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April 2022: San Francisco Amends Family Friendly Workplace Ordinance

05 Apr

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Update Applicable to:
All employers with 20 or more employees working in or telecommuting out of the city of San Francisco

What happened?
On March 14, 2022, the City of San Francisco passed amendments to its existing Family Friendly Workplace Ordinance (FFWO).

What are the details?
Beginning July 12, 2022, the amendments to the ordinance will go into effect and apply to employers with 20 or more employees, regardless of location.

Employees of covered employers are eligible if they are:

  1. Employed in San Francisco, including those employees who telework from outside of San Francisco
  2. Have been employed for six months or more by their current employer
  3. Work at least eight hours per week on a regular basis

The new amendments will primarily expand the FFWO by:

  • Requiring employers to provide predictable or flexible working arrangements except where it would create an undue hardship
  • Requiring employers to engage in a good-faith interactive process to find predictable or flexible arrangements
  • Including teleworking employees
  • Expanding protected caregiving activities to include elderly family members other than parents
  • Expanding penalty mechanisms for enforcement

Under the amendments, a covered employee will be allowed flexible or predictable work arrangements to care for any family member age 65 or older, rather than specifically a parent.

The amendments also increase some of the San Francisco’s Office of Labor Standards Enforcement’s ability to enforce the ordinance.

For more information, please see the links below:

Amendment to FFWO

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and make adjustments to their FFWO policy with their employment counsel.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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