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.
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:
This means leave requirements can vary significantly depending on where employees perform work.
| 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 |
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:
1 hour of paid sick leave for every 30 hours worked in Pittsburgh
Employers with 15 or more employees
Employers with fewer than 15 employees
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:
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:
Employees become eligible once they perform:
35 hours of work within Allegheny County during a calendar year
Employees accrue:
1 hour of paid sick leave for every 35 hours worked
Employers may limit use to:
40 hours annually
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.
While requirements vary slightly by jurisdiction, employees generally may use earned sick leave for:
Many employers assume state law governs paid sick leave requirements.
In reality, local ordinances often create obligations that differ significantly by location.
Remote employees may trigger local compliance obligations based on where work is performed.
Manual tracking systems increase the likelihood of accrual errors.
Employee handbooks often fail to reflect current local requirements.
Managers may unintentionally apply leave policies differently across departments or locations.
Employers covered by local paid sick leave ordinances are generally required to:
Failure to meet notice obligations can create compliance exposure even when leave benefits are being provided correctly.
To reduce risk and improve consistency, employers should:
Local laws can change and policies should be reviewed regularly.
Understand where employees perform work and whether local ordinances apply.
Managers should understand employee leave rights and proper administration procedures.
Technology can help reduce errors and improve recordkeeping.
Paid leave legislation continues to evolve across the country.
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.
✓ 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.
No. Pennsylvania does not currently require private employers to provide paid sick leave on a statewide basis. However, local ordinances may apply.
Yes. Covered employers in Pittsburgh must provide paid sick leave to eligible employees under the Pittsburgh Paid Sick Days Act.
Yes. Allegheny County's Paid Sick Leave Act applies to covered employers and employees working within the county outside Pittsburgh.
Yes. Covered employers in Philadelphia must provide earned paid sick leave under the city's Earned Sick Time Ordinance.
Potentially. Coverage often depends on where employees perform work and whether local requirements apply.
Employers should use reliable payroll and HR systems that accurately track accruals, balances, usage, and recordkeeping requirements.
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/