Local payroll and employment requirements that differ from or exceed California state law
Last updated: January 2025
One of the highest in the nation. Adjusted annually based on CPI. No tip credit allowed.
Small employers (1-9): 40 hour cap. Medium (10-19): 56 hour cap. Large (20+): 72 hour cap on use but unlimited accrual. SF was first city with paid sick leave (2007).
Formula Retail Employee Rights Ordinance applies to retail and food service chains with 40+ locations and 20+ SF employees. Right to request flexible schedule. Part-time parity.
Employers with 20+ employees must spend minimum amount on health care for SF employees. Rate varies by company size.
Employers with 20+ employees must provide supplemental compensation to bring employee to 100% of salary during CA PFL.
Employers with 20+ employees must offer pre-tax transit/vanpool benefits, employer-paid benefits, or employer-provided transit.
No criminal history inquiry until after conditional offer. Applies to all employers regardless of size.
Dedicated lactation room (not bathroom) with running water, refrigerator, and electrical outlet.
Employers with 100+ employees must pay difference between military pay and regular salary for up to 30 days.
These local rules apply in addition to California state law. Employers must comply with whichever law provides greater protection to employees. Always verify current requirements with official sources.