How PTO Accrual Works
Most California employers accrue PTO or vacation gradually, so many hours per pay period, rather than granting it all at once. That makes it easy to lose track of exactly how much you'll have banked by a future date, especially around planning time off in advance. This calculator projects your balance from the accrual rate you already know.
Key Points
- Once earned, PTO in California is considered a form of wages and cannot be taken away.
- Employers can cap how much you accrue, but cannot use a "use it or lose it" forfeiture policy.
- Unused, earned PTO must be paid out at your final paycheck when you leave a job.
- Accrual rates and caps vary by employer, check your handbook or offer letter for your actual numbers.
What This Calculator Doesn't Do
It doesn't know your employer's actual policy, it only does the math on the accrual rate and cap you enter. It also doesn't check whether that policy itself complies with California law. If something about how your PTO is being tracked or paid out seems off, that's worth raising directly or having reviewed.
Enter your accrual rate and a target date to project your PTO balance. Earned PTO is wages in California, it can't be forfeited and must be paid out when you leave, though employers can cap how much you accrue.
Frequently Asked Questions
Can my employer cap how much PTO I accrue?
Yes, a reasonable cap is generally allowed, but "use it or lose it" forfeiture is not.
Does unused PTO get paid out when I leave?
Yes, earned and unused PTO is considered wages and must be paid out at your final paycheck.
Is PTO accrual the same at every company?
No, rates, caps, and whether sick time is combined with PTO all vary by employer policy.
Keep Reading
This calculator and article provide general educational information and are not individualized legal advice, and may not reflect the most current law. Reading this page does not create an attorney-client relationship with the Law Offices of Corey A. Pingle. Some workplace concerns may be resolved directly with an employer, while others may warrant legal guidance. If you’d like guidance specific to your situation, contact our office or start a free case review.