US Sate Paid Sick Leave Laws

Paid Sick Leave Law Finder

Table of US State Paid Sick Leave Laws

State/City	Employers Covered	Maximum Usage	Accrual Rate	Reasons for Use
Arizona	All employers and employees.	Up to 40 hours (15+ employees), 24 hours (fewer than 15).	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
California	All employers with 1+ employees.	Up to 40 hours per year.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
Berkeley, CA	All employers.	Up to 48-72 hours depending on employer size.	1 hour per 30 hours worked.	Health, preventive care.
Emeryville, CA	All employers.	Up to 48-72 hours depending on employer size.	1 hour per 30 hours worked.	Health, preventive care, care for service dog.
Los Angeles, CA	All employers.	Up to 48 hours annually.	1 hour per 30 hours worked.	Health, preventive care.
Oakland, CA	All employers.	Up to 40-72 hours depending on employer size.	1 hour per 30 hours worked.	Health, preventive care.
San Diego, CA	All employers.	Up to 40 hours annually.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
San Francisco, CA	All employers.	Up to 48-72 hours depending on employer size.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
Santa Monica, CA	All employers.	Up to 40-72 hours depending on employer size.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
Colorado	Employers with 16+ employees.	Up to 48 hours annually.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
Connecticut	Employers with 50+ employees.	Up to 40 hours annually.	1 hour per 40 hours worked.	Health, preventive care, domestic violence.
Washington D.C.	All employers.	Up to 3-7 days depending on employer size.	1 hour per 37-87 hours worked depending on size.	Health, preventive care, domestic violence.
Illinois	All employers.	Up to 40 hours annually.	1 hour per 40 hours worked.	No specific reasons required.
Chicago, IL	Employers with 1+ employees.	Up to 40 hours per year. Additional 40 for FMLA.	1 hour per 40 hours worked.	Health, preventive care, domestic violence.
Cook County, IL	Employers with employees in Cook County.	Up to 40 hours per year. Additional 40 for FMLA.	1 hour per 40 hours worked.	Health, preventive care, domestic violence.
Maine	Employers with 10+ employees.	Up to 40 hours annually.	1 hour per 40 hours worked.	No specific reasons required.
Maryland	Employers with 15+ employees.	Up to 64 hours annually.	1 hour per 30 hours worked.	Health, preventive care, maternity/paternity, domestic violence.
Montgomery County, MD	Employees who work more than 8 hours per week in Montgomery County.	80 hours	1 hour for every 30 hours worked in Montgomery County. Frontloading is permitted. Annual accrual cap is 56 paid hours (employers with 5+ employees) or 32 paid hours and 24 unpaid hours (employers with fewer than 5 employees).	Employee’s or a family member’s illness, injury, or condition; preventive care; birth or placement of a child for adoption or foster care; care for a newborn, newly adopted, or newly placed child within 1 year of birth, adoption, or placement; reasons related to domestic violence, sexual assault, or stalking.
Massachusetts	All employers (fewer than 11 can offer unpaid).	Up to 40 hours annually.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
Michigan	Employers with 50+ employees.	Up to 40 hours annually.	1 hour per 35 hours worked.	Health, preventive care, maternity/paternity, domestic violence.
Minnesota	All employers with 1+ employees.	Up to 48 hours annually.	1 hour per 30 hours worked.	Any personal or family reason.
Duluth, MN	Employees working at least 80 hours a year. Employers with 5+ employees.	N/A	1 hour for every 50 hours worked.	For illness, injury, preventive care, or issues related to domestic or sexual violence.
Minneapolis, MN	Employees working at least 80 hours a year. Employers with 6+ employees (unpaid if fewer).	Up to 40 hours per year.	1 hour for every 30 hours worked. Can earn up to 48 hours annually.	For illness, injury, preventive care, or issues related to domestic violence. Also for school or daycare closures.
Saint Paul, MN	Employees working at least 80 hours a year. All employers with a physical location in the city.	N/A	1 hour for every 30 hours worked. Can earn up to 48 hours annually, and carry over up to 80 hours.	For illness, injury, preventive care, or issues related to domestic violence. Also for school or daycare closures.
Nevada	Employers with 50+ employees.	Up to 40 hours annually.	0.01923 hours per hour worked.	Any reason.
New Jersey	All employers.	Up to 40 hours annually.	1 hour per 30 hours worked.	Health, preventive care, domestic violence, school-related reasons.
New Mexico	All private employers with 1+ employees.	Up to 64 hours annually.	1 hour per 30 hours worked.	Health, preventive care, school-related, domestic violence.
New York	Private employers with 5+ employees.	Up to 56 hours annually.	1 hour per 30 hours worked.	Health, preventive care, domestic violence.
New York City, NY	Employees working over 80 hours a year. Domestic workers must work for the same employer for 1 year. Applies to employers with 5+ employees (unpaid if fewer).	Up to 40 hours (or 2 days for domestic workers).	1 hour for every 30 hours worked. Maximum 40 hours a year.	For illness, injury, preventive care, or issues like family violence, stalking, or human trafficking.
Westchester County, NY	Employees working over 80 hours a year. Employers with 5+ employees (unpaid if fewer).	Up to 40 hours (or 2 days for domestic workers).	1 hour for every 30 hours worked. Maximum 40 hours a year.	For illness, injury, preventive care, or exposure to a communicable disease.
Unincorporated Bernalillo County, NM	Employees working at least 56 hours a year. Applies to employers with 2+ employees in unincorporated areas.	Up to 56 hours per year.	1 hour for every 32 hours worked.	For any reason.
Allegheny County, PA	Employees working for employers with 26+ employees. Exemptions include seasonal workers, independent contractors, and government employees.	Up to 40 hours annually.	1 hour for every 35 hours worked. Employers can provide all 40 hours upfront.	For illness or injury, taking care of a family member, or if a workplace or school is closed due to a public health emergency.
Oregon	Employers with 10+ employees.	Up to 40 hours annually.	1 hour per 30 hours worked.	Health, preventive care, domestic violence, bereavement.
Philadelphia, PA	Employees working at least 40 hours a year. Employers with 10+ employees (unpaid if fewer) and all chain establishments.	Up to 40 hours annually (2 days for domestic workers).	1 hour for every 30 hours worked. Maximum 40 hours a year.	For illness, injury, preventive care, or issues related to stalking, domestic violence, or sexual assault.
Pittsburgh, PA	Employees working in the city of Pittsburgh.	Up to 35 hours of paid sick leave per year.	1 hour for every 35 hours worked.	For illness, injury, or a public health emergency.
Rhode Island	Employees whose primary work is in Rhode Island. Employers with 18+ employees.	Up to 40 hours per year.	1 hour for every 35 hours worked. Employers can frontload hours at the start of the year.	For illness, injury, preventive care, or reasons related to domestic abuse, sexual assault, or stalking.
Vermont	Employees who work at least 18 hours per week on average. All employers in Vermont.	Up to 40 hours per year.	1 hour for every 52 hours worked. Employers can provide all 40 hours upfront.	For illness, injury, preventive care, family appointments, or reasons related to domestic abuse or school closures.
Washington	All employers.	No maximum usage limit.	1 hour per 40 hours worked.	Health, preventive care, domestic violence.
Seattle, WA	All employers.	No maximum usage limit.	1 hour per 30 or 40 hours depending on employer size.	Health, preventive care, domestic violence.
Tacoma, WA	All employers.	No maximum usage limit.	1 hour per 30 or 40 hours depending on employer size.	Health, preventive care, domestic violence.

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Trends in Paid Sick Leave Access: A Decade of Data for U.S. Workers (2014-2024)

Year	Private industry workers	Civilian workers	State and local government workers
2014	64%	67%	89%
2015	64%	68%	90%
2016	67%	70%	90%
2017	68%	72%	91%
2018	71%	74%	91%
2019	73%	76%	91%
2020	75%	78%	91%
2021	77%	79%	92%
2022	77%	79%	92%
2023	78%	80%	92%
2024	79%	81%	92%

Data Retrieved From: https://www.bls.gov/

How to Use the Paid Sick Leave Finder

The Paid Sick Leave Finder is a simple and effective tool designed to help you navigate the complex landscape of paid sick leave laws across different states and cities. Follow these easy steps to find out what paid sick leave laws apply to you:

1. Select Your Location

Start by choosing your location from the dropdown menu. You can select either your state or a specific city if available.
This tool covers a wide range of locations, including major states and cities with distinct paid sick leave laws. For example, if you live in California or New York City, select the respective option to get the most accurate information.

2. Click “Check Sick Leave Laws”

After selecting your location, click the “Check Sick Leave Laws” button.
The tool will instantly display the relevant paid sick leave regulations for your chosen location, including who is covered, how much time you can use, how you earn sick leave, and acceptable reasons for using it.

3. Review the Results

The results section will show detailed information about the paid sick leave laws for your location.
You’ll see specifics such as:
- Who is Covered: Which employees and employers the law applies to.
- How Much Time You Can Use: The maximum hours of paid sick leave you are entitled to.
- How You Earn Sick Leave: The accrual rate and any caps on accumulation.
- Why You Can Use Sick Leave: The various reasons for which you can take paid sick leave, such as personal or family illness, preventive care, or situations related to domestic violence.

4. Save or Print the Information

If needed, you can save or print the displayed information for your records or share it with your employer or HR department to ensure compliance with local laws.

5. Explore More Locations

To check paid sick leave laws for another location, simply select a new state or city from the dropdown menu and repeat the process.
This feature is particularly useful for employers with employees in multiple locations or for employees who travel or work in different areas.

6. Stay Informed

Paid sick leave laws can change, so it’s important to stay up-to-date. Use the Paid Sick Leave Finder regularly to ensure you have the latest information.

What is Paid Sick Leave?

Paid sick leave refers to the benefit that allows employees to take time off from work due to personal illness, injury, or to care for a sick family member while still receiving their regular pay. The concept of paid sick leave is designed to provide financial security and job protection to workers during times of health-related emergencies. This means that employees do not have to choose between their health and their paycheck. Paid sick leave can be accrued over time based on hours worked, or it may be provided as a lump sum at the beginning of the year, depending on the employer’s policy or local regulations.

Why is Paid Sick Leave Crucial?

Paid sick leave is an essential component of a healthy and productive workforce. For employees, paid sick leave ensures that they can take necessary time off to recover from illness or care for a sick family member without the fear of losing income. This financial safety net is particularly important for low-wage workers who may not have other means to support themselves during health-related absences. Paid sick leave also reduces the spread of contagious illnesses in the workplace, as employees are less likely to come to work when they are sick, thus protecting their colleagues and the public.

For employers, offering paid sick leave can lead to numerous benefits, such as increased employee loyalty, reduced turnover, and improved morale. Employees who have access to paid sick leave are more likely to be productive and engaged when they are at work. Moreover, employers can avoid the costs associated with employees working while sick, such as decreased productivity and the risk of spreading illness. In the long run, paid sick leave can contribute to a healthier, more resilient workforce, which is a key factor in business success.

Differences in Paid Sick Leave Laws

Paid sick leave laws vary significantly across different states, cities, and at the federal level. Understanding these differences is crucial for both employees and employers to ensure compliance and proper utilization of paid sick leave benefits.

State-Level Paid Sick Leave Laws:
- Some states have comprehensive paid sick leave laws that apply to all employers within the state. For example, California and New York require most employers to provide paid sick leave, but the specifics, such as the accrual rate and maximum usage, can differ.
- In states like Arizona and Connecticut, paid sick leave laws may have different provisions for small and large employers, impacting how much leave employees can accrue and use.
City-Level Paid Sick Leave Laws:
- Certain cities have enacted their own paid sick leave ordinances that are more generous than state laws. For instance, cities like San Francisco and Seattle have stricter requirements than their respective state laws, offering more hours of paid sick leave or covering a broader range of reasons for using it.
- Employers operating in multiple cities within the same state must navigate these variations to ensure they meet the local requirements.
Federal Guidelines on Paid Sick Leave:
- At the federal level, there is no universal paid sick leave law for all private-sector employees. The Family and Medical Leave Act (FMLA) provides unpaid leave for qualifying medical and family reasons, but it does not cover paid sick leave.
- Recent federal initiatives, such as the Families First Coronavirus Response Act (FFCRA), provided temporary paid sick leave for COVID-19 related reasons, highlighting the ongoing discussions about establishing a federal paid sick leave standard.

Navigating these different paid sick leave laws can be challenging, but it’s essential for both employees and employers to be informed and compliant. The Paid Sick Leave Finder tool is a valuable resource for understanding specific regulations in your area, helping you make informed decisions about paid sick leave benefits.

Paid Sick Leave Provisions by Worker Type: Access and Limitations

Provision	Civilian workers	Private industry workers	State and local government workers
Limit on days	44%	47%	35%
No carryover provision	36%	44%	7%
Unlimited accumulation	20%	9%	58%

Data Retrieved From: https://www.bls.gov/

Distribution of Paid Sick Leave Days by Worker Type

Provision	Private industry workers (days)	State and local government workers (days)
10th percentile	5	16
25th percentile	6	60
50th percentile (median)	10	120
Mean	33	133
75th percentile	30	180
90th percentile	120	250

Data Retrieved From: https://www.bls.gov/

Federal vs. State Paid Sick Leave Laws

Understanding the distinction between federal and state paid sick leave laws is crucial for both employers and employees. Federal laws, such as the Family and Medical Leave Act (FMLA), serve as a baseline by providing job protection and unpaid leave for specific family and medical reasons, but they do not mandate paid sick leave. This is where state paid sick leave laws come into play. States like California, New York, and Washington have implemented their own paid sick leave laws, offering more comprehensive coverage than what is available at the federal level.

Federal laws, while providing essential protections, do not guarantee paid sick leave for most employees. However, state paid sick leave laws often go beyond federal requirements by mandating paid time off for various health-related reasons. For example, under state paid sick leave laws, employees in California can earn paid sick leave based on hours worked, which they can use for personal illness, preventive care, or to care for a family member. Similarly, state paid sick leave laws in New York require most employers to provide paid sick leave, ensuring that employees have the financial support they need during health-related absences.

State paid sick leave laws can vary significantly, with some states offering more extensive coverage than others. For instance, while federal laws do not provide paid leave for domestic violence or stalking-related absences, some state paid sick leave laws include provisions for these situations, recognizing the importance of supporting employees facing such challenges. This discrepancy highlights the role of state paid sick leave laws in filling gaps left by federal regulations, providing a more comprehensive safety net for workers.

In summary, while federal laws establish a foundation for job protection during medical leave, state paid sick leave laws often provide more generous benefits and cover a broader range of circumstances. Understanding these differences is essential for ensuring compliance and maximizing the benefits available under both federal and state paid sick leave laws.

Employer Obligations for Paid Sick Leave

Employers have specific obligations under various paid sick leave laws to ensure that employees receive the benefits they are entitled to. These obligations can vary based on federal, state, and local regulations, making it essential for employers to understand their responsibilities under each jurisdiction’s paid sick leave laws.

Under state paid sick leave laws, employers are generally required to provide paid sick leave to eligible employees based on the hours they work. This means that employers must accurately track the accrual of paid sick leave and ensure that employees are informed about their available balance. Some state paid sick leave laws, like those in California and Massachusetts, mandate that employers allow employees to accrue at least one hour of paid sick leave for every 30 hours worked, up to a certain maximum. Employers must also be aware of the specific conditions under which paid sick leave can be used, as outlined in the applicable paid sick leave laws.

In addition to tracking and providing paid sick leave, employers are often required to post notices about paid sick leave rights in the workplace and include paid sick leave information in employee handbooks. This ensures that employees are aware of their entitlements under the paid sick leave laws in their state or city. Failure to comply with these obligations can result in penalties and fines, making it crucial for employers to stay informed about changes in paid sick leave laws.

Another key obligation under paid sick leave laws is to maintain the confidentiality of employee health information. Employers must handle paid sick leave requests and related documentation discreetly, ensuring that employee privacy is protected. This requirement is particularly important in states with comprehensive paid sick leave laws that cover sensitive situations such as domestic violence or mental health issues.

Overall, employer obligations under paid sick leave laws include tracking leave accrual, providing adequate notice of rights, and ensuring proper use and documentation of paid sick leave. By meeting these obligations, employers can foster a supportive work environment and avoid potential legal issues related to non-compliance with paid sick leave laws.

Employee Rights Under Paid Sick Leave

Employees have specific rights under paid sick leave laws, which vary depending on federal, state, and local regulations. These rights ensure that workers can take paid time off for personal or family health reasons without fear of losing income or job security. Understanding these rights is essential for employees to effectively utilize paid sick leave and protect their well-being.

One of the primary rights under paid sick leave laws is the right to accrue paid sick leave based on hours worked. For instance, many state paid sick leave laws, such as those in New York and Washington, allow employees to earn one hour of paid sick leave for every 30 or 40 hours worked, respectively. This means that employees have a guaranteed right to paid sick leave, which can be used when needed, even if they are part-time or temporary workers.

Another critical right under paid sick leave laws is the ability to use paid sick leave for a wide range of reasons. Employees can take paid sick leave for their own illness or injury, preventive medical care, or to care for a sick family member. In states with more expansive paid sick leave laws, such as California, employees can also use paid sick leave for reasons related to domestic violence, sexual assault, or stalking. This broad coverage ensures that employees have the support they need during difficult times.

Employees also have the right to be informed about their paid sick leave entitlements. Under most paid sick leave laws, employers are required to provide regular updates on the employee’s paid sick leave balance and include information about their rights in employee handbooks. If an employer denies an employee’s right to paid sick leave, the employee may have the right to file a complaint with the appropriate state agency.

In addition, employees are protected from retaliation under paid sick leave laws. This means that employers cannot take adverse actions, such as termination or demotion, against an employee for using paid sick leave. Employees should feel empowered to use their accrued paid sick leave without fear of retribution.

To claim paid sick leave, employees typically need to notify their employer as soon as possible and, in some cases, provide reasonable documentation if the absence extends beyond a certain period. Knowing these requirements helps employees use their paid sick leave rights effectively and ensures they receive the benefits they are entitled to under paid sick leave laws.

By understanding their rights under paid sick leave laws, employees can take necessary time off for health-related issues without worrying about losing their job or income. This knowledge empowers workers to prioritize their well-being and maintain a healthy work-life balance.

Frequently Asked Questions (FAQ) About Paid Sick Leave

What are my obligations as an employer under paid sick leave laws?

Employers are required to provide eligible employees with paid sick leave as mandated by federal, state, or local laws. This typically involves tracking the accrual of paid sick leave, allowing employees to use it for qualifying reasons, and ensuring proper record-keeping. Employers must also notify employees of their rights and post notices in the workplace. Failure to comply with these obligations can result in penalties and fines.

How do I calculate paid sick leave accrual for my employees?

Paid sick leave accrual rates vary by jurisdiction. A common standard is to accrue one hour of paid sick leave for every 30 or 40 hours worked. Some laws allow employers to frontload a set number of hours at the beginning of the year. It is crucial to follow the specific requirements of the applicable paid sick leave laws in your location to ensure compliance.

Can I require employees to provide a doctor’s note for using paid sick leave?

Many paid sick leave laws allow employers to request reasonable documentation, such as a doctor’s note, but only after the employee has been absent for a certain number of days, usually three or more. However, employers should be cautious not to impose burdensome documentation requirements that could deter employees from using their earned paid sick leave.

What happens to unused paid sick leave at the end of the year?

The handling of unused paid sick leave depends on the specific laws in your jurisdiction. Some laws require that unused paid sick leave be carried over to the next year, up to a certain cap. Others allow employers to implement a “use it or lose it” policy. Additionally, some laws permit the payout of unused paid sick leave, while others do not. It’s essential to know the rules that apply to your business.

Are part-time and temporary employees eligible for paid sick leave?

In many jurisdictions, part-time and temporary employees are eligible for paid sick leave if they meet the minimum requirements for hours worked. These employees typically accrue paid sick leave at the same rate as full-time employees but may be subject to different usage thresholds. Employers must ensure that they are providing paid sick leave to all eligible employees, regardless of their employment status.

How do paid sick leave laws interact with other leave laws, like FMLA?

Paid sick leave laws and the Family and Medical Leave Act (FMLA) can interact in complex ways. While paid sick leave laws provide paid time off for shorter-term health needs, FMLA offers unpaid leave for more extended absences due to serious health conditions. Employees may choose to use their paid sick leave concurrently with FMLA leave. Employers must ensure they are complying with both sets of laws when managing employee leave.

Can I offer more generous paid sick leave benefits than what the law requires?

Yes, employers are allowed to offer more generous paid sick leave benefits than those required by law. This can include providing a higher accrual rate, fewer restrictions on usage, or covering more situations under the paid sick leave policy. Offering enhanced benefits can improve employee satisfaction and retention.

How should I communicate paid sick leave policies to my employees?

Employers should clearly communicate their paid sick leave policies through employee handbooks, onboarding materials, and regular updates. Notices about paid sick leave rights must also be posted in the workplace as required by law. Providing this information in multiple languages, if necessary, can help ensure all employees understand their rights.

What are the consequences of not complying with paid sick leave laws?

Non-compliance with paid sick leave laws can result in significant penalties, including fines, back pay for affected employees, and damages. In some cases, employers may also face legal action from employees or enforcement agencies. It’s crucial to understand and follow the specific requirements of paid sick leave laws in your jurisdiction to avoid these consequences.

How do I know if I am eligible for paid sick leave?

Eligibility for paid sick leave depends on the laws in your state or city and your employment status. Most paid sick leave laws cover full-time, part-time, and temporary employees who work a minimum number of hours. Check with your employer or consult the Paid Sick Leave Law Finder to determine if you are eligible under your local regulations.

How do I earn paid sick leave?

Paid sick leave is usually accrued based on the number of hours you work. For example, you might earn one hour of paid sick leave for every 30 or 40 hours worked. Some employers may also offer a lump sum of paid sick leave at the beginning of the year. Your employer should provide information on how you accrue paid sick leave under their policy.

What can I use paid sick leave for?

Paid sick leave can be used for a variety of health-related reasons, including:

Personal illness, injury, or health condition.
Preventive medical care or diagnosis.
Caring for a sick family member.
Recovery from or treatment for domestic violence, sexual assault, or stalking.
In some cases, paid sick leave can be used for other reasons such as bereavement or if your workplace or child’s school is closed due to a public health emergency. Always check your local laws to know what situations are covered.

How do I request paid sick leave from my employer?

To request paid sick leave, notify your employer as soon as possible, preferably in advance if you know you will need to be absent. Some employers may have specific procedures for requesting paid sick leave, such as filling out a form or notifying a supervisor. Be sure to follow your employer’s policies and provide any necessary documentation if required.

Can my employer deny my request for paid sick leave?

Your employer generally cannot deny a request for paid sick leave if it meets the conditions outlined in the applicable paid sick leave laws. However, if you have not accrued enough paid sick leave hours, or if your request does not meet the criteria for a valid reason under the law, your employer may deny it. They must inform you of the reason for the denial.

Will I be paid at my regular rate when using paid sick leave?

Yes, when using paid sick leave, you should be paid at your regular rate of pay. This ensures that you do not lose income when you need to take time off for qualifying reasons. If you notice any discrepancies in your pay, contact your HR department or supervisor.

What happens to my unused paid sick leave if I leave my job?

The treatment of unused paid sick leave when you leave your job depends on your employer’s policy and local laws. Some jurisdictions require employers to pay out unused paid sick leave, while others do not. If you are rehired within a certain period, you may be entitled to have your paid sick leave balance reinstated.

What should I do if I believe my paid sick leave rights have been violated?

If you believe your paid sick leave rights have been violated, such as being denied leave or facing retaliation for using paid sick leave, you can file a complaint with your state labor department or the relevant enforcement agency. Keep detailed records of your paid sick leave requests and any responses from your employer to support your case.

Can my employer retaliate against me for using paid sick leave?

No, it is illegal for employers to retaliate against employees for using paid sick leave. Retaliation can include actions such as termination, demotion, reduction in hours, or any other adverse action that affects your employment. If you experience retaliation, you can file a complaint with the appropriate labor agency.

Disclaimer: The content provided on this webpage is for informational purposes only and is not intended to be a substitute for professional advice. While we strive to ensure the accuracy and timeliness of the information presented here, the details may change over time or vary in different jurisdictions. Therefore, we do not guarantee the completeness, reliability, or absolute accuracy of this information. The information on this page should not be used as a basis for making legal, financial, or any other key decisions. We strongly advise consulting with a qualified professional or expert in the relevant field for specific advice, guidance, or services. By using this webpage, you acknowledge that the information is offered “as is” and that we are not liable for any errors, omissions, or inaccuracies in the content, nor for any actions taken based on the information provided. We shall not be held liable for any direct, indirect, incidental, consequential, or punitive damages arising out of your access to, use of, or reliance on any content on this page.

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