California PTO Calculator
California requires employers to pay out unused PTO when you leave your job.
Input Your Details
California treats earned vacation/PTO as wages. All accrued, unused vacation must be paid out upon termination regardless of separation type.
Employers cannot require employees to forfeit earned vacation. Employers may set a reasonable accrual cap (e.g., 1.5× to 1.75× annual accrual).
Caps must be reasonable. DLSE guidance suggests at least 1.5× annual accrual.
Statute: Cal. Labor Code §227.3
Your Results
3.08 hrs
80 ÷ 26 = 3.08 hrs
80 hrs (10.0 days)
3.08 × 26 = 80 hrs
0.0 hrs (0.0 days)
Current balance (0) − used (0) = 0.0 hrs
Enter your hourly rate to see PTO dollar value and payout estimate.
| Month | Accrued | Balance |
|---|---|---|
| January | 6.67 h | 6.67 h |
| February | 6.67 h | 13.33 h |
| March | 6.67 h | 20.00 h |
| April | 6.67 h | 26.67 h |
| May | 6.67 h | 33.33 h |
| June | 6.67 h | 40.00 h |
| July | 6.67 h | 46.67 h |
| August | 6.67 h | 53.33 h |
| September | 6.67 h | 60.00 h |
| October | 6.67 h | 66.67 h |
| November | 6.67 h | 73.33 h |
| December | 6.67 h | 80.00 h |
California treats earned vacation and PTO as wages. Employers must pay out all accrued, unused vacation when employment ends, regardless of separation type. Use-it-or-lose-it policies are prohibited, but employers may set a reasonable accrual cap (often 1.5× to 1.75× your annual accrual). This California PTO calculator uses California's rules for payout and accrual.
California PTO Laws Summary
PTO Payout at Termination
Your state requires PTO payout
California treats earned vacation/PTO as wages. All accrued, unused vacation must be paid out upon termination regardless of separation type.
Statute: Cal. Labor Code §227.3
Use-it-or-lose-it
Prohibited. Employers cannot require you to forfeit earned PTO.
Accrual cap
Caps must be reasonable. DLSE guidance suggests at least 1.5× annual accrual.
For official guidance, see CA Division of Labor Standards Enforcement (DLSE).
California PTO FAQ
Yes. California law (Cal. Labor Code §227.3) requires employers to pay all earned, unused vacation/PTO at separation. This applies whether you quit, are terminated, or laid off.
No. California prohibits use-it-or-lose-it. Employers cannot require you to forfeit earned vacation. They may, however, set a reasonable cap on how much PTO you can accrue (e.g., 1.5× your annual allowance).
The DLSE has indicated that a cap of at least 1.5× your annual accrual is generally reasonable. For example, if you earn 80 hours per year, a cap of 120 hours is typically acceptable. Caps that are too low may be challenged.
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