A number of California cities and counties have extended their COVID-19 (coronavirus) emergency paid sick ordinances, or are preparing to do so in the coming weeks. Below is a list of ordinances that have already been extended, or may be extended soon.
Oakland (city): The City of Oakland has extended its emergency paid sick leave ordinance through the end of the city’s COVID-19 Emergency Declaration period (the previous expiration date was December 31, 2020). The extension is retroactive to January 1, 2021. Read our original article about this ordinance here.
Sacramento (city): The City of Sacramento Worker Protection, Health, and Safety Act, which applies to businesses with 500 or more employees nationwide, provides emergency paid sick leave to employees for certain COVID-19 related reasons. The ordinance has been extended through March 31, 2021. Read our original article about this ordinance here.
Sacramento (county): The County of Sacramento Worker Protection, Health, and Safety Act, which applies to businesses with 500 or more employees nationwide, provides emergency paid sick leave to employees for certain COVID-19 related reasons. The ordinance has been extended through March 31, 2021. Read our original article about this ordinance here.
San Francisco (city and county): San Francisco’s Public Health Emergency Leave Ordinance, which applies to businesses with 500 or more employees nationwide, has been extended through February 10, 2021. (Note: San Francisco’s local government is officially named the City and County of San Francisco, a combined entity.) According to the San Francisco Office of Labor Standards Enforcement webpage, the Board of Supervisors may continue to issue emergency extensions for 60-day periods. Read our original article about this ordinance here.
San Mateo (county): San Mateo County’s emergency paid sick leave ordinance was originally set to expire on December 31, 2020, but has been extended to June 30, 2021. Read our original article on the county’s ordinance here.
San Jose (city): The City of San Jose’s COVID-19 Paid Sick Leave Ordinance has been extended through June 30, 2021 (original expiration date was December 31, 2020), and several provisions have been revised to expand coverage. Notably, the revised ordinance expands coverage as follows: (1) it now applies to all employers (previously it only applied to employers not covered by the federal Families First Coronavirus Response Act (FFCRA)); and (2) allows an employee to use paid sick leave when their child’s daycare provider is unavailable due to COVID-19 precautions (previously it was only available if the school or daycare was closed). The revised ordinance is retroactively effective starting on January 1, 2021. Read our original article about this ordinance here.
Additional localities: In addition to the localities listed above, several California cities and counties have COVID-19 paid sick leave ordinances either currently in effect, or expected to be extended in the coming weeks:
- Long Beach (city): The city’s COVID-19 supplemental paid sick leave ordinance continues to remain in effect; there is no official expiration date, but is continuously being evaluated by the Mayor. Read our original article on the city’s ordinance here.
- Los Angeles (city): The city’s COVID-19 supplemental paid sick leave ordinance continues to remain in effect until two weeks after the local emergency order expires.
- Los Angeles (county): Los Angeles County’s COVID-19 Worker Protection Ordinance expired on December 31, 2020, but may be extended by the Board of Supervisors. Read our original article on the county’s ordinance here.
- Santa Rosa (city): Santa Rosa’s emergency paid sick leave ordinance expired on December 31, 2020, but may be extended by the city council. Read our original article on the city’s ordinance here.
- Sonoma (county): Sonoma County’s emergency paid sick leave ordinance expired on December 31, 2020, but may be extended by the Board of Supervisors. Read our original article on the county’s ordinance here.
Tips: We’ll keep members updated as we become aware of cities and counties updating or revising their paid sick leave laws, but you should also keep an eye on announcements from your local government, especially since these changes sometimes take effect immediately upon approval. If you have questions about how to comply with any of these ordinances, contact your Vigilant Law Group employment attorney.
