payroll department receives your timecard, we check to ensure that the absence was properly noticed before we check to see how much PSL accrual has been credited to you for payment. The Paid Sick Leave check will be incorporated in your payroll check (which will include appropriate tax and other pertinent deductions).
  6. Realistic appraisal of your anticipated return to assignment
    Because the nature of temporary work is such that we may be requested to refill your assignment during your absence, we ask that you be prepared to let us know your best estimate of how long you think you will be out. We know that this will not be something "written in stone", but we do want to be able to tell a replacement temporary employee how long they might be needed as your assignment replacement.
  7. Confirmation of extended illness
    We may require doctor confirmation of your condition if you are out for more than 3 consecutive days from an assignment or 5 days in a two week period.


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