COVID-19 has permanently changed the workplace we once knew. Employers needed to adapt to new legislation meant to deal with the unprecedented impact of the pandemic. Expansion of the California Family Rights Act, mandatory paid sick leave for COVID-related illness, extended workplace safety protections, and workers’ compensation coverage for employees based on the rebuttable presumption they contracted COVID-19 at the workplace were just some of the laws enacted to expand and enhance employee benefits in response to the pandemic.
In 2021, California lawmakers continued to focus their efforts on resolving the negative effects of COVID-19, placing even greater responsibility on employers. Mandatory paid sick leave was extended through September 30, 2021. Job protection has also been enhanced to the point of shielding employees from termination due to poor performance. Various state agencies have been given additional authority to enforce the new laws and impose stiffer penalties for non-compliance. Although it is not yet illegal to be an employer in California, it is becoming increasingly more difficult to comply with the myriad of evolving regulations and also stay in business.
The following are summaries of the new laws most impacting California employers, with recommendations on what employers should do to avoid potential liability.
Unless otherwise stated, the new laws take effect on January 1, 2022.
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