Calculate sick leave accrual based on hours worked. Determine your earned sick hours using the 1-per-30 or custom accrual ratio with maximum cap tracking.
Many state and local laws require employers to provide paid sick leave that accrues based on hours worked. The most common formula is one hour of sick leave for every 30 hours worked, though some jurisdictions use different ratios like 1:40 or 1:20. Most laws also impose annual or total accrual caps.
This calculator takes the total hours you've worked, applies your accrual ratio, and checks the result against any cap your employer or local law imposes. It shows both the raw accrued hours and the capped balance, so you know exactly where you stand.
Whether you're an hourly employee tracking your own sick time or an employer verifying compliance, this tool makes the math simple and transparent. Whether you are a beginner or experienced professional, this free online tool provides instant, reliable results without manual computation. By automating the calculation, you save time and reduce the risk of costly errors in your planning and decision-making process.
Sick leave accrual rules vary widely by location. Getting the calculation wrong can mean non-compliance for employers or missed benefits for employees. This calculator handles any ratio and cap, making it useful across all jurisdictions. Having a precise figure at your fingertips empowers better planning and more confident decisions. Manual calculations are error-prone and time-consuming; this tool delivers verified results in seconds so you can focus on strategy.
Raw Accrued = Hours Worked ÷ Accrual Ratio Capped Balance = Min(Raw Accrued, Cap) Available = Capped Balance − Hours Used
Result: 40 hours accrued (capped), 32 hours available
1,200 hours worked ÷ 30 = 40 hours accrued. The cap is 48, so no reduction. After using 8 hours, 40 − 8 = 32 hours remain available.
As of 2024, over a dozen states and many cities mandate paid sick leave. Rates typically range from 1 hour per 20–40 hours worked. Annual caps range from 24 to 72 hours depending on employer size and location. Employers operating in multiple jurisdictions must track accrual rates separately for each location.
Some laws allow employers to front-load the full annual sick leave amount at the start of the year instead of tracking accrual per pay period. This simplifies record-keeping but requires granting the entire amount regardless of hours worked.
Maintain a per-employee log that records hours worked, sick time earned, sick time used, and running balance. Many payroll systems automate this, but manual verification ensures accuracy and compliance during audits.
It means you earn 1 hour of paid sick leave for every 30 hours you work. This is the standard rate used in many state sick leave laws, including California and several other states.
Most jurisdictions cap accrual at a certain number of hours per year (commonly 40–48 hours) or total balance. Once you hit the cap, accrual pauses until you use some hours and drop below the limit.
Generally yes. Sick leave accrual is based on total hours worked, which includes overtime. Some employers may have different policies, but most laws count all hours.
It depends on local law. Many jurisdictions require carryover of unused sick leave (often up to a cap). Some allow employers to front-load the annual amount and use a use-it-or-lose-it approach.
Yes, as long as it meets or exceeds the minimum required by law. Some employers voluntarily offer more generous rates like 1 hour per 20 hours worked.
In most jurisdictions, sick leave is not required to be paid out at termination (unlike vacation/PTO). However, some local laws or employer policies may require it. Check your specific jurisdiction.