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February 2023: Los Angeles City COVID-19 Supplemental Paid Sick Leave Ends Soon

31 Jan

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Update Applicable to:
All employers in the city of Los Angeles, California.

What happened?
On December 7, 2022, The Los Angeles City Council voted to end the local emergency in February 2023. On January 10, 2023, the Council confirmed this decision and announced the state of emergency would end on February 1, 2023, thereby triggering the end of the city’s supplemental paid sick leave.

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What are the details?
Starting at the end of 2020/early 2021, many California cities codified supplemental COVID-related paid sick leave, providing benefits beyond the state’s COVID-19 Supplemental Paid Sick Leave (“2022 SPSL”). Although most of these locales have phased out their supplemental programs, three California cities (Los Angeles, Long Beach, and Oakland) and one county (Los Angeles) still have provisions above and beyond state requirements.

The Los Angeles City Council voted to end the city’s state of emergency effective February 1, 2023, thereby triggering the end of the city’s supplemental paid sick leave. Per the ordinance, supplemental leave expires “two weeks after the expiration of the local emergency period,” or February 15, 2022.

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What do employers need to do?
Employers should review the links provided above and plan for February and take appropriate steps now with human resources, payroll, and any other support department that receives, evaluates, and processes employee COVID-related leave requests.

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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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