Rhode Island Sick and Safe Leave Law
✓ Verified against official sources · September 1, 2026 R.I. Gen. Laws § 28-57-1 et seq.
The short answer: Rhode Island's Healthy and Safe Families and Workplaces Act gives employees of employers with 18 or more workers paid sick and safe leave — one hour per 35 hours worked, up to 40 hours a year.
Accrual rate
1 hour per 35 hours worked
Annual amount
Up to 40 hours per year
Employers covered
Paid at 18+ employees; smaller employers provide unpaid leave
Penalty for non-compliance: Enforced by the RI Department of Labor and Training under ch. 28-57, with remedies for withheld leave and anti-retaliation protections.
Under the Healthy and Safe Families and Workplaces Act, R.I. Gen. Laws § 28-57-5, employees of employers with 18 or more employees in Rhode Island accrue one hour of paid sick and safe leave per 35 hours worked — phased up to a cap of 40 hours per year since 2020, unless the employer chooses a higher limit. Employees of smaller employers are entitled to the same leave on an unpaid basis.
Accrual begins at the commencement of employment (exempt employees are assumed to work 40-hour weeks), and "safe" uses cover domestic violence, sexual assault and stalking needs alongside illness and family care. The Department of Labor and Training enforces the chapter.
For employersRhode Island's accrual divisor is unusual — 35 hours, not 30 — and the 18-employee threshold decides paid versus unpaid, with accrual starting at commencement of employment.
For employeesAt employers with 18 or more workers you earn paid sick and safe leave — one hour per 35 worked, up to 40 hours a year — for illness, family care, and domestic-violence-related needs.
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Rhode Island FAQ
Which Rhode Island employers must provide paid sick leave?
Employers with 18 or more employees in the state — one hour per 35 hours worked, up to 40 hours a year. Smaller employers provide the leave unpaid (28-57-5).
When does sick leave start accruing in Rhode Island?
At the commencement of employment — though employers may impose waiting periods on use for new hires per the chapter's terms.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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