Philadelphia Code Chapter 9-4100, the 2015 Promoting Healthy Families and Workplaces Ordinance, requires employers with 10 or more employees to provide up to 40 hours of paid sick leave annually. Smaller employers must offer the same hours unpaid; Pennsylvania does not preempt the rule.
Chapter 9-4100 requires Philadelphia employees to accrue one hour of sick leave per 40 hours worked, capped at 40 hours per year. Employers with 10 or more employees provide the leave paid; those with fewer than 10 employees provide it unpaid. Leave covers the employee's or family member's illness, preventive care, domestic violence recovery, or public-health closures. Employees may use accrued leave after 90 days of employment. Section 9-4111 prohibits retaliation. The Mayor's Office of Labor administers complaints, with civil penalties up to 2,000 dollars per violation and back-pay restitution. Pennsylvania law currently does not preempt local paid-leave ordinances, distinguishing Philadelphia from preempted minimum-wage authority.
Each violation may incur penalties up to 2,000 dollars under section 9-4116, plus reinstatement, back wages, and three times the value of unpaid sick leave; willful retaliation can lead to license suspension by L&I.
See how Philadelphia's paid leave preemption rules stack up against other locations.
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