San Diego's Earned Sick Leave and Minimum Wage Ordinance (SDMC §39.0105) requires employers to provide at least 40 hours of paid sick leave per year, equal to California SB-616's floor with stricter accrual and use rules.
SDMC §39.0105 requires covered employers to provide one hour of paid sick leave for every 30 hours worked in San Diego, with a minimum yearly cap of 40 hours and an accrual cap of 80 hours. Workers may begin using leave after 90 days of employment for their own illness, family-member care, or safe-time absences for domestic violence, sexual assault, or stalking. California SB-616 (2023) raised the statewide floor to 40 hours but preserves stronger local rules. San Diego's Office of Labor Standards Enforcement handles complaints, audits records, and orders restitution. Unused leave carries over annually up to the 80-hour cap.
Employers face civil penalties up to $1,000 per pay period per employee, plus back pay and reinstated leave. Willful or retaliatory violations trigger additional fines and Office of Labor Standards citations.
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See how San Diego's paid leave preemption rules stack up against other locations.
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