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February 2022: New York Department of Health Extends NY HERO Act

22 Feb

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Update Applicable to:
All employers in the state of New York

What happened?
In our previous communication, we informed you about the New York HERO Act that was extended from January 15, 2022 to February 15, 2022. This is an update to that article.

What are the details?

On February 15, 2022, the New York State Department of Health (NYSDOH) extended its designation of COVID-19 once again through March 17, 2022.

This means that employers must continue implementing their respective Disease Exposure Prevention Plan under the HERO Act, including daily health screenings, among other requirements.  However, even with the designation in place, masking is no longer strictly required for most employers after the New York Department of Labor issued a revised model Disease Exposure Prevention Plan under the HERO Act.

On or before March 17, 2022, the NYSDOH Commissioner will review the level of transmission of COVID-19 in the state and determine whether to continue the designation. 

For more information, please see the links below:

New York Department of Health Press Release

NY HERO Act Website

NY HERO Act Disease Exposure Prevention Plan

Article 1Article 2Article 3

What do employers need to do?
Employers should review the links provided above and continue/reinstate their Disease Exposure Prevention Plan under the HERO Act until more updates from the NYSDOH are released.

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

Learn more about how Vensure's New York 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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