When Is a Doctor’s Note Required for Work in California? Employee Rights, Sick Leave Rules, and Employer Policies

California employees can use paid sick leave without a doctor’s note unless absences exceed three consecutive days. Employers may request documentation only if policies are applied fairly, non-retaliatory, and consistent with privacy laws.

By Douglas Wade, Attorney

Email | Call (800) 484-4610

Have a quick question? We answered nearly 2000 FAQs.

Table of Contents

1. Important Lessons

2. Sick Leave Law in California

3. Checklist for Sick Leave Compliance

4. Ten Things About California’s Paid Sick Leave Law That Every Business Owner Should Know

5. A Few Remarks About Your Present Paid Sick Leave Regulation

6. A Remark on the Notes of Doctors

7. When is a doctor’s note required for work in California?

8. Is it necessary to hand in a doctor’s note to get a single day off by using sick leave?

9. Best Practices for Doctor’s Notes Requirements

10. Retaliation and Protections for Employees

11. Be mindful of local ordinances

12. Things Companies in LA Should Know About Paid Sick Leave

13. Things Companies in San Diego Should Know About Paid Sick Leave

14. Things Companies in San Francisco Should Know About Paid Sick Leave

15. Things Companies in Oakland Should Know About Paid Sick Leave

16. FAQs

Important Lessons

Although a doctor’s letter is often not needed in California for taking paid sick leave, employers may ask for it in specific circumstances.
A variety of medical and caregiving requirements, such as mental health & preventive care, can be covered by paid sick leave.
Without a doctor’s note, employers cannot refuse sick leave unless the policy is non-retaliatory and reasonable.
State provisions for sick leave may be supplemented or expanded by local ordinances.
Companies should maintain sick leave records and keep track of sick leaves for each employee, and they should also avoid taking negative measures towards workers who take sick leave.
Retaliation against a person taking paid sick leave is illegal, and it may result in huge legal consequences.

Sick Leave Law in California

The Healthy Workplaces, Healthy Families Act of 2014, which California Governor Jerry Brown introduced, includes the California Sick Leave Law. According to this regulation, California business owners are required to offer their staff members the bare minimum of paid sick leave annually. Generally speaking, this is calculated to be an hour for every thirty hours worked.

Other than Connecticut, California is the sole state in the US that requires companies to do this. However, only companies with at least fifty workers are required to provide the minimum number of paid sick leaves in the state of Connecticut. Regardless of the number of employees, this regulation in California applies to companies of all sizes.

Employers have an obligation to offer workers either three working days or twenty-four hours of paid sick leave, based on what they have told them (this needs to be documented). If they do not have a policy in writing, they must use the statutory accrual rate of a single hour for every thirty hours worked.

The business owner is responsible for keeping track of every employee’s accrued sick leave balance, recording the number of sick leaves accrued by each employee, and using the balance to compensate employees for their sick leave. If an employee works one complete month or longer in a year, they are entitled to sick leave in California. In most situations, both temporary and part-time employees are covered by this rule.

Employees in California may take paid sick time to address personal health issues or to take care of a family member who has a health problem (preventive treatment is included in this class). The notion of family members in the broad meaning may include domestic partners and spouses, children, parents, parents-in-law, grandparents, and siblings. If they are sexually assaulted or become the victims of domestic abuse or stalking, employees are entitled to take paid sick leave.

It is legally obligatory for workplaces to publish a sick leave banner for workers to view. It must be shown on each pay stub that the employee has paid sick leave available. Apart from the total amount of sick leave that is available, company owners must also monitor the amount of sick leave accrued and utilized by employees every 3 years.

The list of people in California who are exempt from paid sick leave is extremely small. The sole exemptions are airline crews and certain aviation workers, In-Home Supportive Services staff, and anyone protected by collective bargaining contracts (e.g., union construction employees).

Checklist for Sick Leave Compliance

Identify the method by which you will compute, record, and communicate the total number of paid sick leaves accrued for each employee.
Ensure that a copy of your documented sick leave policy is given to new hires.
Post your organization’s sick leave policy for staff members to view in the office.
Verify that you provide a total of 3 days of paid sick leave (a total of twenty-four hours) to all eligible employees each year.
Employees should note the remaining amount of paid sick leave right on their paycheck stub or another document that comes with their paycheck.
Record the number of hours that every worker has accrued and utilized paid sick leave in a log that spans three years.

Ten Things About California’s Paid Sick Leave Law That Every Business Owner Should Know

California’s paid sick leave statute applies to practically all companies, irrespective of size. The only possible exceptions are those that were already covered in this article.
Although a business owner may already have a paid sick leave plan in effect, they should examine it to make sure it complies with the recently passed state law’s requirements.
With paid sick leave, you can apply a variety of strategies depending on the various divisions or groupings of workers in your company.
You have the option to limit accrual and the duration of paid sick leave for your staff.
Both the employee and his family (spouse, parent, parent-in-law, kid, sibling, grandparent, and domestic partner, among others) have a right to paid sick leave.
You need to address the attendance policies on a regular basis, as California law allows the protection of paid sick leave.
Individuals can take compensated sick leave without a medical note.
When it comes to compensating employees for their sick leave, you have a lot of options.
You must maintain documentation about paid sick leave, including the amount of paid sick leave accrued and the remaining balance, the amount used, and the amount not yet used.
Apart from adhering to this state’s legislation, you also need to follow local ordinances.

A Few Remarks About Your Present Paid Sick Leave Regulation

As previously said, it’s likely that you currently have a substantial paid sick leave program established for your staff members. That does not mean that you should not make sure that the policy is up to date and that it is also in accordance with the newer legislation of California State, though. Given that not all companies pay workers to take time off to attend to family members, it is important to ensure that you review your policy and ascertain that it is not against the stipulated rules.

Employees under the California paid sick leave law have a right to take time off because they have to take care of their families. Because it is illegal to deny your employees this, it is crucial that you assess your present PTO (paid time off) policy. Furthermore, a lot of paid time off programs that businesses offer do not cover paid time off for illness for part-time workers.

According to the most recent California laws, part-time companies should now be regulated by law. You should also make sure that your accumulation rates are accurate and sufficient. Take the necessary time to carefully review your current policy and make the necessary updates to accommodate the recent paid sick leave legislation.

A Remark on the Notes of Doctors

A common question is: “When is a doctor’s note required for work in California?” Not for occasional absences.

Despite the fact that it is not legally necessary, an employer is obligated to provide time off to a worker who provides a documented and signed doctor’s note. There are two possible formats for this doctor’s note: written and spoken.

When is a doctor’s note required for work in California?

Employees are entitled to use paid sick leave without a doctor’s note. Yet, in some circumstances, when an employee is absent for more than three consecutive days, the employer can request sufficient authentication.

Documentation may consist of:

A note from a medical professional attesting to a requirement for leave (without needing specifics of the condition)
A document attesting to the fact that the worker or a member of their family received medical care
Evidence of a preventive care appointment

Any documentation requirement should be applied without any retaliation and on a consistent basis. As an example, having to be given a doctor’s note only by certain employees can be discriminatory and even illegal. Secondly, employers will also not be allowed to ask questions that are unacceptable under privacy regulations, e.g., HIPAA-sensitive data.

Is it necessary to hand in a doctor’s note to get a single day off by using sick leave?

When is a doctor’s note required for work in California? It is not required for one or two days of absence.

California law prohibits employers from requiring a doctor’s letter before one day of paid absence from work can be taken. Workers can take advantage of their sick leave for:

Disease or injury
Visits to the doctor
Days for mental health
Taking care of a sick relative

In case of short absences, seeking a doctor’s note might be considered retaliatory and a barrier to applying the use of protected leave. Employers can, however, put in place measures that require a note after too many consecutive days off work, typically three days, as long as such measures are applied fairly and they do not discourage people from using sick leave appropriately.

In cases of sick leaves, one is encouraged to report to the supervisor as quickly as possible, and in instances when the sick leave is foreseeable.

Best Practices for Doctor’s Notes Requirements

Internal policies that require a doctor’s note may be adopted by employers, but they must comply with California law. Among the best practices are:

The sick leave procedure makes it clear when paperwork may be needed.
Avoiding blanket sick leave policies
Accepting different types of evidence (such as confirmations of appointments)
Making sure that rules aren’t applied to reprimand or threaten workers
Analyzing the local laws that could implement stricter rules

Local ordinances in such counties as Los Angeles, Oakland, and San Francisco may further offer extra protections to employees. Firms operating in such jurisdictions should ensure that their documentation guideline is adhered to by the state and the municipality.

Coming back to the core question: “When is a doctor’s note required for work in California?” It should only be in cases of prolonged absence (3+ days) and never used as a tool for discouragement or punishment.

Retaliation and Protections for Employees

Workers who use the legally secure paid sick leave are shielded from retaliation under California law. This includes:

Being demoted or disciplined for taking a break
Poor performance evaluations are associated with leave use
Termination after using a legitimate sick leave period

The Labor Commissioner’s Office is the place to file a complaint if an employee feels they have been subjected to retaliation for taking sick leave, whether or not they have a doctor’s note. Fines and back pay may be required against employers who violate the agreement.

Employers may ensure that every regulation regarding sick leaves is clearly documented, and should also educate managers on how to handle sick leaves to ensure that they do not get into trouble.

Be mindful of local ordinances

Apart from the state-mandated compensated sick leave rules, employees also need to familiarize themselves with and follow local regulations in addition to maintaining an inventory of paid sick leave. The cities of San Francisco, Los Angeles, San Diego, Emeryville, and Oakland in California require local ordinances that employers should adhere to.

As an example, San Francisco requires every employee to earn a maximum of seventy-two hours of paid leave every year.

In the case that your business is based in one of the cities listed above, make sure you are following local rules. Most often, the local laws will override the state laws in case you have a business with specified local laws. This is especially relevant if local paid sick leave offers more generous benefits than state-level paid sick leave.

Again, when implementing requirements like documentation, always revisit: “When is a doctor’s note required for work in California?”, and how does local law modify this rule?

Things Companies in LA Should Know About Paid Sick Leave

Companies with fewer than 26 employees that operate in Los Angeles were permitted to postpone compliance until July 1, 2017. Paid sick leave accrues from the moment an employee joins a Los Angeles company. Paid sick leave can be obtained by employees who have been with the employer for at least 30 days in a year.

Workers in Los Angeles may use sick paid days to cover a family member or any person in a close relationship that resembles family. An employee is eligible to utilize their paid sick leave after 90 days of employment. Before being eligible for paid sick leave advantages, a worker in Los Angeles must work a minimum of 30 days in a single year.

Things Companies in San Diego Should Know About Paid Sick Leave

A person working in San Diego will begin accruing paid sick leave on the day of appointment. On the ninetieth day of employment, San Diego employees will be eligible for paid sick leave, much like those in Los Angeles. Employees are allowed to designate someone to look after them while they are on sick leave if they don’t have a spouse or domestic partner. Employees who require a service dog, signal dog, or guide dog may also use paid sick leave.

Things Companies in San Francisco Should Know About Paid Sick Leave

In the past, paid sick leave began on the 90th day of employment. Nevertheless, beginning of 1^st January 2017, accrual begins on the day of employment and can be used on the 90th day of employment. A single hour for every thirty hours of labor is the basis for accruing this paid sick leave. Employees were permitted to use time off to donate bone marrow or organs as of 1^st January. Paid sick leave is available to anybody who works in the County or City of San Francisco.

Things Companies in Oakland Should Know About Paid Sick Leave

Employee accrual begins as soon as they are hired. Employees earn paid sick leave at the rate of a single hour for every thirty hours worked, much like in San Francisco. Workers are able to spend their paid time off for illness in increments of one hour. Employees are eligible to take paid sick leave as long as they work in the municipality of Oakland for at least two hours during a full workweek.

FAQs

1. Does California require a doctor’s note in order to use sick pay?

No, unless you’re absent for longer than three days in a row. Even yet, the request ought to be non-retaliatory and reasonable. Knowing “When is a doctor’s note required for work in California?” helps both employees & employers avoid missteps.

2. If I fail to give a note, can my employer refuse sick pay?

Not for a day or two of vacation. Only in cases when the absence is protracted and the company has a legitimate, documented policy may denial take place.

3. What constitutes a legitimate sick leave use?

According to California law, you may receive benefits for your personal illness, preventive care, mental health, or family member care.

4. Is it possible for employers to demand prior notice before allowing sick leave?

Sure, as long as the requirement for leave is predictable. In the event of an unexpected necessity, notice must be provided as soon as is practical.

5. What can I do in the event that I face reprisals for using sick leave?

A competent employment lawyer might be consulted, or you can lodge a grievance with the California Labor Commissioner.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment

Most recent blogs:

California Wrongful Termination Checklist: A Full Guide to Employee Rights and Legal Protections

Fired in California for reporting misconduct, discrimination, or taking leave? This checklist breaks down employee rights and wrongful termination claims.

California Labor Code 203: Employer Guide to Penalties, Defenses, and Compliance Measures

California Labor Code 203 imposes steep penalties for late final pay, requiring strict employer compliance. This guide covers penalty triggers, common mistakes, defenses, and steps to prevent wage claim liability.

When Is a Doctor’s Note Required for Work in California? Employee Rights, Sick Leave Rules, and Employer Policies

California employees can use paid sick leave without a doctor's note unless absences exceed three consecutive days. Employers may request documentation only if policies are applied fairly, non-retaliatory, and consistent with privacy laws.

California Labor Code 2699 Reform: What Employers Should Know About the 2024 PAGA Amendments

California’s 2024 PAGA amendments change employer obligations, lower penalties, and set faster resolution methods for labor disputes. Companies should check compliance policies, wage practices, and training to prevent costly Private Attorneys General Act claims.

California Termination Laws Final Pay: What Employees Should Know About Last Paychecks and Penalties

California employees are entitled to timely final paychecks after quitting or termination, with strict rules based on job type. Employers risk daily penalties up to 30 days if they delay owed wages or ignore payment regulations.

California Workplace Violence Prevention Plan: Employer Responsibilities

California employers must establish a Workplace Violence Prevention Plan by July 1, 2024, under Senate Bill 553 requirements. This plan includes risk assessments, employee training, incident reporting, crisis response, and recordkeeping to promote workplace safety.

Is It Illegal to Discuss Wages at Work? What Employers and Employees Should Know

Employees have the legal right to discuss wages at work, even if company policies say otherwise. Employers can support fair pay and open communication to help maintain trust and reduce workplace conflicts.

How Long to Keep Pay Stubs and Payroll Records: IRS, FLSA, and Legal Rules Business Owners Should Know

Keep payroll records and pay stubs organized to meet IRS, FLSA, and legal requirements for audits, claims, or disputes. Storing records digitally reduces space use and keeps documents available beyond the required minimum retention periods.

California Mileage Rate 2025: IRS Figure, Reimbursement Policy, and Employer Instructions

California’s mileage reimbursement rate in 2025 is 70 cents per business mile, covering fuel, maintenance, insurance, and depreciation. Employers must ensure reimbursement complies with Labor Code Section 2802 and requires accurate mileage records from employees.

California Labor Code Section 2802: Employer Reimbursement Rules for Work Expenses

California employers must reimburse workers for necessary expenses like phones, internet, mileage, and home office equipment. Employees can recover unpaid reimbursements through Labor Commissioner claims or class action lawsuits against violating employers.

Double Time California: When Employers Are Required to Pay Twice the Regular Hourly Rate and How It Is Calculated

California employers must pay double-time wages in situations like 12-hour shifts or working seven days without a break. This article covers who qualifies, common payroll mistakes, and how double-time compensation should be figured under California law.

Tip Pooling Rules in Every State: What Restaurant Owners Must Know

Tip pooling laws vary by state, affecting how restaurants manage tips and comply with federal and local wage rules. Restaurant owners are required to follow guidelines to avoid fines, lawsuits, and disputes over tip distribution and service charges.

How Long Does an Employer Have to Pay You After Payday in California: Legal Timeframes, Rules, and Consequences

Employers in California must pay wages on time or face fines, including back pay and waiting time penalties for delayed checks. Employees may pursue compensation for late or missing pay through legal claims tied to payroll violations under state labor law.

CA Exempt Employee Classification: Definitions, Exemptions, and Legal Exposure for Employers

Employers risk lawsuits and large settlements when CA workers are misclassified under state exemption rules. Roles must be reviewed regularly to match duties.

How to Get a Job at 14: Simple Steps for Teens Who Want to Start Working

Many teens can get jobs at 14 with the right documents, clear goals, and a simple but effective resume. This article explains rules, permits, applications, interviews, and ways to stay focused during your first job search.

How Many Hours Can a 17-Year-Old Work in California During School? Labor Rules You Should Know

California limits how many hours 17-year-olds can work during school to protect their safety, education, and wages. Know the labor rules that apply to minors and what families should do if employers violate state employment laws.

AB 1228 Summary: California Fast Food Law on Wages, Council Authority, and Business Impact

California's AB 1228 law sets a $20 hourly wage for fast food workers and forms a state-level Fast Food Council. It changes employment rules, impacts exempt pay requirements, and raises business cost issues for restaurants and their customers.

Can a 13 Year Old Work? 14 Real Ways for Young Teens to Earn Money Safely

A 13-year-old can safely earn money through creative, age-appropriate jobs like babysitting, pet care, or blogging. This guide lists 14 proven options that balance responsibility, fun, and parental supervision.

Severance Pay California: What It Includes and How to Change the Terms

California severance pay is not legally required, but agreements often include pay, benefits, and legal waivers. Employees can negotiate terms, challenge clauses, and improve severance offers with legal or personal review.

Employment Litigation: Key Issues in Job Termination, Discrimination, and Harassment Cases

Employees may sue for job termination, discrimination, or harassment when workplace actions violate federal or state employment rules. This article explains legal protections, common violations, and employee rights involved in workplace-related lawsuits.

Company Morale: 20 Practical Ways to Improve Workplace Culture and Engagement

Improve company morale with 20 practical tactics that strengthen workplace culture, boost motivation, and support everyday team interaction. Encourage positivity, increase retention, and support employee satisfaction through real-world practices designed for today's professional environment.

California Mileage Reimbursement 2025: Rate Details, Methods, and Employer Duties

California employers must reimburse staff for business-related vehicle use based on mileage rates or alternative approved methods. The 2025 policy outlines IRS rates, covered expenses, and mandatory employer responsibilities under California labor law.

Temporary Disability California: Workers’ Compensation Coverage, Benefit Limits, and Qualifying Conditions

Temporary disability in California pays part of your wages after a workplace injury confirmed by an approved medical provider. Eligibility, time limits, and payment amounts depend on work status, legal codes, employer options, and medical updates.

Legal Age to Work in 2025: Employment Limits for Minors

State and federal laws set age, hour, and job restrictions for minors working in 2025 to protect their safety. Review employment limits for children across all fifty states, including agricultural rules, certificates, and non-hazardous job requirements.

Abusive Conduct Under California Law: Definition, Workplace Examples, and Employer Obligations

Abusive conduct in California workplaces includes bullying, hostile language, and exclusion that disrupts an employee's job performance. Employers must provide harassment prevention training and meet legal obligations under FEHA and Senate Bill No. 778.

Minimum Wage in San Diego 2025: Updated City and County Pay Rates for Employers

Minimum wage in San Diego City is $17.25 per hour in 2025, while the county rate remains $16.50. Employers must comply with state, city, and county wage laws or face penalties for underpayment and related violations.

California Labor Law: 2025 Employer & Employee Guide to Wages, Breaks, Leave, and Rights

California’s 2025 labor laws address wages, breaks, overtime, workplace safety, discrimination, sick leave, and employee protections. This guide outlines rules on scheduling, payroll, final paychecks, paid sick time, and employment standards for minors.

California Final Paycheck Law: Payment Timelines, Legal Rules, and Employer Responsibilities

California employers must follow exact final paycheck rules when employees quit or are fired, or risk paying penalty wages. The article covers payment timing, employer duties, and industry-specific exceptions including film, oil drilling, and agriculture.

Can You Work at 14 in California? Laws, Restrictions, and Permits for 14- and 15-Year-Olds

Minors aged 14 can work in California, but strict federal and state labor laws limit hours, industries, and duties. Work permits are mandatory for 14- and 15-year-olds, and employment is subject to revocation if conditions are violated.

How Many Hours Is a 9-5 Job? Daily, Weekly, Monthly, and Yearly Breakdown

A 9–5 job typically means eight hours daily, totaling 40 hours weekly across five standard workdays. Monthly and yearly hours vary depending on vacations, with most averaging 160 monthly and 2,000 annually.

See all blogs: Business | Corporate | Employment

When Is a Doctor’s Note Required for Work in California? Employee Rights, Sick Leave Rules, and Employer Policies

Important Lessons

Sick Leave Law in California

Checklist for Sick Leave Compliance

Ten Things About California’s Paid Sick Leave Law That Every Business Owner Should Know

A Few Remarks About Your Present Paid Sick Leave Regulation

A Remark on the Notes of Doctors

When is a doctor’s note required for work in California?

Is it necessary to hand in a doctor’s note to get a single day off by using sick leave?

Best Practices for Doctor’s Notes Requirements

Retaliation and Protections for Employees

Be mindful of local ordinances

Things Companies in LA Should Know About Paid Sick Leave

Things Companies in San Diego Should Know About Paid Sick Leave

Things Companies in San Francisco Should Know About Paid Sick Leave

Things Companies in Oakland Should Know About Paid Sick Leave

FAQs

Free Consultation