PTO accrual calculator by state (United States)

Choose the state you work in and this works out the paid leave the state requires you to accrue, at the official rate and annual limit. It is the statutory floor — your employer's PTO policy is calculated separately.

United States. There is no federal statutory paid vacation. Paid time off comes from your employer's policy, so these tools work from the policy you enter. Rules checked 16 September 2026.

Choose your state, enter the hours you have worked, then select “Work out my statutory minimum”. The answer and the full workings appear here.

What “state PTO rules” actually are

No US state requires paid vacation, and neither does federal law: the Department of Labor treats paid vacation as an agreement between an employer and an employee. What a number of states do require is earned paid sick and safe leave — and in Illinois, Maine and Nevada, paid leave that can be taken for any reason. Those statutory accrual rates are what this page calculates.

If your employer runs a single combined PTO bank, it may be used to meet that statutory minimum as well as to give vacation. To work out the balance in your own policy, use the employer-policy PTO calculator.

States with a statutory paid leave law

Rates and limits as checked on 16 September 2026. Each row links to the official source.

State	Accrual rate	Annual limit	Before you can use it	Source
Alaska	1 hour per 30 worked — 15 or more employees 1 hour per 30 worked — Fewer than 15 employees	No hour cap stated No hour cap stated	Check the Alaska Department of Labor FAQ — sources reviewed differed on whether use may be delayed to 90 days.	Alaska Department of Labor — Minimum wage and paid sick leave FAQ
Arizona	1 hour per 30 worked — 15 or more employees 1 hour per 30 worked — Fewer than 15 employees	40 hours 24 hours	Use may be delayed until 90 days after hire.	A.R.S. § 23-372 — Accrual of earned paid sick time
California	1 hour per 30 worked	80 hours	Eligible after 30 days of employment; use may be delayed until the 90th day.	California DIR — Paid sick leave
Colorado	1 hour per 30 worked	48 hours	None — accrual and use begin on the first day of employment.	Colorado CDLE — INFO #6B, Healthy Families and Workplaces Act (PDF)
Connecticut	1 hour per 30 worked	40 hours	Use may be delayed until 120 calendar days after hire.	Connecticut DOL — Paid sick leave
District of Columbia	1 hour per 37 worked — 100 or more employees 1 hour per 43 worked — 25 to 99 employees 1 hour per 87 worked — Fewer than 25 employees	Statute caps this at 7 days a year, not a number of hours. Statute caps this at 5 days a year, not a number of hours. Statute caps this at 3 days a year, not a number of hours.	Use may be delayed until 90 days of service.	D.C. Code § 32-531.02 — Accrual of paid leave
Illinois	1 hour per 40 worked	40 hours	Use may be delayed until 90 days of employment.	Illinois DOL — Paid Leave for All Workers Act
Maine	1 hour per 40 worked	40 hours	Use may be delayed until 120 days of employment.	Maine DOL — Earned Paid Leave
Maryland	1 hour per 30 worked — 15 or more employees (paid) 1 hour per 30 worked — Fewer than 15 employees (unpaid leave) (unpaid)	40 hours 40 hours	Use may be delayed until 106 days of employment.	Maryland Department of Labor — Maryland Healthy Working Families Act
Massachusetts	1 hour per 30 worked — 11 or more employees (paid) 1 hour per 30 worked — Fewer than 11 employees (unpaid leave) (unpaid)	40 hours 40 hours	Use may begin after 90 days of employment.	Mass.gov — Earned sick time
Michigan	1 hour per 30 worked — More than 10 employees 1 hour per 30 worked — 10 or fewer employees (small business)	72 hours 40 hours	For employees hired after 21 February 2025, use may be delayed until 120 days.	Michigan LEO — Earned Sick Time Act FAQs
Minnesota	1 hour per 30 worked	48 hours	None — leave may be used as it accrues.	Minnesota DLI — Earned sick and safe time
Nebraska	1 hour per 30 worked — 20 or more employees 1 hour per 30 worked — 11 to 19 employees	56 hours 40 hours	Accrual begins after 80 hours of employment; leave may then be used as accrued.	Nebraska DOL — Paid sick time FAQs
Nevada	1 hour per 52 worked	40 hours	Use may be delayed until 90 days after employment starts.	Nevada Office of the Labor Commissioner — SB 312 paid leave (PDF)
New Jersey	1 hour per 30 worked	40 hours	Use may be delayed until 120 days after hire.	New Jersey DOL — Earned sick leave law
New Mexico	1 hour per 30 worked	64 hours	None — leave may be used as soon as it is accrued.	New Mexico Department of Workforce Solutions — Paid sick leave
New York	1 hour per 30 worked — 100 or more employees 1 hour per 30 worked — 5 to 99 employees 1 hour per 30 worked — 4 or fewer employees, net income over $1 million 1 hour per 30 worked — 4 or fewer employees, net income $1 million or less (unpaid)	56 hours 40 hours 40 hours 40 hours	None — leave is available as it accrues.	New York State — Paid sick leave
Oregon	1 hour per 30 worked — 10 or more employees (6 or more with a Portland location) — paid 1 hour per 30 worked — Smaller employers — unpaid sick time (unpaid)	40 hours 40 hours	Use may be delayed until 90 days of employment.	Oregon BOLI — Sick time
Rhode Island	1 hour per 35 worked — 18 or more employees (paid) 1 hour per 35 worked — Fewer than 18 employees (unpaid leave) (unpaid)	40 hours 40 hours	90 days for new employees; longer for seasonal and temporary staff.	Rhode Island DLT — Paid sick and safe leave
Vermont	1 hour per 52 worked	40 hours	An employer may require a waiting period of up to one year before accrued time is used.	Vermont Department of Labor — Earned sick time rules (PDF)
Washington	1 hour per 40 worked	No hour cap stated	Leave may be used from the 90th calendar day of employment.	Washington L&I — Paid sick leave minimum requirements

States with no statewide accrual law

On the sources checked, these states had no statewide statutory paid leave accrual law. A city or county ordinance may still apply where you work, and your employer's policy can always give more.

Alabama
Arkansas
Delaware — Delaware has a paid family and medical leave insurance programme with claims from 1 January 2026, but no general accrued paid sick leave law.
Florida
Georgia
Hawaii
Idaho
Indiana
Iowa
Kansas
Kentucky
Louisiana
Mississippi
Missouri — Proposition A paid sick time was repealed by House Bill 567, effective 28 August 2025.
Montana
New Hampshire
North Carolina
North Dakota
Ohio
Oklahoma
Pennsylvania
South Carolina
South Dakota
Tennessee
Texas
Utah
Virginia
West Virginia
Wisconsin
Wyoming

What this tool does not do

It does not check whether your employer's policy complies with state law.
It does not cover city or county ordinances, which exist in places such as New York City and parts of Oregon and Washington.
It does not model FMLA, state paid family and medical leave insurance, or federal contractor rules such as Executive Order 13706.
Where official sources disagreed on a figure, no capped number is produced and the disagreement is shown instead.

Official sources

State-by-state sources are linked in the table above. Rules checked 16 September 2026. General information, not legal advice.