California Expands Paid Sick Leave Uses: What Employers Need to Know

This is an article from The National Law Review: https://ow.ly/PeY450UsVFY California employers, take note: the Department of Industrial Relations (DIR) has released updated FAQs detailing expanded permissible uses of paid sick leave under the state’s most recent legislative changes. Specifically, Assembly Bill (AB) 2499 and Senate Bill (SB) 1105 broaden the scope of sick leave protections—particularly for employees affected by emergencies or violence. These updates underscore California’s continued commitment to ensuring that workers and their families have access to sick leave in times of crisis, beyond just medical or preventive care.

What’s New?

Under the updated guidance, employees may now use paid sick leave for additional reasons beyond illness or preventive care, including:

For All Employers:

• Agricultural workers may take sick leave to avoid smoke, heat, or flooding resulting from local or state emergencies.

• Crime victims or their family members may use leave to pursue judicial relief that protects their health, safety, or welfare.

  
  

For Employers with 26+ Employees:

Employees can now also use paid sick leave for situations related to domestic violence, sexual assault, stalking, or other acts of violence, including:

• Seeking legal protection (e.g., restraining orders)

• Receiving medical treatment or recovering from injuries

• Visiting domestic violence shelters or support organizations

• Accessing psychological counseling or mental health care

• Participating in safety planning and relocation

• Enrolling children in new schools or childcare facilities

• Caring for a family member recovering from violence-related injuries

• Consulting legal services

• Attending related legal proceedings

• Providing necessary child or dependent care to ensure safety

  
  

These expanded reasons come in addition to the existing approved uses, such as time off for preventive care, diagnosis, or court appearances tied to specific crimes (e.g., serious felonies, theft, or embezzlement).

What Employers Should Do Now

California’s sick leave rules continue to evolve, and noncompliance can lead to legal and financial exposure. To stay ahead:

1. Review and update your paid sick leave policies to reflect the expanded list of permissible uses.

2. Train HR personnel and supervisors on the new rules to ensure requests are handled properly.

3. Ensure payroll systems are set up to track and apply sick leave in accordance with California law.

4. Post updated sick leave notices and distribute revised employee handbooks, if applicable.

   
   

Final Thoughts

California’s expanded sick leave guidance is a reminder that paid time off is about more than just addressing physical illness—it’s a vital tool for supporting worker safety, recovery, and stability during times of crisis. Employers should take these updates seriously and act quickly to ensure their policies align with state law.