On June 12, 2025, the City of Pittsburgh amended its Paid Sick Days Act (PSDA), modifying both the accrual rate and annual usage limits for paid sick leave. The amended ordinance takes effect on January 1, 2026, and applies to all employers with covered employees working within the city.
Key Changes
Under the revised law, employers, regardless of size, must now allow employees to accrue paid sick leave at a rate of one (1) hour for every 30 hours worked, an increase from the previous rate of one hour per 35 hours. In addition to the faster accrual rate, the annual caps on paid sick leave have increased based on employer size:
- Employers with 15 or more employees must provide up to 72 hours of paid sick leave per year, and
- Employers with 14 or fewer employees must provide up to 48 hours per year.
Employers may continue to use either an accrual or frontloading method and must allow unused leave to carry over if the accrual method is used.
With Pittsburgh’s changes now finalized, employers operating in multiple jurisdictions should assess whether adjustments are needed to ensure compliance across Pittsburgh, Allegheny County, and Philadelphia. Each jurisdiction maintains its own accrual rate and usage cap. Philadelphia requires one (1) hour of sick leave for every 40 hours worked, capped at 40 hours per year. Allegheny County continues to require one (1) hour for every 35 hours worked, also capped at 40 hours annually.
Next Steps for Employers
The City is expected to issue updated guidance including a workplace poster reflecting the new requirements prior to the effective date (January 1).
Employers in Pittsburgh should prepare to comply by reviewing and noting any revision that may be necessary to existing sick leave policies and procedures, employee handbooks, and internal tracking systems. Employers will also be required to post the updated notice in a conspicuous location at each worksite.
HR Works will continue to monitor this topic and provide updates as more information is available.
