Understanding the Pittsburgh Paid Sick Days Act
Upcoming updates to Pittsburgh’s Paid Sick Days Act will change how employers handle sick leave, payroll, and compliance. Businesses should review policies and train managers now to avoid costly mistakes. Continue reading to learn how these changes could impact your operations.
The Pittsburgh Paid Sick Days Act (PSDA) requires most employers to provide paid sick leave to employees who perform work within the city. This law is designed to help employees care for their own health and the health of their families without risking their income. Beginning January 1, 2026, amendments will increase the rate at which employees earn paid sick time and raise the maximum amount of leave that can be accrued each year. Because these changes affect how employers track time, update policies, and manage payroll, it is important for businesses to understand what the act requires and how it impacts daily operations.
Key Requirements of the PSDA
Under the PSDA, employees must be allowed to accrue one hour of paid sick time for every 30 hours worked within Pittsburgh city limits. The amount of leave that can be earned each year depends on the employer’s size. Businesses with 15 or more employees must allow workers to accrue up to 72 hours of paid sick leave per year, while employers with 14 or fewer employees must provide up to 48 hours annually.
Employees can use paid sick time for their own medical needs, for a family member’s medical care, for preventive medical appointments, or to care for a child if school or childcare closes during a public health emergency. Sick time can also be carried over to the next year if the employer uses an accrual system. Employers who front-load the full required amount at the beginning of the year may follow separate carryover rules.
Implications for Employers
These changes mean many businesses will need to review their current paid time off policies to ensure compliance with both the current ordinance and the updates that take effect in 2026. Employers may need to adjust their payroll systems to calculate the new accrual rate and to track employees who work only part of their time within the city. It may also be necessary to modify employee handbooks, train managers on when sick leave can be used, and ensure that sick time is not denied or discouraged.
Businesses that operate across multiple municipalities may face additional challenges if different locations follow different sick leave laws, making clear policy language especially important. Noncompliance can lead to formal complaints, investigations, and potential penalties administered by the City of Pittsburgh.
Posting and Reporting Requirements
Employers must provide employees with clear written notice of their rights under the Pittsburgh PSDA. This notice must be posted in a visible location at the workplace and communicated to employees in a way that explains how sick time is earned, what it can be used for, and how to request it.
Employers are also required to document sick time accrual and usage to ensure accurate reporting if a complaint is filed. The City of Pittsburgh provides an online complaint process for employees who believe their rights have been violated, which makes proper documentation especially important for employers.
How GMS Can Help
Staying compliant with local labor laws can be complex, especially as legislation evolves. Group Management Services (GMS) helps employers manage compliance through human resources (HR) support, policy development, payroll administration, and risk management services. We can review your current sick leave policies, update your handbook language, configure payroll to track accruals, and provide accurate training for managers. Our compliance experts are here to ensure your business is prepared for changes to the Pittsburgh Paid Sick Days Act and other regulations affecting your workplace. With the right support, employers can protect their business, meet legal requirements, and provide meaningful benefits to their employees.
If you need support reviewing your policies or ensuring full compliance with PSDA, contact GMS today!