HR Policies
benefits
Sick Leave Policy
Standalone sick leave policy aligned with state paid-sick-leave laws (CA, NY, NJ, MA, OR, WA, etc.).
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What's inside this template
Eligibility & Accrual
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All employees, including part-time and temporary, accrue sick leave at 1 hour per 30 hours worked, up to 80 hours per year. Accrual begins on the first day of employment. Where state law requires more generous terms, those terms apply.
Permitted Uses
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Sick leave may be used for: the employee's own illness, injury, or medical appointment; care for a family member who is ill; preventive care; or for purposes related to domestic violence, sexual assault, or stalking (where state law provides).
Notification
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Notify your manager as soon as practicable — ideally before the start of your shift. For planned medical appointments, give at least 7 days' notice when possible. Documentation may be required for absences exceeding 3 consecutive days.
Carryover
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Up to 40 hours of unused sick leave carries over to the next year. Annual usage is capped at 80 hours. Sick leave is not paid out at termination unless required by state law.
Anti-Retaliation
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Employees may not be retaliated against for using accrued sick leave or for requesting it. Retaliation includes termination, demotion, schedule changes, or any other adverse action.
Common use cases
State PSL compliance
Multi-state employers
Frequently asked questions
Do I need a doctor's note for a 1-day absence?
No — documentation is only required for absences of 3 or more consecutive days. Most state laws prohibit requiring a note for shorter absences.
Can I use sick leave to care for my partner who isn't my spouse?
Yes — the policy covers domestic partners and broadly defined family members consistent with state law definitions.
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