Pennsylvania Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)

Pennsylvania does not mandate paid sick leave for private employers under any statewide statute. No Commonwealth law requires employers to provide paid or unpaid sick leave beyond FMLA protections. However, three local jurisdictions have enacted paid sick leave ordinances: the City of Philadelphia, the City of Pittsburgh, and Allegheny County. Workers employed within these jurisdictions may have paid sick leave rights under the applicable local law, regardless of whether the employer is headquartered in Pennsylvania.

Philadelphia: Promoting Healthy Families and Workplaces (Philadelphia Code § 9-4100)

Philadelphia enacted its paid sick leave ordinance in 2015. Effective May 27, 2025, the City amended the ordinance through the Protect Our Workers, Enforce Rights (POWER) Act, which expanded qualifying reasons, increased accrual and usage caps based on employer size, and strengthened anti-retaliation protections. The ordinance is administered by the Philadelphia Department of Labor, Office of Worker Protections. (https://www.phila.gov/documents/paid-sick-leave-information/)

Covered employers and employees: The ordinance applies to all employers operating in Philadelphia. Covered employees are those who work at least 40 hours per year within the City of Philadelphia. Independent contractors, seasonal workers, adjunct professors, temporary employees, interns, pool employees, and government employees are excluded from coverage; however, all workers — including excluded categories — count toward the employer-size threshold.

Accrual and caps (post-May 27, 2025): Employees accrue one hour of paid sick leave for every 40 hours worked in the city. Annual usage caps vary by employer size: employers with 50 or more employees must provide up to 80 hours (10 days) of paid sick leave per year; employers with 10 to 49 employees must provide up to 56 hours (7 days) of paid sick leave per year; employers with fewer than 10 employees must provide up to 40 hours (5 days) of unpaid sick leave per year. Accrual begins on the first day of employment. Unused leave carries over year to year subject to the annual usage cap; employers who frontload the full year’s entitlement at the beginning of the calendar year are not required to allow carryover. (https://www.phila.gov/documents/paid-sick-leave-information/)

Qualifying reasons (post-May 27, 2025): Philadelphia Code § 9-4100 permits use of sick leave for the employee’s own illness, injury, or health condition; care for a family member with an illness, injury, or health condition; medical diagnosis, treatment, or preventive care for the employee or a covered family member; needs related to domestic violence, sexual assault, or stalking; attending school-related conferences or meetings for the employee’s child when requested by school officials; caring for a service animal with a health condition; and any reason related to a public health emergency declared by a federal, state, or local official. (https://www.phila.gov/documents/power-act/)

Family member definition: Philadelphia’s ordinance covers a child, spouse, parent, grandparent, grandchild, sibling, life partner, parent of a spouse or life partner, child of a spouse or life partner, and any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship. (https://www.phila.gov/documents/paid-sick-leave-information/)

Rate of pay and documentation: Sick leave is paid at the employee’s regular base rate. Employers may request documentation only for absences exceeding two consecutive days and may not require disclosure of the specific nature of the health condition. Acceptable documentation includes a healthcare provider note for medical absences and, for domestic violence–related leave, a police report, court order, or statement from a victim services organization.

Retaliation protections: Philadelphia Code § 9-4100 prohibits discharge, demotion, reduction in hours, or any adverse action against an employee for requesting or using sick leave. The POWER Act (effective May 27, 2025) established a rebuttable presumption of retaliation for adverse actions taken within 90 days of an employee exercising rights under the ordinance. Complaints are filed through the Philadelphia Department of Labor, Office of Worker Protections: by email at paidsickleave@phila.gov, by phone at (215) 686-0802, or via the online complaint form at https://www.phila.gov/documents/paid-sick-leave-information/.

Pittsburgh: Paid Sick Days Act (Pittsburgh City Code Chapter 626, as Amended 2025)

Pittsburgh enacted its Paid Sick Days Act (PSDA) in 2015. The Pennsylvania Supreme Court upheld the ordinance before it took effect in March 2020. The Pittsburgh City Council amended the PSDA in June 2025 (Ordinance 11 of 2025), with changes effective January 1, 2026, significantly expanding accrual rates and annual caps. The ordinance is administered by the City of Pittsburgh’s Office of Equal Protection. (https://www.pittsburghpa.gov/City-Government/Legal-Services/Office-of-Equal-Protection/Paid-Sick-Days-Act)

Covered employers and employees: The PSDA applies to any employer that employs at least one individual within Pittsburgh’s city limits, regardless of the employer’s physical location. Any employee who works within the City of Pittsburgh, or who performs at least 35 hours of work in the city annually, is covered. Independent contractors, federal and state workers, members of a construction union covered by a collective bargaining agreement, and seasonal employees are excluded.

Accrual and caps (effective January 1, 2026): All covered employers must allow employees to accrue a minimum of one hour of paid sick leave for every 30 hours worked in the city. Annual usage caps are: up to 72 hours per year for employers with 15 or more employees; up to 48 hours per year for employers with fewer than 15 employees. Unused leave carries over to the following calendar year unless the employer frontloads the full annual allotment at the start of the year. Employees may begin using accrued sick leave on the 90th calendar day of employment. (https://www.pittsburghpa.gov/City-Government/Legal-Services/Office-of-Equal-Protection/Paid-Sick-Days-Act)

Qualifying reasons: Under Pittsburgh City Code Chapter 626, sick leave may be used for the employee’s own mental or physical illness, injury, or health condition; the employee’s need for medical diagnosis, care, or treatment; preventive medical care; care of a family member with an illness, injury, or health condition; and needs related to domestic violence, sexual assault, or stalking affecting the employee or a covered family member.

Retaliation protections: The PSDA prohibits adverse employment actions for requesting or using sick leave. The Revised Guidelines (effective January 1, 2026) create a rebuttable presumption of retaliation for adverse actions taken within 90 days of an employee filing a complaint. Employers that fail to respond to the Office of Equal Protection’s inquiries within established timeframes are presumed to have violated the ordinance absent clear and convincing evidence to the contrary. Willful violation of notice and posting requirements carries a fine of up to $100 per separate offense. (https://www.pittsburghpa.gov/City-Government/Legal-Services/Office-of-Equal-Protection/Paid-Sick-Days-Act)

Allegheny County: Paid Sick Leave Ordinance (Article XXIV)

Allegheny County enacted its Paid Sick Leave Ordinance, effective December 15, 2021, covering employers outside the City of Pittsburgh that operate within the geographical boundaries of Allegheny County with 26 or more employees. As of March 2026, Allegheny County has not amended its ordinance to match Pittsburgh’s 2026 expansion. The ordinance is administered by the Allegheny County Department of Administrative Services. (https://www.alleghenycounty.us/Services/Health-Department/Special-Initiatives/Paid-Sick-Leave-Act)

Covered employers and employees: Employers with 26 or more employees (counted regardless of work location) that are situated or doing business in Allegheny County are covered. Covered employees are those who work at least 35 hours per year within the geographical boundaries of Allegheny County. Independent contractors, state and federal employees, members of a construction labor union covered by a collective bargaining agreement, and seasonal workers hired for periods of 16 weeks or fewer per calendar year are excluded.

Accrual and caps (current, as of March 2026): Employees accrue one hour of paid sick leave for every 35 hours worked within Allegheny County, up to a maximum of 40 hours per calendar year. Employees may not use accrued leave until the 90th calendar day following date of hire. Unused leave carries over year to year, up to a maximum of 40 hours. Employers that frontload 40 hours at the start of the calendar year are not required to allow carryover.

Note for employers: As of January 1, 2026, the accrual rates under the Pittsburgh PSDA (1 hour per 30 hours worked) differ from the Allegheny County ordinance (1 hour per 35 hours worked). Employers with workers in both Pittsburgh and other Allegheny County locations must comply with the applicable ordinance for each work location separately.