If your 2015 New Year’s Resolution was to fully comply with all aspects of California’s New Paid Sick Leave Law, you may already be in trouble. Although the substantive portions of the law do not kick in until July 1, 2015, the deadline for certain notice requirements was January 1, 2015. So, if you haven’t already posted and provided the required notices, the following guidelines are for you:

Who Must Comply?

All employers who employ one or more employees who work at least 30 days within a year in California, including part-time, per diem, and temporary employees. (The law provides for some specific, limited exceptions including providers of publicly funded In-Home Support Services; employees covered by collective bargaining agreements with certain specific provisions, and individuals employed by an air carrier as a flight deck or cabin crew member, so long as they are already receiving compensated time off at least equivalent to the requirements of the new law.)

What Must Be Done?

Post the required paid sick leave poster in a conspicuous place at the workplace (the required poster can be found at http://www.dir.ca.gov/DLSE/Publications/Paid_Sick_Days_Poster_Template_(11_2014).pdf)

Provide every employee with an individualized notice to employee (Cal. Labor Code § 2810.5, a form of the notice can be found at http://www.dir.ca.gov/DLSE/Publications/LC_2810.5_Notice_(Revised-11_2014).pdf)

Optional Steps?

Revise company handbooks/policy manuals to include paid sick leave policy (also, revise related policies affected by the new law, including any domestic violence leave policy and possible revisions of FMLA/CFRA policies)


January 1, 2015 (so if it isn’t done, you’d better get moving)

Keep watching because in the next few weeks, we’ll be providing further direction on how to fully comply with the substantive portions of California’s new paid sick leave law—the Healthy Workplaces/Healthy Families of 2014.