President Expands Paid Sick Leave

The United States federal government introduced updated paid sick leave requirements that apply to federal contractors, expanding protections for eligible workers nationwide. Under this change, covered employers must now provide employees with up to 56 hours of earned paid sick leave per calendar year.

Accrual Structure

• 1 hour of paid sick leave is earned for every 30 hours worked
• Full-time employees may reach the 56-hour cap annually
• Part-time employees accrue leave proportional to hours worked

Permitted Use

Sick leave may be used for:

• The employee’s own medical needs
• Care for a family member
• Circumstances to support health recovery
• Situations where staying home helps prevent workplace illness transmission

Benefit Carryover

• Unused hours may carry forward to the next year
• Employers are not required to pay out unused leave upon termination
• If an employee leaves and returns to work with the same covered contractor within 2 months, previously earned unused leave must be fully reinstated

Interaction with Existing Laws

This federal contractor leave rule:

• Does not override any state, federal, or union agreement
• When another governing rule such as collective bargaining provides greater leave benefits, the more generous standard must be applied

Public Debate Around the Executive Order

The expansion has resulted in differing viewpoints:

• Supporters believe expanded paid sick time improves workplace safety by reducing illness spread and increases hiring competitiveness for federal contractors seeking skilled workers.
• Critics argue the order may raise business costs, place administrative strain, and influence employment availability or hiring trends.

Who is Covered?

The new sick leave provisions apply to employees whose wages fall under:

• Davis‑Bacon Act
• Service Contract Act
• Fair Labor Standards Act

Effective Date

• The rule became enforceable on January 1, 2017

Guidance for Workers & Employers

This change enables many contractor-based employees to maintain job continuity during medical recovery periods without losing pay stability. Employers operating under covered federal contracts should update leave policies, accrual tracking, and rehiring procedures to ensure compliance.

For analysis of rights or contractor leave policy obligations, legal counsel or HR compliance review may help clarify organizational risk, liability, and employee entitlements.

For questions about this new regulation or if you have questions about working for a federal contractor, contact our office to speak with an employment law attorney.