California’s 2022 COVID-19 Supplemental Paid Sick Leave (SPSL) law requires employers with 26 or more employees to provide their employees with up to 80 hours of COVID-19-related paid leave. The law provides for up to 40 hours of paid leave at the employee’s regular rate of pay for COVID-19-related isolation and vaccination and for caring for a child whose school or place of care is closed. The additional bank of 40 hours of leave is available only when an employee, or family member for whom the employee provides care, tests positive for COVID-19.

Employee eligibility for SPSL is retroactive to Jan. 1 and expires on Sept. 30. The employer’s obligation to pay benefits started on Feb. 19. An employee is eligible for a maximum of $511 per day or $5,110 total for SPSL.

Employers must publicly post a notice from the Labor Commissioner describing the rights and duties under the SPSL law, just as employers must post notice of the state’s 2014 paid sick leave law. If employees do not frequent a physical workplace, the SPSL notice may be disseminated electronically.

The California Department of Industrial Relations (DIR) recently posted answers to frequently asked questions.

Eligibility for first bank of leave

An employee is entitled to up to 40 hours of paid leave if the employee is unable to work or telework for any of these reasons:

• The employee is subject to quarantine or isolation by order or guidance of a federal, state, or local public health officer, for example due to...

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