How to Set Up Paid Sick Leave Policies in Friday for California Cities San Francisco, Los Angeles, San Diego, Oakland, and Berkeley #

Paid Time Off (PTO) accrual policies are available only on the Friday Premium plan. Several California cities have their own paid sick leave ordinances in addition to the statewide law. Employers must comply with the provisions that are most favorable to employees.

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San Francisco Paid Sick Leave Policy #

Who Is Covered? #

• Employees (including part-time and temporary) who perform work within San Francisco.

Accrual Requirement #

• 1 hour of paid sick leave for every 30 hours worked

Balance Caps #

• Historical local caps: 40 hours (fewer than 10 employees), 72 hours (others)
• Current minimum: 80 hours or 10 days, whichever is greater (per California law)
• No separate annual usage cap; employees may use their full accrued balance.

Configure the Policy in Friday #

Step-by-Step Instructions #

1. Go to: Time Off > Policies > Sick > Create Policy
2. Name: San Francisco Paid Sick Leave
3. Limited Policy: Yes
4. Method: Hourly
5. Qualifying Hours: Work, Overtime (only hours worked in San Francisco)

– Note: Friday does not automatically track city; use separate time categories or manual adjustments if needed.

1. Accrual Rate: 1 hour per 30 qualifying hours

– Friday calculates fractional accrual (e.g., 80 hours worked = 2.67 hours accrued).

1. Maximum Annual Accrual: At least 80 hours or 10 regular workdays, whichever is greater
2. Waiting Period: Yes, 90 days for use only (accrual begins immediately)

– Administrators must enforce the waiting period during approval.

1. Carryover: All Hours Carried Over
2. Maximum Balance: At least 80 hours or 10 regular workdays, whichever is greater

– Examples:
– 8-hour workday: 80 hours
– 10-hour workday: 100 hours
– 12-hour workday: 120 hours

1. Termination Payout: No (unless employer policy requires it)
2. Assign Employees: Only those performing covered work in San Francisco

Recommended Settings #

| Setting | Value |
|————————|————————————————————-|
| Policy name | San Francisco Paid Sick Leave |
| Limited policy | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime in San Francisco |
| Rate | 1 hour per 30 qualifying hours |
| Maximum annual accrual | At least 80 hours or 10 days |
| Waiting period | 90 days for use only |
| Carryover | All |
| Maximum balance | 80 hours or 10 regular workdays, whichever is greater |
| Termination payout | No |
| Levels | None |
| Employees | Covered San Francisco employees |

Frequently Asked Questions #

• Can employees use more than 40 hours during a year?

Yes, there is no local annual usage cap.

• Why is the Friday balance cap 80 hours instead of 72?

California law requires at least 80 hours or 10 days.

• Does sick leave accrue during the first 90 days?

Yes, accrual begins immediately; use may be delayed.

• Can the employer front-load leave?

Yes, if both state and local requirements are met.

• Does Friday calculate only full-hour accruals?

No, Friday calculates fractions.

• Is unused leave paid at termination?

Not generally, unless employer policy requires it.

• Does San Francisco have additional emergency leave?

Yes, for employers with 100+ employees during certain public health emergencies.

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Los Angeles Paid Sick Leave Policy #

Who Is Covered? #

• Employees who:

– Work at least 2 hours in a week within Los Angeles, and
– Work for the same employer at least 30 days within a year

• Applies to full-time, part-time, and temporary employees.

Requirement #

Employers must use one of the following:

Hourly Accrual #

• 1 hour of paid sick leave for every 30 hours worked

Front-Loading #

• At least 48 hours at the beginning of each year

Balance Caps #

• Local cap: 72 hours (now superseded by state minimum)
• Use at least 80 hours or 10 regular workdays, whichever is greater
• Employees must be allowed to use at least 48 hours per year.

Configure an Accrual Policy in Friday #

Step-by-Step Instructions #

1. Name: Los Angeles Paid Sick Leave (Sick category)
2. Limited Policy: Yes
3. Method: Hourly
4. Qualifying Hours: Work, Overtime (only hours worked in Los Angeles)
5. Accrual Rate: 1 hour per 30 qualifying hours
6. Maximum Annual Accrual: At least 80 hours or 10 regular workdays
7. Waiting Period: Yes, 90 days for use
8. Carryover: All Hours Carried Over
9. Maximum Balance: At least 80 hours or 10 regular workdays
10. Termination Payout: No
11. Assign Employees: Only those performing covered work in Los Angeles

Recommended Settings #

| Setting | Value |
|————————|————————————————————-|
| Policy name | Los Angeles Paid Sick Leave |
| Limited | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime in Los Angeles |
| Rate | 1 hour per 30 qualifying hours |
| Annual accrual maximum | At least 80 hours or 10 regular workdays |
| Waiting period | 90 days for use |
| Carryover | All |
| Maximum balance | 80 hours or 10 regular workdays, whichever is greater |
| Annual use | At least 48 hours; monitor administratively |
| Termination payout | No |
| Levels | None |

Frequently Asked Questions #

• How much leave must employees be allowed to use?

At least 48 hours per year.

• Can the employer front-load leave?

Yes, at least 48 hours at the start of the year.

• Why can’t I set the maximum balance to 72 hours?

California law now requires at least 80 hours or 10 days.

• Does the policy apply to part-time employees?

Yes.

• Must hours worked outside Los Angeles count?

No, only hours worked within Los Angeles count for this policy.

• Must employers keep records?

Yes, for four years.

• Are city contractors subject to different rules?

Some are; see the Living Wage Ordinance.

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San Diego Earned Sick Leave Policy #

Who Is Covered? #

• Employees who perform at least 2 hours of work during one or more calendar weeks in a year within the City of San Diego.

Requirement #

• 1 hour of earned sick leave for every 30 hours worked in San Diego
• Accrual cap: 80 hours
• Annual use cap: 40 hours (California law may require more for longer workdays)
• Unused accrued leave carries into the next benefit year.

Configure the Policy in Friday #

Step-by-Step Instructions #

1. Name: San Diego Earned Sick Leave (Sick category)
2. Limited Policy: Yes
3. Method: Hourly
4. Qualifying Hours: Work, Overtime (only hours worked in San Diego)
5. Accrual Rate: 1 hour per 30 qualifying hours
6. Maximum Annual Accrual: 80 hours
7. Waiting Period: Yes, 90 days for use
8. Carryover: All Hours Carried Over
9. Maximum Balance: 80 hours or 10 regular workdays, whichever is greater
10. Termination Payout: No
11. Assign Employees: Only those performing covered work in San Diego

Recommended Settings #

| Setting | Value |
|————————|————————————————————-|
| Policy name | San Diego Earned Sick Leave |
| Limited policy | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime in San Diego |
| Rate | 1 hour per 30 qualifying hours |
| Maximum annual accrual | 80 hours |
| Waiting period | 90 days for use |
| Carryover | All |
| Maximum balance | 80 hours or 10 regular workdays |
| Annual use | 40 hours or five regular workdays, whichever is greater |
| Termination payout | No |
| Levels | None |

Frequently Asked Questions #

• Can the employer front-load leave?

Yes, at least 40 hours at the start of each benefit year (or five days if workdays are longer).

• Does unused leave carry over?

Yes, under an hourly accrual policy.

• Can the employee use all 80 accrued hours in one year?

Annual use may be limited to 40 hours, but California law may require more for longer workdays.

• Does San Diego County have the same ordinance?

No, only the City of San Diego.

• Must employers provide written notice?

Yes.

• Is payout required at termination?

No, unless employer policy requires it.

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Oakland Paid Sick Leave Policy #

Accrual Requirement #

• 1 hour of paid sick leave for every 30 hours worked in Oakland
• Historical caps: 40 hours (small businesses), 72 hours (others)
• Current minimum: 80 hours or 10 days, whichever is greater (per California law)
• No separate annual usage cap.

Configure the Policy in Friday #

Step-by-Step Instructions #

1. Name: Oakland Paid Sick Leave (Sick category)
2. Limited Policy: Yes
3. Method: Hourly
4. Qualifying Hours: Work, Overtime (only hours worked in Oakland)
5. Accrual Rate: 1 hour per 30 qualifying hours
6. Maximum Annual Accrual: At least 80 hours or 10 regular workdays
7. Waiting Period: Yes, 90 days for use
8. Carryover: All Hours Carried Over
9. Maximum Balance: At least 80 hours or 10 regular workdays
10. Termination Payout: No
11. Assign Employees: Only those performing covered work in Oakland

Recommended Settings #

| Setting | Value |
|————————|————————————————————-|
| Policy name | Oakland Paid Sick Leave |
| Limited | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime in Oakland |
| Rate | 1 hour per 30 qualifying hours |
| Maximum annual accrual | At least 80 hours or 10 days |
| Waiting period | 90 days for use |
| Carryover | All |
| Maximum balance | 80 hours or 10 regular workdays |
| Termination payout | No |
| Levels | None |

Frequently Asked Questions #

• Why is the balance cap not 40 or 72 hours?

California law now requires at least 80 hours or 10 days.

• Can employees use their full available balance?

Yes.

• Does leave accrue during the first 90 days?

Yes.

• Does the policy cover part-time and temporary employees?

Yes.

• Can the employer use one California policy for Oakland employees?

Only if it provides all Oakland protections.

• Is unused leave paid at termination?

Not generally, unless employer policy requires it.

• Does Oakland’s expired COVID leave still apply?

No, it ended June 18, 2023.

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Berkeley Paid Sick Leave Policy #

Accrual Requirement #

• 1 hour of paid sick leave for every 30 hours worked in Berkeley

Employers With Fewer Than 25 Employees #

• Local cap: 48 hours (accrual and annual use)
• State minimum: 80 hours or 10 days, whichever is greater (use higher cap)
• Annual use may be limited to 48 hours (monitor administratively).

Employers With 25 or More Employees #

• Local cap: 72 hours (no annual use cap)
• State minimum: 80 hours or 10 days, whichever is greater (use higher cap)
• No annual use cap permitted.

Configure the Policy in Friday #

Step-by-Step Instructions #

1. Name: Berkeley Paid Sick Leave (Sick category)
2. Limited Policy: Yes
3. Method: Hourly
4. Qualifying Hours: Work, Overtime (only hours worked in Berkeley)
5. Accrual Rate: 1 hour per 30 qualifying hours
6. Maximum Annual Accrual: At least 80 hours or 10 regular workdays
7. Waiting Period: Yes, 90 days for use
8. Carryover: All Hours Carried Over
9. Maximum Balance: At least 80 hours or 10 regular workdays
10. Termination Payout: No
11. Assign Employees: Only those performing covered work in Berkeley

Recommended Settings #

Employers With Fewer Than 25 Employees

| Setting | Value |
|————————|————————————————————-|
| Policy name | Berkeley Paid Sick Leave |
| Method | Hourly |
| Rate | 1 hour per 30 qualifying hours |
| Maximum annual accrual | At least 80 hours or 10 days |
| Waiting period | 90 days for use |
| Carryover | All |
| Maximum balance | 80 hours or 10 days |
| Annual use | At least 48 hours; monitor administratively |
| Termination payout | No |

Employers With 25 or More Employees

| Setting | Value |
|————————|————————————————————-|
| Policy name | Berkeley Paid Sick Leave |
| Method | Hourly |
| Rate | 1 hour per 30 qualifying hours |
| Maximum annual accrual | At least 80 hours or 10 days |
| Waiting period | 90 days for use |
| Carryover | All |
| Maximum balance | 80 hours or 10 days |
| Annual use | Do not impose a local annual usage cap |
| Termination payout | No |

Frequently Asked Questions #

• What is the main difference for employers with 25 or more employees?

No annual usage cap permitted.

• Can a small employer limit annual use?

Yes, to 48 hours per year.

• Why is the balance cap 80 hours instead of 48 or 72?

California law now requires at least 80 hours or 10 days.

• Does Friday have a separate annual usage-limit setting?

No; monitor annual usage administratively if needed.

• Does leave accrue during the first 90 days?

Yes.

• Is payout required at termination?

No, unless employer policy requires it.

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Friday Product Notes for California City Policies #

Friday Does Not Automatically Identify Work Location #

• Friday does not distinguish hours worked by city.
• Employers may need:

– Location-based time categories
– Separate employee assignments
– Manual balance adjustments
– A more generous statewide policy to satisfy all city rules

Annual Accrual vs. Annual Usage #

• Friday supports:

– Maximum annual accrual
– Carryover limits
– Maximum balance

• Friday does not have a separate annual usage-limit control.
• Administrators must monitor annual usage where required (e.g., Los Angeles, San Diego, Berkeley).

Waiting Periods May Require Manual Enforcement #

• Friday shows a pending balance and availability date but may not block requests.
• Administrators must enforce waiting periods as needed.

Termination Payout Is Not Automatically Processed #

• Friday records the payout setting but does not process payments.

Removing Employees Deletes Accrual Data #

• Removing an employee from a policy deletes their accrual ledger for that policy.
• Preserve required records before making changes.