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Recent amendments to Pittsburgh’s Paid Sick Days Act expand employee protections
7/10/25
Following unanimous approval from City Council, Pittsburgh Mayor Ed Gainey signed an ordinance last month amending Pittsburgh’s Paid Sick Days Act (“PSDA” or the “Act”). As a result, employees working for or in the City of Pittsburgh will earn more paid sick time per year at a faster rate, starting on January 1, 2026.
Background
Originally passed in 2015, the PSDA was not implemented until March of 2020 due to a number of legal challenges. The Act ultimately was upheld by the Pennsylvania Supreme Court before it took effect, and it applies to all employers in Pittsburgh, regardless of size.
What the Amendment Changes
Effective January 1, 2026, the new ordinance increases the total amount of leave that employees can earn and requires employers to increase the rate at which leave is accrued. In particular, workers in Pittsburgh will earn one hour of paid sick time for every 30 hours worked. Under the original Act, employees earned one hour of paid sick time for every 35 hours worked in the City. The amended ordinance also increases the maximum amount of paid sick leave that employees can accrue and use each year. Specifically, employees working for businesses with 15 or more employees will earn up to 72 hours of paid sick leave per year, a significant increase from the prior annual maximum of 40 hours. For employees working for entities with fewer than 15 employees, the annual cap will increase from 24 hours to 48 hours.
What Should Pittsburgh Employers Do Now?
Even though the amended PSDA will not take effect for several months, now is the best time for covered employers to review its provisions and begin planning for any necessary policy changes. Employers should update their postings and policy documents before the January 1 effective date, given that delayed implementation due to legal challenges is less likely this time around. Employers should also consider providing updated training for supervisors who are likely to encounter more frequent requests for time off.
Finally, employers need to keep in mind that Allegheny County has its own paid sick leave law. Under the updated ordinance, Pittsburgh employees will have faster accrual and higher accumulation and usage caps than employers elsewhere in Allegheny County. Employers with facilities both in the City of Pittsburgh and other locations in Allegheny County should work with counsel to navigate these differences.
For more information, please contact Sunshine Fellows at sunshine.fellows@fmglaw.com or your local FMG attorney.
Information conveyed herein should not be construed as legal advice or represent any specific or binding policy or procedure of any organization. Information provided is for educational purposes only. These materials are written in a general format and not intended to be advice applicable to any specific circumstance. Legal opinions may vary when based on subtle factual distinctions. All rights reserved. No part of this presentation may be reproduced, published or posted without the written permission of Freeman Mathis & Gary, LLP.
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