California’s COVID-19 Supplemental Paid Sick Leave Has Expired

California put in place its extended COVID-19 paid sick leave in March of 2021, months after the federal program expired at the end of 2020. Employers with more than 25 employees were tapped with providing the leave. The state tied the end of the program to the September 30, 2021 elimination of the federal tax credits for offering the leave. The legislature did not extend the sunset on the leave and it expired on September 30th.

Please note that employees who take COVID-19 paid sick leave on or before September 30, 2021 are allowed to take the paid leave past that date.

Also, even though the state requirement has sunset, some cities and counties that enacted their own COVID-19 paid sick leave ordinances that have expiration dates extending beyond this time. Contractors operating in these cities and counties need to be aware of these obligations.

Below is a list of the ongoing local COVID-19 paid sick leave ordinances that we are currently aware of.

 

Locality Expires
Emeryville (City) Upon City Council repeal. Clarifies that the city’s paid sick leave ordnance applies to COVID-19 related needs.
Long Beach (City) Based upon City Council determination.
Los Angeles (City) Until 2 calendar weeks after the expiration of the COVID-19 local emergency period.
Los Angeles (County) Shall be in effect until two calendar weeks after the expiration of the COVID-19 local emergency, as ratified and declared by the Board of Supervisors.
Oakland (City) Shall expire after the expiration of Oakland’s Declaration of COVID-19 Emergency.
San Diego (City) Upon City Council repeal. Clarifies that the city’s paid sick leave ordnance applies to COVID-19 related needs.
San Francisco (City & County) Upon City Council repeal. Clarifies that the city’s paid sick leave ordnance applies to COVID-19 related needs.

 

This content was provided by WPCCA professional counsel and is for general informational purposes only. Readers should contact their own professional counsel for company specific matters in the relevant jurisdiction.

Recent Posts

California’s Minimum Wage to Increase to $16.00 Per Hour on January 1, 2024

California law mandates that the minimum wage be increased in response to inflation. Specifically, California Labor Code section 1182.12 delegates authority to the Director of Finance to annually determine and certify to the Governor and State Legislature whether an adjustment…

October 2, 2023

Employers Are Not Liable For The Spread of Covid to Employees’ Household Members

The California Supreme Court unanimously ruled that employers owe no duty to prevent “take home” cases of Covid-19 and are not liable to nonemployees who contract Covid from employee household members who bring the virus home from the workplace. The…

September 26, 2023

Brunch Break

Join us in an opportunity to get to know your fellow WPCCA members for brunch at the beautiful Old Ranch Country Club in Seal Beach! This event will feature a presentation by Molly Burns, Environmental Affairs Manager at Dunn-Edwards, who…

August 3, 2023

WPCCA 2023 Mid-Year Legislative Update

California State Legislature has crossed the midway point of the 2022 Legislative Session. Legislators had until June 2nd to move legislation out of their house of origin. Bills that did not clear that hurdle must be shelved for the year….

July 25, 2023

WPCCA Construction Contracts 101 Webinar Series: Private Works Remedies

This 2 part webinar series on Construction Contracts will provide an overview on construction contracts and means to mitigate risks for contractors and subcontractors engaging in public and private works. Join our part 2 webinar on Private Works Remedies presented…

July 11, 2023
MORE STORIES