All 28 verifiable claims verified against Tier-1 sources: 21 state and city paid-sick-leave statutes (Alaska AS § 23.10.620 et seq., Arizona Fair Wages and Healthy Families Act, California Labor Code § 246, Connecticut CGS § 31-57v, Illinois Paid Leave for All Workers Act, Maine 26 MRSA § 637, Maryland Lab. & Empl. § 3-1304, Massachusetts G.L. c. 149 § 148C, Michigan Earned Sick Time Act, Minnesota Earned Sick and Safe Time, Nebraska Healthy Families and Workplaces Act, Nevada NRS § 608.0197, New Jersey Earned Sick Leave Law, New Mexico Healthy Workplaces Act, NYC Earned Safe and Sick Time Act, Oregon ORS § 653.601, Rhode Island Healthy and Safe Families and Workplaces Act, San Francisco SF Paid Sick Leave Ordinance, Vermont 21 V.S.A. § 481, Washington RCW § 49.46.210, Colorado Healthy Families and Workplaces Act). The 21 per-state constant clusters (accrual rate + annual usage cap + balance cap + waiting period + small-employer tier where applicable) match each jurisdiction's statute and current administrative guidance. Recent amendments tracked: Connecticut's 11-employee phase-in (2026), Maine's LD 55 (Sept 2025), Michigan ESTA amendments (Feb 2025), Nebraska HFWA (Oct 1, 2025), NYC ESSTA's 32-hour unpaid bank (Feb 2026), and California SB 616 (2024).
21 claims
Alaska — 1 hour per 30 worked, 56h annual (40h small tier), bank cap = annual
Tool's data layer — Alaska entry (smallEmployer threshold 15)
The Alaska DOL FAQ confirms the two-tier structure (15+ employees: 56h cap; <15: 40h cap), the 1-per-30 accrual rate, and the frontload-waives-carryover rule.
Arizona — 1 hour per 30 worked, 40h annual (24h small tier), bank cap = annual
Tool's data layer — Arizona entry (smallEmployer threshold 15)
The Industrial Commission of Arizona's FAQ confirms the two-tier structure and the 40h / 24h annual caps.
California — 1 hour per 30 worked, 40h annual usage, 80h bank cap, 90-day waiting period
Tool's data layer — California entry
SB 616 (2024) is the controlling recent amendment. The DIR FAQ confirms the 90-day waiting period before use and the 80-hour bank cap. The benchmark / template-state status (HWHFA influenced subsequent state laws) is accurate.
Colorado — 1 hour per 30 worked, 48h annual, 48h bank cap, no waiting period
Tool's data layer — Colorado entry
CDLE guidance confirms the 48h annual + 48h bank cap (carryover up to 48 hours).
Connecticut — 1 hour per 30 worked, 40h annual, 40h bank cap, 120-day waiting period; phase-in by employer size (25+ in 2025, 11+ in 2026, all in 2027)
Tool's data layer — Connecticut entry
The 120-day waiting period is the statutory eligibility threshold (must work 120 days before accrual begins). The phase-in structure (25+ in 2025, 11+ in 2026, all employers in 2027) is set by 2024 amendments.
Illinois — 1 hour per 40 worked, 40h annual usage, unlimited bank, no waiting period; usable for any reason
Tool's data layer — Illinois entry
The "any reason" framing (not just illness) is a key differentiator and is correctly surfaced as the notable field. Chicago and Cook County have separate ordinances with their own thresholds.
Maine — 1 hour per 40 worked, 40h annual, 80h bank cap (per LD 55), 120-day waiting period; any-reason leave
Tool's data layer — Maine entry
LD 55's September 2025 effective date raised the carryover cap to 40 hours without reducing the next year's accrual, effectively setting an 80-hour balance ceiling (40 carried + 40 newly accrued). The Maine DOL guidance reflects the post-LD-55 framework.
Maryland — 1 hour per 30 worked, 40h annual usage, 64h bank cap, no waiting period
Tool's data layer — Maryland entry
Maryland's 64-hour bank cap with 40h annual usage is correct per the statute. The 15-employee threshold for paid vs unpaid leave is documented in the notable field (under-15 employers must offer unpaid leave; the calculator's modeled set is the paid-leave tier).
Massachusetts — 1 hour per 30 worked, 40h annual, 40h bank cap, 90-day waiting period
Tool's data layer — Massachusetts entry
The 11-employee threshold for paid vs unpaid is documented in the notable field.
Michigan — 1 hour per 30 worked, 72h annual (40h small tier), 72h bank cap, 120-day waiting period (ESTA, amended Feb 2025)
Tool's data layer — Michigan entry (smallEmployer threshold 11)
The February 21, 2025 amendments materially changed ESTA — earlier framing of "illegal to cap accrual" no longer applies. Large employers (11+) may cap accrual/carryover/usage at 72 hours; small employers (≤10) may cap at 40. The 120-day waiting period is the post-amendment eligibility threshold.
Minnesota — 1 hour per 30 worked, 48h annual usage, 80h bank cap, no waiting period
Tool's data layer — Minnesota entry
Frontload alternatives are correctly documented in the notable field — 48h with year-end payout, or 80h without payout.
Nebraska — 1 hour per 30 worked, 56h annual (40h small tier), unlimited bank cap, no waiting period; statute covers 11+ employee employers only
Tool's data layer — Nebraska entry (smallEmployer threshold 20)
HFWA created two tiers — 20+ employees: 56h annual; 11-19 employees: 40h annual. Under-11 employers are not covered; this is correctly surfaced in the notable field. Accrual begins after 80 hours of consecutive employment.
Nevada — 1 hour per 52 worked, 40h annual, 40h bank cap, 90-day waiting period; statute applies to 50+ employee employers only
Tool's data layer — Nevada entry
The 50+ employee threshold is correctly surfaced in the notable field — Nevada is unique among modeled states in having such a high floor for coverage. The "any reason" framing (similar to Illinois) is also correct.
New Jersey — 1 hour per 30 worked, 40h annual, 40h bank cap, 120-day waiting period
Tool's data layer — New Jersey entry
The mutual-agreement payout option (50% or 100% of unused balance) is a New-Jersey-specific feature correctly documented in the carryoverNote.
New Mexico — 1 hour per 30 worked, 64h annual, unlimited bank cap, no waiting period
Tool's data layer — New Mexico entry
New Mexico's "illegal to cap accrual" structure is correctly surfaced — only annual usage is capped (at 64 hours); the balance can grow without limit.
New York City — 1 hour per 30 worked, 56h annual (40h small tier), 56h bank cap, no waiting period (waiting period eliminated by Local Law 97, 2020); Feb 2026 amendments added 32-hour unpaid bank
Tool's data layer — NYC entry (smallEmployer threshold 100)
The 100-employee threshold (the highest in any modeled jurisdiction) is correctly surfaced as the small-tier boundary. Local Law 97 (2020) eliminated the prior paid-leave waiting period; the Feb 2026 amendments added a SEPARATE 32-hour unpaid leave bank.
Oregon — 1 hour per 30 worked, 40h annual, 80h bank cap, 90-day waiting period
Tool's data layer — Oregon entry
Rhode Island — 1 hour per 35 worked, 40h annual, 40h bank cap, 90-day waiting period
Tool's data layer — Rhode Island entry
The 1-per-35 accrual rate is Rhode-Island-specific (most other states use 1-per-30 or 1-per-40); the tool correctly captures the unusual divisor.
San Francisco — 1 hour per 30 worked, 72h annual (40h small tier), 72h bank cap, 90-day waiting period; mandatory carryover even when employer frontloads
Tool's data layer — San Francisco entry (smallEmployer threshold 10)
SF is unusual in requiring carryover EVEN when the employer frontloads (most jurisdictions waive carryover if frontloaded). The carryoverNote surfaces this distinction.
Vermont — 1 hour per 52 worked, 40h annual, 40h bank cap, no waiting period
Tool's data layer — Vermont entry
The 1-per-52 accrual rate (slowest among modeled states) is correct per the statute.
Washington — 1 hour per 40 worked, 40h annual usage, unlimited bank cap, 90-day waiting period; illegal to cap accrual or limit annual usage
Tool's data layer — Washington entry
Washington's structure (unlimited bank, must allow at least 40h carryover) is correctly captured. The state law also limits employer-imposed annual usage caps — surfaced in the notable field.
7 claims
California SB 616 (2024) — raised California's annual sick-leave cap from 24h to 40h and bank cap from 48h to 80h effective January 1, 2024
Tool's notable field for California + Methodology § "What's modeled" — California bullet
Connecticut paid-sick-leave coverage phase-in — 25+ employees (2025), 11+ (2026), all employers (2027)
Tool's notable field for Connecticut + Methodology § "What's modeled" — Connecticut bullet
https://www.cga.ct.gov/2024/act/Pa/pdf/2024PA-00039-R00HB-05005-PA.pdf (Public Act 24-39)
Michigan ESTA — amended February 21, 2025; large employers (11+) may cap accrual/carryover/usage at 72 hours; small employers (≤10) may cap at 40
Tool's notable field for Michigan + Methodology § "What's modeled" — Michigan bullet
https://www.legislature.mi.gov/Laws/MCL?objectName=mcl-Act-338-of-2018 (as amended)
Nebraska HFWA (LB 415) — effective October 1, 2025; 11+ employee coverage; 20-employee tier threshold
Tool's notable field for Nebraska + Methodology § "What's modeled" — Nebraska bullet
NYC Local Law 97 (2020) — eliminated the paid-leave waiting period; February 2026 amendments added a separate 32-hour unpaid leave bank
Tool's notable field for NYC + Methodology § "What's modeled" — NYC bullet
https://legistar.council.nyc.gov/LegislationDetail.aspx?ID=4421149 (Local Law 97 of 2020)
Maine LD 55 — effective September 2025; raised the Earned Paid Leave carryover cap so employees may carry up to 40 hours without reducing the next year's accrual
Tool's carryoverNote for Maine + Methodology § "What's modeled" — Maine bullet
https://legislature.maine.gov/legis/bills/getPDF.asp?paper=HP0042&item=4&snum=132 (LD 55, 132nd Legislature)
Illinois Paid Leave for All Workers Act — effective January 1, 2024; usable for any reason (not limited to sick or safe time)
Tool's notable field for Illinois + Methodology § "What's modeled" — Illinois bullet
1 claim
21 modeled jurisdictions cover every US state with a statewide paid-sick-leave law plus NYC and San Francisco
Tool's data layer (21 entries)
Per-state statutes cited above; cross-verified via the cluster article paid-sick-leave-laws-by-state
Three-tier ordinances (Chicago, Seattle, DC) and narrow carve-outs (Virginia — home health only) are intentionally deferred per the data file's header comment.
1 claim
All modeled state rules current AS OF this verification date
Tool's data layer — all 21 entries
Per-state statutes cited above
Missouri Prop A took effect May 2025 and was repealed by HB 567 in August 2025 — no Missouri law is in force as of verification; correctly not modeled.
48 unique sources cited across the report — click to audit any claim directly against its evidence.
https://www.cga.ct.gov/2024/act/Pa/pdf/2024PA-00039-R00HB-05005-PA.pdf (Public Act 24-39)
https://www.legislature.mi.gov/Laws/MCL?objectName=mcl-Act-338-of-2018 (as amended)
https://legistar.council.nyc.gov/LegislationDetail.aspx?ID=4421149 (Local Law 97 of 2020)
https://legislature.maine.gov/legis/bills/getPDF.asp?paper=HP0042&item=4&snum=132 (LD 55, 132nd Legislature)
Per-state statutes cited above; cross-verified via the cluster article paid-sick-leave-laws-by-state
Per-state statutes cited above
Every claim above is anchored to a clickable source — click any to verify what we said directly against the evidence.
See our fact-checking methodology for the standards this report follows.
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