DLSE Updates Mandatory Paid Sick Leave Posting

The California Division of Labor Standards Enforcement has updated the mandatory Paid Sick Leave poster. California employers must download and display it in a conspicuous workplace location.

The updated poster reflects statutory changes to California’s paid sick leave law, including amendments enacted through SB 616 and AB 406, and summarizes current employee rights under the Healthy Workplaces/Healthy Families Act:

• Who is covered: Employees who work in California for 30 or more days within a year from the beginning of employment.
• Accrual: Employees accrue paid sick leave at one hour for every 30 hours worked. The leave generally carries over year to year, subject to a cap of 80 hours or 10 days. Employers may alternatively frontload at least five days or 40 hours at the beginning of a 12-month period, eliminating accrual or carryover requirements.
• Use of leave: Employees may use paid sick leave beginning on the 90th day of employment. Employers may limit use to 40 hours or five days (whichever is greater) per year. Employers must provide paid sick leave upon an employee’s oral or written request for reasons listed in the poster, including jury service, appearing in court as a witness pursuant to a subpoena or court order, diagnosis, care, treatment, or preventive care for the employee or a family member, and specified judicial proceedings, relief, or services related to qualifying acts of violence (with certain provisions applying to employers with 25 or more employees).
• Anti-retaliation protections: The law prohibits retaliation or discrimination against an employee for requesting or using paid sick leave. Employees may file complaints with the Labor Commissioner for violations.

Take aways

Employers should download and display the current DLSE Paid Sick Leave poster in an accessible location, replace any outdated versions, use the appropriate translated poster for non-English-speaking employees, and review paid sick leave policies and handbooks to ensure consistency with the poster’s requirements. Employers must also continue to comply with applicable local paid sick leave ordinances, which may impose additional or more generous requirements.

For further assistance, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin

See also:

• Go for the Win — Annual Virtual Seminar for Employers
• Leave Law Lowdown – California Vacation, PTO and Sick Leave (July 17, 2025)
• Expanded Paid Sick Leave Requirements — State Clarifies Benefits for Part-Timers (March 29, 2024)

Cindy Bamforth
January 29, 2026