Expanded Paid Sick Leave and Reproductive Loss Leave

Effective January 1, 2025, the University of California is expanding eligibility for paid sick leave to:

• Expand eligibility for paid sick leave for part-time employees in sick leave accruing titles.
• Employees in non-sick leave accruing titles (e.g., per diem staff and faculty titles) will have access annually to a set amount of paid sick leave in a paid sick leave bank. The paid sick leave bank is distinct and separate from accrued paid sick leave.
• Expand the reasons for which employees may use paid sick leave.
• Provide protected paid sick leave.
• Extend the period during which paid sick leave may be reinstated if an employee is reemployed after a separation from employment.

Certain University locations have adopted and implemented Paid Time Off (PTO) programs for staff as an alternative to the University’s vacation and sick leave policies.

• Staff employees at these locations may refer to the local PTO program and guidelines.
• PTO programs must meet the minimum sick leave requirements described in PPSM–2.210 (Absence from Work). 

Note: These PTO programs for staff are different from paid time off available to represented academic appointees. Refer to APM-710 for more information regarding academic appointees.

The updated policy aims to:

• Expand eligibility to part-time employees and employees in non-sick leave accruing roles (e.g., per diem staff). 
• Increase the range of qualifying reasons for sick leave to cover physical and mental health care, preventive care, and support for victims of domestic violence, sexual assault, or stalking. 
• Provide "protected" paid sick leave, meaning employees can take sick leave without fear of retaliation or discrimination. 
• Allow reinstatement of unused sick leave if reemployed within one year of separation from UC (unless the balance was converted to retirement credit).