Tools · Paid time off

PTO accrual calculator

Enter how leave is earned and how long you have worked to see what accrues each pay period, each year and to date. Or start from one of 14 state paid sick leave rules in our dataset, each with its source.

Accrued per year

69.33 hours

1 hour per 30 hours worked at 40 hours a week. That is 8.67 days of 8 hours.

PTO accrual results
Accrued per pay periodPaid every two weeks, on 80 hours worked	2.667 hours
Accrued to dateOver 21 full pay periods	56 hours
Used	0 hours
BalanceAccrued minus used	56 hours
Annual cap reachedFirst year of employment	No annual cap set
Balance cap reached	No balance cap set

Leave accrues once per pay period; a year of employment is one full cycle of pay periods from the start date, so caps reset there (some laws count them per calendar year instead). Hours used are spread evenly over the periods worked. Your employer's policy or contract can be more generous than any state minimum.

California · paid sick leave rule

Employees earn at least 1 hour of paid sick leave for every 30 hours worked; employers may cap use at 40 hours or 5 days a year and total accrual at 80 hours or 10 days.

Balance may be capped at 80 hours. Use may be capped at 40 hours a year.

In general terms (and subject to some exceptions), employees under an accrual plan must earn at least one hour of paid sick leave for each 30 hours of work (the 1:30 schedule). Although employers may adopt or keep other types of accrual schedules (other than 1:30), the schedule must result in an employee having at least 24 hours of accrued sick leave or paid time off by the 120th calendar day of employment and 40 hours by the 200th calendar day of employment. If an employer is using the 1 hour of paid sick leave accrued for 30 hours worked or something more generous (e.g. 1 hour accrued of paid sick leave for every 20 hours worked), then the employer does not have to provide 24 hours or 3 days by the 120th day of the year and 40 hours or 5 days by the 200th day. The requirements to provide the minimum amounts by the 120th day and the 200th day of the year are set up as a measure for employers who use other accrual methods so that the plans meet certain minimums. The measure assumes full-time employment. The 1:30 yields the same results of roughly 24 hours and 40 hours by the 120th day and the 200th day, respectively, for full time workers. Although employees may accrue more than five days of paid sick leave under the one hour for every 30 hours worked accrual method (or under an alternative accrual standard), the law allows employers to limit an employee’s use of paid sick leave to 40 hours or five days during a year. The law also allows an employer to limit an employee’s total accrued paid sick leave to no more than 80 hours or ten days. Before January 1, 2024, an employer could limit an employee’s use to 24 hours or three days during a year and an employee’s accrual to no more than 48 hours or six days.

Source: agency page
snapshot: September 27, 2026
Notes: Lab. Code 246 as amended by SB 616 (2023). Before January 1, 2024 the caps were 24 hours/3 days of use and 48 hours/6 days of accrual.

Verified September 27, 2026

Connecticut · paid sick leave rule

Employees earn 1 hour of paid sick leave for every 30 hours worked, up to 40 hours a year, usable from their 120th day of employment; coverage phases in for employers with 25+ employees from January 1, 2025, 11+ from January 1, 2026 and 1+ from January 1, 2027.

Applies to: employees of employers with 11 or more employees in Connecticut in 2026; all employers from January 1, 2027

Carryover up to 40 hours. Usable after 120 days.

(a) Each employer shall provide paid sick leave annually to each of such employer's employees in the state. Such paid sick leave shall accrue (1) (A) beginning (i) January 1, 2025, for an employee of an employer that employs twenty-five or more individuals in the state, (ii) January 1, 2026, for an employee of an employer that employs eleven or more individuals in the state, or (iii) January 1, 2027, for an employee of an employer that employs one or more individuals in the state, or (B) for an employee hired after said dates, beginning on the employee's first date of employment, (2) at a rate of one hour of paid sick leave for each thirty hours worked by an employee, and (3) in one-hour increments up to a maximum of forty hours per year. An employer may provide its employees with a greater amount of paid sick leave or provide paid sick leave at a faster rate than required by this subsection. Each employee shall be entitled to carry over up to forty unused accrued hours of paid sick leave from the current year to the following year, but no employee shall be entitled to use more than the maximum number of accrued hours, as described in subdivision (3) of this subsection, in any year. In lieu of any carry-over of unused paid sick leave from the current year to the following year, an employer may provide an employee with an amount of paid sick leave that meets or exceeds the requirements of this subsection and is available for the employee's immediate use at the beginning of the following year. (b) An employee shall be entitled to the use of any accrued paid sick leave on and after the one hundred twentieth calendar day of such employee's employment.

Source: statute
Citation: Conn. Gen. Stat. ch. 557 (§§ 31-12 to 31-57z)
snapshot: September 26, 2026

Verified September 26, 2026

15 states and DC · last verified September 27, 2026

Paid sick leave accrual by state

The minimum each state's paid sick leave law sets, from our dataset. States not listed have no state paid sick leave rule in our dataset; local laws can add to these. Missouri's rule was repealed by H.B. 567 (2025) and is listed for the record.

Paid sick leave accrual rate, annual cap, other limits and coverage by state, with sources. State names link to their minimum wage pages.
State	Accrual rate	Annual cap	Other limits	Who's covered	Source
Alaska	1 hour per 30 hours worked	56 hours (15+ employees); 40 hours (14 or fewer employees)	—	All employees	Source: AS 23.10.065 Sec. 23.10.066 Minimum paid sick leave beneﬁt. Employers in Alaska are required to provide their employees paid sick leave as follows: (1) Employers with 15 or more employees shall allow employees to accrue a minimum of one hour of paid sick leave for every 30 hours worked, but employees are not entitled to accrue or use more than 56 hours of paid sick leave per year, unless their employer sets a higher limit. (2) Employers with fewer than 15 employees shall allow employees to accrue a minimum of one hour of paid sick leave for every 30 hours worked, but employees are not entitled to accrue or use more than 40 hours of paid sick leave per year, unless their employer sets a higher limit. Source agency page snapshot September 26, 2026 Notes AS 23.10.066, enacted by 2024 Ballot Measure 1, in effect from July 1, 2025. Verified September 27, 2026
Arizona	1 hour per 30 hours worked	40 hours (15+ employees); 24 hours (14 or fewer employees)	—	All employees (Fair Wages and Healthy Families Act, Prop 206)	Source: A.R.S. § 23-372 A. Employees of an employer with 15 or more employees shall accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but employees shall not be entitled to accrue or use more than 40 hours of earned paid sick time per year, unless the employer selects a higher limit. B. Employees of an employer with fewer than 15 employees shall accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but employees shall not be entitled to accrue or use more than 24 hours of earned paid sick time per year, unless the employer selects a higher limit. Source statute snapshot September 27, 2026 Verified September 27, 2026
California	1 hour per 30 hours worked	None recorded	Balance may be capped at 80 hours; Use may be capped at 40 hours a year	—	Source In general terms (and subject to some exceptions), employees under an accrual plan must earn at least one hour of paid sick leave for each 30 hours of work (the 1:30 schedule). Although employers may adopt or keep other types of accrual schedules (other than 1:30), the schedule must result in an employee having at least 24 hours of accrued sick leave or paid time off by the 120th calendar day of employment and 40 hours by the 200th calendar day of employment. If an employer is using the 1 hour of paid sick leave accrued for 30 hours worked or something more generous (e.g. 1 hour accrued of paid sick leave for every 20 hours worked), then the employer does not have to provide 24 hours or 3 days by the 120th day of the year and 40 hours or 5 days by the 200th day. The requirements to provide the minimum amounts by the 120th day and the 200th day of the year are set up as a measure for employers who use other accrual methods so that the plans meet certain minimums. The measure assumes full-time employment. The 1:30 yields the same results of roughly 24 hours and 40 hours by the 120th day and the 200th day, respectively, for full time workers. Although employees may accrue more than five days of paid sick leave under the one hour for every 30 hours worked accrual method (or under an alternative accrual standard), the law allows employers to limit an employee’s use of paid sick leave to 40 hours or five days during a year. The law also allows an employer to limit an employee’s total accrued paid sick leave to no more than 80 hours or ten days. Before January 1, 2024, an employer could limit an employee’s use to 24 hours or three days during a year and an employee’s accrual to no more than 48 hours or six days. Source agency page snapshot September 27, 2026 Notes Lab. Code 246 as amended by SB 616 (2023). Before January 1, 2024 the caps were 24 hours/3 days of use and 48 hours/6 days of accrual. Verified September 27, 2026
Colorado	1 hour per 30 hours worked	48 hours	—	All employees (Healthy Families and Workplaces Act)	Source: 7 CCR 1103-7 (Wage Protection Rules) 3.5.1 Accrual of HFWA leave. Paid leave begins to accrue at the commencement of employment or on January 1, 2021, whichever is later. (A) For the minimum HFWA accrual rate of one hour of leave for every 30 hours worked, up to cap of 48 hours per benefits year (C.R.S. § 8-13.3-403(2)(a)), accrual is based on all “time worked” under Rule 1.9 of the COMPS Order, 7 CCR 1103-1, with regular and overtime hours counting equally; except under C.R.S. § 8-13.3- 403(2)(c), an overtime-exempt employee accrues paid leave based on their normal hours worked up to a maximum of forty per week. Once employees have accrued 48 hours of paid leave during the benefit year, they do not accrue more, except if an employer chooses to provide paid leave in a greater amount. C.R.S. §§ 8- 13.3-403(2)(a), -413. Source statute snapshot September 27, 2026 Notes C.R.S. 8-13.3-403; Wage Protection Rules 7 CCR 1103-7, Rule 3.5.1. Verified September 27, 2026
Connecticut	1 hour per 30 hours worked	40 hours	Carryover up to 40 hours; Usable after 120 days	Employees of employers with 11 or more employees in Connecticut in 2026; all employers from January 1, 2027	Source: Conn. Gen. Stat. ch. 557 (§§ 31-12 to 31-57z) (a) Each employer shall provide paid sick leave annually to each of such employer's employees in the state. Such paid sick leave shall accrue (1) (A) beginning (i) January 1, 2025, for an employee of an employer that employs twenty-five or more individuals in the state, (ii) January 1, 2026, for an employee of an employer that employs eleven or more individuals in the state, or (iii) January 1, 2027, for an employee of an employer that employs one or more individuals in the state, or (B) for an employee hired after said dates, beginning on the employee's first date of employment, (2) at a rate of one hour of paid sick leave for each thirty hours worked by an employee, and (3) in one-hour increments up to a maximum of forty hours per year. An employer may provide its employees with a greater amount of paid sick leave or provide paid sick leave at a faster rate than required by this subsection. Each employee shall be entitled to carry over up to forty unused accrued hours of paid sick leave from the current year to the following year, but no employee shall be entitled to use more than the maximum number of accrued hours, as described in subdivision (3) of this subsection, in any year. In lieu of any carry-over of unused paid sick leave from the current year to the following year, an employer may provide an employee with an amount of paid sick leave that meets or exceeds the requirements of this subsection and is available for the employee's immediate use at the beginning of the following year. (b) An employee shall be entitled to the use of any accrued paid sick leave on and after the one hundred twentieth calendar day of such employee's employment. Source statute snapshot September 26, 2026 Verified September 26, 2026
District of Columbia	1 hour per 37 hours worked (100+ employees); 1 hour per 43 hours worked (25 to 99 employees); 1 hour per 87 hours worked (24 or fewer employees)	7 days (100+ employees); 5 days (25 to 99 employees); 3 days (24 or fewer employees)	—	—	Source: D.C. Code § 32-531.02 (a)(1) An employer with 100 or more employees shall provide for each employee not less than one hour of paid leave for every 37 hours worked, not to exceed 7 days per calendar year. (2) An employer with at least 25, but not more than 99, employees shall provide for each employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year. (3) An employer with 24 or fewer employees shall provide not less than one hour of paid leave for every 87 hours worked, not to exceed 3 days per calendar year. Source statute snapshot September 27, 2026 Verified September 27, 2026
Illinois	1 hour per 40 hours worked	40 hours	—	—	Source: Paid Leave for All Workers Act, 820 ILCS 192 The Paid Leave for All Workers Act (PLAWA) allows workers to earn up to 40 hours of paid leave from work each year. Workers can use paid leave for any reason and employers may not require workers to provide a basis for their time off request. Workers earn one (1) hour of paid leave for every 40 hours they work. If an employer has an existing policy, certain exceptions may apply. There are certain categories of workers that are not subject to the law. Source agency page snapshot September 27, 2026 Notes Paid Leave for All Workers Act, 820 ILCS 192. Chicago and Cook County have their own paid leave ordinances, which take precedence there. Verified September 27, 2026
Maine	1 hour per 40 hours worked	40 hours	Usable after 120 days	Employers with more than 10 employees for more than 120 days in a calendar year; leave may be used for any purpose	Source: 26 M.R.S. § 637 An employer that employs more than 10 employees in the usual and regular course of business for more than 120 days in any calendar year shall permit each employee to earn paid leave based on the employee's base pay as provided in this section. [PL 2019, c. 156, §3 (NEW); PL 2019, c. 156, §4 (AFF).] 3. Accrual. An employee is entitled to earn one hour of paid leave from a single employer for every 40 hours worked, up to 40 hours in one year of employment. Accrual of leave begins at the start of employment, but the employer is not required to permit use of the leave before the employee has been employed by that employer for 120 days during a one-year period. Source statute snapshot September 26, 2026 Notes Maine's Earned Paid Leave law (26 M.R.S. § 637) is general paid leave, not limited to sickness. Verified September 26, 2026
Maryland	1 hour per 30 hours worked	None recorded	Not a preset Our dataset records the accrual rate but not the caps; see the rule's notes.	Paid leave at employers with 15+ employees	Source The Maryland Healthy Working Families Act (MHWFA – often referred to as “Sick and Safe Leave”) took effect February 11, 2018. The MHWFA requires all employers with employees whose primary work location is in Maryland to provide earned sick and safe leave, regardless of where the employer is located. Employers who employ 15 or more employees are required to provide paid earned safe and sick leave. Employers with less than 15 employees are required to provide unpaid earned sick and safe leave. Certain employees are exempt from the requirements of the law. All employees whose primary work location is in Maryland are entitled to accrue sick and safe leave unless they are exempt from coverage under the law. Leave accrues at the rate of one hour for every thirty hours that an employee works. Source agency page snapshot September 27, 2026 Notes Maryland Healthy Working Families Act (LE § 3-1301 et seq.); annual caps (40 hours used, 64 accrued) are in the statute and FAQ, not on this page. Verified September 27, 2026
Minnesota	1 hour per 30 hours worked	48 hours	—	Employees expected to work at least 80 hours a year in Minnesota	Source: Minn. Stat. §§ 181.9445 to 181.9448 An employee earns one hour of sick and safe time for every 30 hours worked and can earn a maximum of 48 hours each year unless the employer agrees to a higher amount. Source agency page snapshot September 27, 2026 Notes Earned sick and safe time, Minn. Stat. 181.9445 to 181.9448. Verified September 27, 2026
Missouri	—	—	Not a preset Repealed by H.B. 567 (2025).	—	Source: Mo. Rev. Stat. § 290.600 290.600. (Repealed L. 2025 H.B. 567, et al.) Source statute snapshot September 27, 2026 Notes Proposition A (Nov. 5, 2024) created §§ 290.600 to 290.642 with 1 hour per 30 worked; those provisions applied from May 1, 2025 until the repeal. Verified September 27, 2026
New Jersey	1 hour per 30 hours worked	40 hours	Carryover up to 40 hours	Employers of any size	Source Employers of all sizes are required to provide full-time, part-time, seasonal, and temporary employees with up to 40 hours of paid sick time per year to care for themselves or loved ones, or to attend school-related conferences or events. Earned sick leave is accrued at a rate of one hour of leave time for every 30 hours worked. Employers may frontload sick leave at the start of the year. Source agency page snapshot September 26, 2026 Verified September 27, 2026
New York	1 hour per 30 hours worked	56 hours (100+ employees); 40 hours (5 to 99 employees); 40 hours (4 or fewer employees)	—	—	Source Employees will receive an amount of sick leave depending on the size of their employer: Employers with 100 or more employees must provide up to 56 hours of paid sick leave per calendar year. Employers with 5 to 99 employees must provide up to 40 hours of paid sick leave per calendar year. Employers with 4 or fewer employees and net income of greater than $1 million in the previous tax year are required to provide up to 40 hours of paid sick leave per calendar year. Employers with 4 or fewer employees and net income is $1 million or less in the previous tax year are required to provide up to 40 hours of unpaid sick leave per calendar year. For counting employees, small employers with 4 or fewer employees and who reported a net income of $1 million or less do not need to pay their employees sick leave, but must provide the additional allotted leave time. Note: “calendar year” means the 12-month period from January 1 to December 31. For other purposes, including use and accrual of leave, employers may set a calendar year to mean any 12-month period. Accruals Employees begin accruing leave on September 30, 2020. Leave must be accrued at a rate not less than one hour for every thirty hours worked. Source agency page snapshot September 27, 2026 Notes New York also requires 20 hours of paid prenatal leave a year (Labor Law § 196-b, from 2025), not recorded here. Verified September 27, 2026
Oregon	1 hour per 30 hours worked	40 hours	—	Paid leave at employers with 10+ employees	Source You get paid sick time if your employer has 10 or more employees (6 or more if they have a location in Portland). Otherwise, sick time is protected but unpaid. You can use sick time for many reasons, including if you or a family member is sick, injured, experiencing mental illness, or need to visit the doctor. You get at least 1 hour of protected sick time for every 30 hours you work up to 40 hours per year. (Employers can choose to frontload at least 40 hours of sick time at the beginning of the year.) Source agency page snapshot September 27, 2026 Notes ORS 653.601-653.661. Verified September 27, 2026
Rhode Island	—	—	Not a preset Our dataset records who must provide the leave but not an accrual rate.	Paid leave at employers with 18+ employees	Source: 260-RICR-30-05-5 1. Employers must provide paid sick and safe leave time to all employees if the employer maintained an average of eighteen (18) or more employees in Rhode Island during the previous payroll year’s highest two employment quarters. 2. For the purpose of this determination, employers shall count all unique positions and that total shall represent the number of employees that they employed during that time period. 3.This calculation shall be performed on an annual basis using that year’s employment data. 4. Employers must establish annually whether they employ eighteen (18) or more employees and are required to provide paid leave. This determination remains in effect, regardless of the size of the employer, for the following twelve (12) months. 5. New employers must provide paid sick and safe leave to all employees once they have a total of eighteen (18) or more employees on their payroll. Source agency page snapshot September 27, 2026 Notes Healthy and Safe Families and Workplaces Act (R.I. Gen. Laws ch. 28-57). The accrual rate (1 hour per 35 hours, up to 40 hours a year) and unpaid leave for smaller employers are in § 28-57-5. Verified September 27, 2026
Vermont	1 hour per 52 hours worked	40 hours	—	—	Source: 21 V.S.A. § 482 (a) An employee shall accrue not less than one hour of earned sick time for every 52 hours worked. (b) An employer may require a waiting period for newly hired employees of up to one year. During this waiting period, an employee shall accrue earned sick time pursuant to this subchapter but shall not be permitted to use the earned sick time until after completing the waiting period. (c) An employer may: (1) limit the amount of earned sick time accrued pursuant to this section to a maximum of 40 hours in a 12-month period; or Source statute snapshot September 26, 2026 Verified September 27, 2026
Washington	1 hour per 40 hours worked	None recorded	—	Employees covered by the Minimum Wage Act	Source: RCW 49.46.210 (a) An employee shall accrue at least one hour of paid sick leave for every forty hours worked as an employee. An employer may provide paid sick leave in advance of accrual provided that such front-loading meets or exceeds the requirements of this section for accrual, use, and carryover of paid sick leave. Source statute snapshot September 27, 2026 Verified September 27, 2026

Figures are the legal minimum; an employer may give more, and many let leave be front-loaded instead of accrued. "Not a preset" rows are in the table for reference but the calculator does not offer them.

Definitions

PTO vs paid sick leave

Feature	PTO	Paid sick leave
Set by	Employer policy or contract	State or local law sets a minimum; employers may give more
Used for	Any reason the policy allows: vacation, personal days, illness	Reasons the law lists, such as illness, care of a family member or safety; some state laws allow any reason
How it is earned	Any method: per hours worked, per pay period, or a yearly allowance	Usually per hours worked, with an annual cap
Counts toward the law?	A PTO policy can satisfy a paid sick leave law if it gives at least as much leave on at least the same terms. Check the rule's text.

Method

How accrual is calculated

Method	Leave per pay period
Hours per hours worked	hours worked in the period × hours of leave ÷ hours worked per unit
Fixed per pay period	the fixed hours
Annual allowance	(days × hours in a workday, or hours) ÷ pay periods a year

Hours worked in a period are weekly hours × 52 ÷ pay periods a year (52 weekly, 26 biweekly, 24 semimonthly, 12 monthly). Leave per year is leave per period × pay periods a year, held to the annual cap if there is one.

Worked example. At 1 hour per 30 hours worked and 40 hours a week paid every two weeks, each period has 80 hours worked, so 80 × 1 ÷ 30 = 2.667 hours accrue per period and 69.33 hours over 26 periods. Under Colorado's 48-hour annual cap, accrual reaches the cap in pay period 18, at 48 hours for the year.

5 questions

Questions

How is PTO accrual calculated?

Multiply the hours worked in a pay period by the accrual rate: hours of leave earned divided by the hours of work it takes to earn them. For a fixed annual allowance, divide the yearly hours by the number of pay periods in a year. Stop adding leave once an annual or balance cap is reached.

How much leave is 1 hour per 30 hours worked?

At 40 hours a week for 52 weeks it is 69.33 hours a year, or 2.667 hours each two-week pay period, before any cap. In our dataset 10 state rules use this rate: Alaska, Arizona, California, Colorado, Connecticut, Maryland, Minnesota, New Jersey, New York and Oregon.

Which states require paid sick leave?

Our dataset records a current state paid sick leave rule for Alaska, Arizona, California, Colorado, Connecticut, District of Columbia, Illinois, Maine, Maryland, Minnesota, New Jersey, New York, Oregon, Rhode Island, Vermont and Washington. Missouri's rule was repealed by H.B. 567 (2025). Maryland (our dataset records the accrual rate but not the caps; see the rule's notes) and Rhode Island (our dataset records who must provide the leave but not an accrual rate) are not offered as a calculator preset. States not listed have no state rule in our dataset; cities and counties can have their own.

What is the difference between an annual cap and a balance cap?

An annual cap limits how much leave can accrue in one year of employment; once it is reached, accrual stops until the next year starts. A balance cap limits how much unused leave you can hold at once; accrual stops while the balance is at the cap and starts again after leave is used.

Does unused sick leave carry over?

Under several state laws it does, up to a limit. In our dataset the rules for Connecticut (up to 40 hours) and New Jersey (up to 40 hours) record a carryover limit. Enter a carryover limit in the calculator to see what is lost at the end of each year.

Tools

Other calculators

Hourly to salary calculatorTurn an hourly wage into yearly, monthly, biweekly, weekly and daily pay, and see how it compares to minimum wages.
Salary to hourly calculatorTurn a yearly salary into an hourly rate and monthly, biweekly, weekly and daily pay.
Pay raise calculatorWork out new pay from a raise in percent or dollars, or the raise percent from a new hourly rate or salary.
Overtime calculatorWeekly pay with overtime and double time under federal law or any state's overtime rule, including daily overtime.
Time and a half calculatorTime-and-a-half and double-time rates for any hourly wage, and the pay for a number of overtime hours.
No tax on overtime calculatorEstimate the federal overtime deduction (2025 to 2028): the qualified premium, the cap and income phase-out, and the income tax it saves.
Holiday pay calculatorPay for working a holiday at straight time, time and a half or double time, with paid holiday hours and the week's overtime under federal rules.