LA County Code Title 8.102 requires paid sick leave for employees in unincorporated areas, aligning with California SB-616's five-day floor. Workers accrue at least one hour per 30 worked, with carryover protections and no-retaliation provisions.
Title 8.102, enacted alongside the county minimum-wage scheme, requires employers to provide paid sick leave to workers performing at least two hours per week in unincorporated LA County. The current floor matches California SB-616 (2023): 40 hours or five 8-hour days per year, with one-hour-per-30-worked accrual or front-loaded grants. Leave covers personal illness, family-member care, and safe time for domestic violence, sexual assault, or stalking. Unused balances carry over to a 72-hour cap. The Department of Consumer and Business Affairs Wage Enforcement Program enforces. Cities like LA City keep separate, higher local rules.
Administrative fines up to $120 per employee per day for willful denial, plus back pay and reinstatement of wrongfully denied leave. Treble damages and DCBA citations apply for retaliation against workers asserting Title 8.102 rights.
See how Compton's paid leave preemption rules stack up against other locations.
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