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California DIR Issues FAQs to Help Employers in the Transition to the Increased Sick Leave

15 Jan

Update Applicable to:  Effective date
  All employers who have at least 1 worker perform work in the state of California    See details below

What happened?

The California Department of Industrial Relations (DIR) released new guidance clarifying how employers using paid sick leave accrual and caps may transition to the increased amount of 40 hours mandatory Paid Sick Leave.

What are the details?

The FAQs provided by the DIR offer a useful resource for employers to adjust their policies, practices, and procedures more easily, to comply with the increased Paid Sick Leave.

Business Considerations

  • Review your policies and update them, accordingly, providing paid leave through either the accrued of frontloading method.
  • Update your notices to properly comply with the requirements. Be mindful of other city laws, such as San Francisco.


Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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