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March 2022: City of Columbus Lifts Mask Mandate

15 Mar

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Update Applicable to:
All employers in the city of Columbus, Ohio

What happened?
On March 7, 2022, Mayor Ginther lifted Ordinance 2388-2021, the indoor mask mandate for Columbus, Ohio.

What are the details?
Effective as of March 7, 2022, all individuals are no longer required to wear a face covering in indoor spaces and public or private transportation.

While Columbus is no longer under a mask mandate, the Columbus City Health Department still recommends face coverings for those who are unvaccinated, have an underlying condition or live with someone who does, recently tested positive for COVID-19, or are in a healthcare facility or other business that requires them.

Despite the rescission of Ordinance 2388-2021, masks are still required under federal order by the Transportation Security Administration (TSA) across all transportation networks throughout the United States, including at airports, onboard commercial aircraft, on over-the-road buses, and on commuter buses and rail systems through at least April 18, 2022.

For more information, please see the links below:

Ordinance 2388-2021

Ohio Department of Health Statewide Universal Recommended Best Practices

Article

City of Columbus Article

What do employers need to do?
Employers should review the links provided above, continue to monitor their local masking requirements, and reach out to their local health department in case of any specific rules.

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

Learn more about how Vensure's Ohio 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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