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New Paid Sick Leave and PTO Laws for the New Year: Significant Employer Impact; Key Considerations for Compliance

California, Illinois, and Minnesota Laws Effective Jan. 1, 2024; Municipal Interaction; Covered Employers; Triggering Events

Recording of a 90-minute CLE video webinar with Q&A

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Conducted on Wednesday, December 20, 2023

Recorded event now available

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This CLE webinar will examine notable recent developments related to state paid sick leave (PSL) and paid time off (PTO) laws that will significantly impact employers, including recent amendments to existing laws in Colorado and Connecticut and upcoming laws going into effect on Jan. 1, 2024, in California, Illinois, and Minnesota. The panelists will discuss important details related to each, including which employers are covered, who qualifies as an eligible employee, whether exemptions apply, and interaction with local PSL/PTO laws. The panelists will also provide best practices for compliance.


Effective Jan. 1, 2024, California, Illinois, and Minnesota are enacting and/or revising PSL/PTO laws that will significantly impact employers. California employers must provide employees with at least 40 hours of annual PSL, an increase from 24 hours. Employers may still limit annual use and accrual, but at a higher level than before. Additionally, the law extends nonretaliation and procedural protections to collective bargaining agreement employees.

Minnesota is enacting a new law that allows employees to accrue up to 48 hours of PSL per year subject to certain limitations. Businesses with one or more employees are covered as there is no small employer exemption. Illinois' new law guarantees that employees can earn up to 40 hours of PTO per year to be used for any reason also subject to certain limitations, although the law notably exempts employers subject to local PSL ordinances such as those in Chicago and Cook County. But, the city of Chicago also has passed its own sweeping paid leave ordinance that requires employers to provide all employees working in the city with up to five annual days of paid leave that can be used for any purpose (paid leave) and five annual days of paid sick leave that can be used for specified purposes (paid sick leave).

In addition to these new laws soon to go into effect, Colorado and Connecticut recently expanded their PSL laws to include additional events to trigger coverage. Effective Aug. 7, 2023, Colorado's law added three new events that trigger sick leave eligibility that include qualifying bereavement and natural-disaster-related reasons. Effective Oct. 1, 2023, Connecticut's PSL law now allows service workers to use sick leave for their own mental health wellness or for qualifying reasons to assist their child (of whom they are a parent or guardian) who is a victim of family violence or sexual assault.

Listen as our expert panel guides practitioners through recent developments related to state PSL/PTO laws that will significantly affect employers. The panel will also provide best practices for compliance.



  1. Overview of states with PSL/PTO laws
  2. Notable state PSL/PTO enactments and/or amendments in 2023-24
    1. 2023 PSL amendments
      1. Colorado
      2. Connecticut
    2. New PSL/PTO enactments/amendments effective Jan. 1, 2024
      1. California
      2. Illinois
      3. Minnesota
  3. Best practices for policy development, implementation, and compliance
  4. Other states to watch in 2024


The panel will review these and other important issues:

  • How do the Colorado and Connecticut amendments expand the qualifying events for employees to take PSL?
  • What significant changes to California's PSL law will go into effect Jan. 1, 2024?
  • What do the new PSL/PTO laws in Illinois and Minnesota, effective Jan. 1, 2024, require of employers?
  • What exemptions apply under the new/revised state laws?
  • How do the new/revised state laws interact with local PSL/PTO laws?
  • How should counsel prepare their clients for compliance?


Davey, Sara
Sara Whaley Davey

Perkins Coie

Ms. Davey helps clients navigate a diverse range of labor and employment law issues, from preventative counseling and...  |  Read More

Thompson, Charles
Charles L. Thompson, IV

Ogletree Deakins

Mr. Thompson counsels and defends employers in wrongful termination, discrimination, and other employment-related...  |  Read More

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