Certain public & private employers to provide earned paid sick time. (HB2103)

Introduced By

Del. David Reid (D-Loudoun) with support from co-patron Del. Alfonso Lopez (D-Arlington)


Passed Committee
Passed House
Passed Senate
Signed by Governor
Became Law


Paid sick time. Requires public and private employers with 35 or more full-time equivalent employees to provide eligible employees, defined in the bill, with earned paid sick time and paid sick time. The bill provides for an eligible employee to earn up to 40 hours of earned paid sick time depending on the amount of hours the eligible employee has averaged over the previous year or, for a new employee, is projected to work. An eligible employee shall not earn or use more than 40 hours of earned paid sick time in a year, unless the employer selects a higher limit. The bill provides that earned paid sick time may be used (i) for an eligible employee's mental or physical illness, injury, or health condition; an eligible employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an eligible employee's need for preventive medical care; or (ii) to provide care to an eligible employee's family member, defined in the bill, under similar circumstances. The bill prohibits employers from taking certain retaliatory actions against employees related to earned paid sick leave and authorizes the Commissioner of Labor and Industry, in the case of a knowing violation, to subject an employer to a civil penalty not to exceed $150 for the first violation, $300 for the second violation, and $500 for each successive violation, if the second or successive violation occurs within two years of the previous violation. The Commissioner of Labor and Industry may institute proceedings on behalf of an employee to enforce compliance with this bill and to collect specified amounts from the employer, which shall be awarded to the employee. Alternatively, an aggrieved employee is authorized to bring a civil action against the employer in which he may recover double the amount of any unpaid earned sick time and the amount of any actual damages suffered as the result of the employer's violation. However, an aggrieved employee is required to seek redress through the employer's human resources department prior to filing an administrative complaint or civil action. The bill has a delayed effective date of January 1, 2023. Read the Bill »


Bill Has Failed


01/12/2021Prefiled and ordered printed; offered 01/13/21 21101392D
01/12/2021Referred to Committee on Labor and Commerce
01/19/2021Assigned L & C sub: Subcommittee #1
01/26/2021House subcommittee amendments and substitutes offered
01/26/2021Subcommittee recommends reporting (4-Y 2-N)
01/26/2021Subcommittee recommends referring to Committee on Appropriations
01/28/2021Reported from Labor and Commerce with substitute (11-Y 10-N) (see vote tally)
01/28/2021Committee substitute printed 21103682D-H1
01/28/2021Referred to Committee on Appropriations
01/28/2021Impact statement from DPB (HB2103)
01/29/2021Assigned App. sub: Compensation & General Government
02/01/2021Subcommittee recommends laying on the table (8-Y 0-N)
02/05/2021Left in Appropriations