TX HB822

Requires employers engaged in commerce with one or more employees to provide paid sick leave that accrues at a rate of one hour for every 30 hours worked, beginning on the date of hire

Employees may use accrued sick leave after 60 calendar days of employment for their own or a family member's illness, injury, medical care, preventative care, or issues related to family violence, sexual assault, stalking, or harassment

Defines "family member" broadly to include spouses, children, parents, grandparents, siblings, grandchildren, in-laws, and anyone for whom the employee provides care or who lives in their household

Prohibits employer retaliation against employees who request or use sick leave; employees may file complaints with the Texas Workforce Commission or bring civil actions with a two-year statute of limitations

Employers who willfully violate the law face civil penalties up to $100 per violation, and employers found liable may be required to pay back wages, reinstate employees, and cover attorney's fees

Takes effect September 1, 2025, with sick leave accrual beginning January 1, 2026; existing employees hired before that date may use accrued leave 90 calendar days after January 1, 2026