California’s Expanding Paid Sick Leave Rules—What Employers Need to Watch

Paid sick leave has long been a requirement in California, but in recent years, cities and counties have expanded upon state law—creating a patchwork of regulations that’s increasingly difficult to navigate. For employers in the food and produce industries, keeping up with these changes is essential.

Statewide, California mandates that employers provide at least 5 days (or 40 hours) of paid sick leave annually as of January 1, 2024. However, several local jurisdictions—such as San Francisco, Los Angeles, and Oakland—have enacted their own rules with more generous accrual caps, front-loading requirements, or usage policies.

This creates complications for businesses operating in multiple locations or serving clients across city lines. What’s compliant in one jurisdiction may fall short in another.

Another wrinkle: California law allows employees to begin using accrued sick leave after just 90 days of employment. That’s a short window for seasonal and hourly workers, making documentation and recordkeeping all the more important.

To stay ahead, employers should audit their sick leave policies for both state and local compliance. Payroll systems should be checked for correct accrual tracking, and managers should be trained on when and how leave can be used.

When in doubt, aim for the most generous standard that applies across your locations—this avoids unintentional violations and fosters better employee morale.

For more information on this topic or to learn how Produce Trust empowers companies working in the produce and food service industries, contact Richard Arias at: richard.arias@apdbla.com

Next
Next

Are Your Workers Properly Classified? Understanding California’s Independent Contractor Rules