Pittsburgh, PA: Expansion of Paid Sick Days Act

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APPLIES TO

All Employers with Employees in Pittsburgh, PA

EFFECTIVE

January 1, 2026

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Quick Look

  • Amendments to Pittsburgh’s Paid Sick Days Act will provide for faster accrual rates and higher annual caps, based on employer size.

Discussion

On June 10, 2025, Pittsburgh enacted amendments to its Paid Sick Days Act (PSDA), significantly expanding paid sick leave entitlements for employees beginning January 1, 2026. The ordinance, signed by Mayor Ed Gainey, increases both the rate of accrual and the annual cap on paid sick leave. These changes apply to all employers with at least one employee working within Pittsburgh city limits, regardless of the employer’s physical location. The PSDA allows employees to use sick leave for their own health needs or to care for family members, and includes provisions for carryover, frontloading, and use after 90 days of employment.

 

Specifically, the rate at which employees accrue paid sick time will increase, allowing them to earn one hour of leave for every 30 hours worked within the city, which marks an improvement over the current rate of one hour per 35 hours worked.

 

In addition to the faster accrual, the annual caps on paid sick leave will also rise. Employees working for larger employers (those with 15 or more employees) will be able to accrue up to 72 hours of paid sick leave per year, up from the current limit of 40 hours. For employees of smaller employers (fewer than 15 employees), the annual cap will double from 24 to 48 hours. These changes aim to provide workers with more robust protections and greater flexibility in managing their health and caregiving responsibilities.

 

Action Items

  1. Review and update leave policies in preparation for compliance deadline.
  2. Adjust payroll and leave tracking systems.
  3. Have appropriate personnel trained on leave administration.

 

 

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase