Three California cities have more generous sick leave ordinances.
While SB 616 preempted most local sick leave ordinances, San Francisco (up to 72 hours/year), Los Angeles (city and county), and San Diego maintain their own. Where the local rule is more generous than state law, employers must apply the local rule. Workforces spanning multiple jurisdictions must track sick leave per location, not per employer.
Local Sick Leave Routing
Routes sick leave entitlement based on the worker's primary work location. SF, LA, and San Diego ordinances apply where they are more generous than the state minimum.
What the rule does for workers in covered jurisdictions.
The hero card configuration: Flag on jurisdictional tagging, Avoid on balance disclosure. Here's what each does at runtime.
When a worker's primary work location is in SF, LA, or San Diego, the local accrual rate applies. The shift records tag with the jurisdiction so payroll uses the right rule for that worker, that period.
In the worker app, the worker's sick leave balance reflects the local rule. SF workers see "72 hours available" not "40." The disclosure matches what the worker is actually entitled to.
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Local rules apply where they're more generous.
SB 616 (state) preempted some local sick leave ordinances but explicitly preserved SF, LA, San Diego, and a few others. Where local provisions are more generous, the local rule applies.
San Francisco — most generous
SF requires 1 hour of sick leave per 30 worked, with a cap of 72 hours for employers with 10+ workers (40 for smaller employers). Eligible after 90 days of employment. SF also covers safe time (domestic violence, sexual assault, stalking) and provides for use to care for a 'designated person' chosen by the worker.
Los Angeles (city and county)
Both LA City and unincorporated LA County require 48 hours of paid sick leave per year. Effective 90 days after hire. Cap on accrual: 72 hours. Includes use for 'safe time' and for caring for designated persons.
Teambridge tracks per-jurisdiction balances and applies the most generous rule.
Multi-jurisdiction sick leave is genuinely hard to administer manually. Teambridge automates the routing and the disclosure.
Tagged at hire and on each shift.
Each worker has a primary work location. Where shifts are in a different jurisdiction with its own ordinance, those shifts apply the local rule. Multi-jurisdiction shifts are tracked by segment.
Highest accrual applies to that shift.
If a worker's shift is in SF, the SF rule applies (1 hour per 30 worked, capped at 72). If in LA, the LA rule applies (1 hour per 30, capped at 72 with 48 use cap). The system picks the highest applicable on that shift.
Balance shown by jurisdiction.
In the worker app, the worker sees their current sick leave balance — under the rule that applies to them. SF workers see SF balance; LA workers see LA balance; cross-jurisdiction workers see the breakdown.
Per § 246 disclosure requirements.
Wage statements include the worker's sick leave balance per the applicable rule. SF, LA, and San Diego ordinances each have specific disclosure requirements that Teambridge implements.
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