Pennsylvania Paid Sick Leave Laws in 2026: Pittsburgh, Allegheny County & Philadelphia Employer Guide
Pennsylvania Paid Sick Leave Laws in 2026: Pittsburgh, Allegheny County & Philadelphia Employer Guide
When employers ask whether paid sick leave is required in Pennsylvania, the answer is often more complicated than expected.
Pennsylvania does not currently require private employers to provide paid sick leave on a statewide basis. However, local ordinances in Pittsburgh, Allegheny County, and Philadelphia create paid sick leave obligations for many employers operating within those jurisdictions.
As remote work, hybrid schedules, and multi-location workforces continue to grow, understanding which employees are covered and how leave must be administered has become increasingly important.
For employers, failing to understand these requirements can lead to compliance issues, employee complaints, and unnecessary administrative challenges.
This guide breaks down Pennsylvania paid sick leave requirements in 2026 and highlights what employers should know to remain compliant.
Is Paid Sick Leave Required in Pennsylvania?
No.
Pennsylvania does not currently have a statewide law requiring private employers to provide paid sick leave.
Employers are generally only required to provide paid sick leave if:
- A local ordinance requires it
- An employment contract requires it
- A collective bargaining agreement requires it
- An employer policy provides the benefit
This means leave requirements can vary significantly depending on where employees perform work.
Pennsylvania Paid Sick Leave Laws at a Glance (2026)
| Jurisdiction | Employer Coverage | Employee Coverage Threshold | Accrual Rate | Annual Use Cap |
|---|---|---|---|---|
| Pennsylvania (Statewide) | No private employer mandate | N/A | N/A | N/A |
| Pittsburgh | All covered employers | 30 hours worked in Pittsburgh annually | 1 hour per 30 hours worked | 72 hours (15+ employees) / 48 hours (under 15 employees) |
| Allegheny County (outside Pittsburgh) | Employers with 26+ employees | 35 hours worked in Allegheny County annually | 1 hour per 35 hours worked | 40 hours |
| Philadelphia | Covered employers | Employees working within Philadelphia | 1 hour per 40 hours worked | 40 hours |
Pittsburgh Paid Sick Days Act
The City of Pittsburgh's Paid Sick Days Act requires covered employers to provide earned paid sick leave to eligible employees working within city limits.
Beginning January 1, 2026:
Employees accrue:
1 hour of paid sick leave for every 30 hours worked in Pittsburgh
Annual usage limits:
Employers with 15 or more employees
- Up to 72 hours of paid sick leave annually
Employers with fewer than 15 employees
- Up to 48 hours of paid sick leave annually
Employee eligibility
Employees become covered once they perform at least:
30 hours of work within Pittsburgh during a calendar year
This threshold often creates challenges for employers with:
- Remote employees
- Hybrid workers
- Traveling employees
- Employees working in multiple locations
Allegheny County Paid Sick Leave Requirements
Many employers mistakenly believe Pittsburgh is the only local paid sick leave law affecting Western Pennsylvania.
Allegheny County also has its own Paid Sick Leave Act.
The ordinance applies to:
- Employers with 26 or more employees
- Employees working outside Pittsburgh but within Allegheny County
Employees become eligible once they perform:
35 hours of work within Allegheny County during a calendar year
Accrual
Employees accrue:
1 hour of paid sick leave for every 35 hours worked
Annual cap
Employers may limit use to:
40 hours annually
Philadelphia Paid Sick Leave Requirements
Philadelphia's Earned Sick Time Ordinance remains one of the most established local paid leave laws in Pennsylvania.
Covered employees accrue:
1 hour of paid sick leave for every 40 hours worked
Employers may generally cap annual use at:
40 hours per calendar year
Philadelphia employers should review their policies regularly to ensure they align with the city's current requirements.
When Can Employees Use Paid Sick Leave?
While requirements vary slightly by jurisdiction, employees generally may use earned sick leave for:
Personal Health Needs
- Illness
- Injury
- Medical diagnosis
- Treatment
- Preventive care appointments
Family Care
- Caring for a child
- Caring for a spouse
- Caring for a parent
- Caring for another covered family member
Public Health Emergencies
- Workplace closures
- School closures
- Public health orders
Safety-Related Circumstances
- Domestic violence
- Sexual assault
- Stalking-related needs
Common Employer Compliance Mistakes
1. Assuming Pennsylvania Has One Uniform Rule
Many employers assume state law governs paid sick leave requirements.
In reality, local ordinances often create obligations that differ significantly by location.
2. Overlooking Remote Employees
Remote employees may trigger local compliance obligations based on where work is performed.
3. Tracking Time Incorrectly
Manual tracking systems increase the likelihood of accrual errors.
4. Using Outdated Policies
Employee handbooks often fail to reflect current local requirements.
5. Inconsistent Administration
Managers may unintentionally apply leave policies differently across departments or locations.
Notice and Posting Requirements
Employers covered by local paid sick leave ordinances are generally required to:
- Provide notice of employee rights
- Display required workplace postings
- Maintain appropriate leave records
- Communicate leave policies clearly
Failure to meet notice obligations can create compliance exposure even when leave benefits are being provided correctly.
Best Practices for Pennsylvania Employers
To reduce risk and improve consistency, employers should:
Review Leave Policies Annually
Local laws can change and policies should be reviewed regularly.
Audit Remote Employee Locations
Understand where employees perform work and whether local ordinances apply.
Train Supervisors
Managers should understand employee leave rights and proper administration procedures.
Automate Leave Tracking
Technology can help reduce errors and improve recordkeeping.
Monitor Legislative Changes
Paid leave legislation continues to evolve across the country.
Will Pennsylvania Adopt a Statewide Paid Sick Leave Law?
Statewide paid sick leave proposals continue to be introduced in Pennsylvania.
While no statewide private-employer mandate currently exists, employers should monitor legislative developments and evaluate how future changes could affect policies and payroll administration.
Organizations that proactively review their leave practices today will be better prepared for future compliance changes.
Key Takeaways
Pennsylvania Paid Sick Leave in 2026
✓ Pennsylvania does not currently require paid sick leave statewide.
✓ Pittsburgh, Allegheny County, and Philadelphia have local paid sick leave requirements.
✓ Coverage depends on where employees perform work.
✓ Remote and hybrid workforces can create additional compliance challenges.
✓ Accurate tracking, policy reviews, and manager training can help reduce risk.
Frequently Asked Questions
Does Pennsylvania require employers to provide paid sick leave?
No. Pennsylvania does not currently require private employers to provide paid sick leave on a statewide basis. However, local ordinances may apply.
Does Pittsburgh require paid sick leave?
Yes. Covered employers in Pittsburgh must provide paid sick leave to eligible employees under the Pittsburgh Paid Sick Days Act.
Does Allegheny County have a paid sick leave law?
Yes. Allegheny County's Paid Sick Leave Act applies to covered employers and employees working within the county outside Pittsburgh.
Does Philadelphia require paid sick leave?
Yes. Covered employers in Philadelphia must provide earned paid sick leave under the city's Earned Sick Time Ordinance.
Do remote employees qualify for paid sick leave?
Potentially. Coverage often depends on where employees perform work and whether local requirements apply.
How should employers track paid sick leave?
Employers should use reliable payroll and HR systems that accurately track accruals, balances, usage, and recordkeeping requirements.
Are Your Leave Policies Creating Compliance Risk?
Managing leave requirements across multiple jurisdictions can be challenging, especially for employers with remote, hybrid, or multi-location workforces.
CTR Payroll | HR's Leave Management Services help employers simplify leave administration, reduce compliance risk, and create more consistent employee experiences.
Request a Complimentary Leave Risk Audit and let our team identify potential gaps, compliance concerns, and opportunities to strengthen your leave administration process.
Disclaimer: This blog is for general informational purposes and is not legal advice.
---
Since 1964, CTR has been a trusted partner. As a Payroll & HR Partner, we offer a complete Human Capital Management (HCM) solution to help businesses manage employees from hire to retire. We provide award-winning software and expert, personalized service to automate and simplify every aspect of the employee life cycle: Payroll, HR, Benefits, Workforce Management, Talent Acquisition, Talent Management, Tax, Compliance, and more.
What sets us apart? Our Dedicated Support Rep Model-your dedicated rep will know you, your business, and provide fast, expert service. Our team includes Subject Matter Experts with over 20 years of experience, ensuring you receive guidance through even the most complex situations. 📍 Based in Pittsburgh, PA, CTR is a third-generation, family-owned company with over 60 years in the business. Our core values focus on being “All In,” relentless problem-solving, and exercising the basics better than anyone-principles that have fueled our success.
If you can’t say you LOVE your Payroll & HR provider, it’s time to Contact CTR! 🌐 https://ctrhcm.com/contact 📞 Reach us: (800) 468-2794 📧 Email: sales@ctrhcm.com
View our recent HR management & compliance webinars here: https://ctrhcm.com/resources/