Attorneys & Professionals

Starting February 19, 2022, California employers will once again have to comply with supplemental paid sick leave for COVID-related reasons. California’s new supplemental paid sick leave law (SPSL) is similar to – but markedly different than – the one California enacted in 2021. The key provisions of this new law are outlined below. Contact your Vorys lawyer if you have questions about COVID leave requirements in California or in other jurisdictions.

Expanded Coverage

Employees may use SPSL to care for their children, parents, spouses, registered domestic partners, grandparents, grandchildren, and siblings who are affected by COVID-19.

Two New Banks of Sick Leave

Employees are entitled to up to 80 hours of SPSL divided into two 40-hour banks of SPSL, each with different criteria and used for different reasons.

Up to 40 hours for COVID-Related Reasons

An employee can use up to 40 hours of SPSL if unable to work or telework because:

• They are subject to a quarantine or isolation period due to COVID-19.
• They have been advised by a health care provider to isolate or self-quarantine.
• They are experiencing COVID-19 symptoms and seeking a medical diagnosis.
• They are caring for a family member who is subject to a quarantine or isolation order or has been advised to isolate or self-quarantine by a health care provider.
• They are caring for a child whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19.

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