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California paid sick leave changes for 2015

California paid sick leave

Beginning July 1, 2015, the California Healthy Workplaces, Healthy Families Act of 2014 requires all California employers to provide their employees, whether full- or part-time, with at least 1 hour of paid sick leave for every 30 hours worked (with a very few exceptions). Note that this rate applies to how employees earn paid sick leave; employers can limit the amount of sick leave an employee can take in one year to 24 hours.

Before you set up paid sick leave for your employees in QuickBooks, be sure to review all the law's requirements. A good resource is the California Division of Labor Standards Enforcement's which can be found at the Paid Sick Leave site.

Although advice about labor law compliance is outside the scope of Intuit's payroll support, QuickBooks does support the paid sick leave accrual options.

If you've already set up a company-wide paid sick leave accrual policy that conforms to the minimum requirements of the law and applies to all your employees, you don't need to change anything in QuickBooks.

For new or existing employees not covered by your default company policy, you'll need to set up appropriate paid sick leave accrual in the individual employee's record in QuickBooks.

To do this task

  1. Click Employees > Employee Center.
  2. Click the Employees tab and then double-click the employee whose sick pay accrual you want to set.
  3. Click the Payroll Info tab.
  4. Click the Sick/Vacation button.
  5. Set Accrual period, Hours accrued, and Maximum number of hours.
  6. These settings depend on how you implement the minimum paid sick leave requirements. For additional details, see this support article..

  7. Set Begin accruing sick time on to July 1, 2015, or the employee's first day of employment, whichever is later.
  8. Click OK to close the window and again to save your changes for the employee.

In addition, you might want to use Intuit's Poster Compliance Service to ensure that you're compliant with the employee notification provisions of the law and to stay up-to-date with other changes in California's labor laws.