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Citrus Heights, CA Employment Preemption: Paid Leave Preemption (2026)

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Key Facts

Statute: Labor Code 245-249
Minimum Annual Leave: 40 hours/5 days
Effective Date: January 2024
Local Stricter Allowed: Yes

California state rule: Citrus Heights does not have a local ordinance for paid leave preemption. This topic is governed by California state law and applies uniformly across the state.

Summary

California's Healthy Workplaces, Healthy Families Act under Labor Code 245-249 mandates paid sick leave for nearly all employees statewide. SB 616 (2023) raised the minimum to 40 hours or five days annually effective January 2024, applying universally.

Full Breakdown

Labor Code 245-249 requires every California employer to provide paid sick leave to employees who work 30 or more days in a year. SB 616 (2023) increased the minimum accrual to 40 hours or 5 days per year, effective January 1, 2024. Employees accrue at least one hour for every 30 hours worked or receive a lump-sum frontload. Local governments are not preempted and may enact more generous paid leave; San Francisco, Los Angeles, Oakland, San Diego, Berkeley, Emeryville, and Santa Monica require more. State Paid Family Leave (Unemployment Insurance Code 3300-3306) also applies statewide.

Violations & Fines

Violations subject employers to administrative penalties, back wages, treble damages up to $4,000, and civil penalties under Labor Code 248.5 enforced by the Labor Commissioner.

Frequently Asked Questions

How much paid sick leave do California workers receive?

At least 40 hours or five days annually under Labor Code 245-249, as expanded by SB 616 in 2024. Employees of larger cities may receive more under local ordinances.

Are California cities preempted from passing paid leave laws?

No. State law sets a minimum standard. Cities like San Francisco, Los Angeles, and Oakland have higher local paid sick leave requirements that remain valid.

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Citrus Heights, CA Employment Preemption: Paid Leave Preemption (2026)

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