Washington Paid Sick Leave Calculator
Calculate paid sick leave accruals, available balances, and carryover protections under Washington State law. Features 1:40 statutory accrual across all hours worked, strict prohibition on annual accrual caps, Seattle PSST multi-tier schedules, 90-day usage waiting periods, and 12-month rehire reinstatement calculations.
Washington State Paid Sick Leave Calculator (RCW 49.46.210)
Calculate statutory paid sick leave accruals, balances, carryover protections, and gross sick leave pay. Under Washington State law (RCW 49.46.210 and WAC 296-128-600), employees accrue at least 1 hour for every 40 hours worked across all hours (including overtime). Washington law strictly prohibits annual accrual caps, mandates a minimum 40-hour year-end carryover, and guarantees 12-month rehire balance reinstatement.
Enter hours worked and rate details, then click Calculate Sick Leave Balance.
Washington Paid Sick Leave Accrual & Carryover Rules
Review our detailed breakdown of RCW 49.46.210, the prohibition on annual accrual caps, mandatory 40-hour carryovers, Seattle PSST tiers (SMC 14.16), 90-day waiting periods, and 12-month rehire reinstatement mandates.
Washington Paid Sick Leave Law & Statutory Standards
Uncapped Accrual (RCW 49.46.210(1)(a))
Washington is one of the only states where annual accrual cannot be capped. Employees accrue at least 1 hour of paid sick leave for every 40 hours worked. An employee working 2,400 hours accrues a full 60 hours of leave. Any employer policy that caps annual accrual at 40 hours violates state law.
40-Hour Mandatory Carryover
At the end of each benefit year, employers must allow workers to carry over at least 40 hours of unused sick leave into the following year (RCW 49.46.210(1)(j)). Seattle Tier 2 employers require 56 hours, and Seattle Tier 3 employers mandate 72 hours under SMC 14.16.
90-Day Usage Threshold
Employees begin accruing paid sick leave on their first day of work, but are entitled to use accrued time beginning on the 90th calendar day of employment (RCW 49.46.210(1)(d)). Paid sick leave must be compensated at the employee's normal hourly compensation.
12-Month Rehire Reinstatement
If an employee is laid off, resigns, or is terminated, and is subsequently rehired by the same employer within 12 months, all previously accrued, unused paid sick leave balances must be reinstated in full pursuant to RCW 49.46.210(1)(k).