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April 2022: Philadelphia Reinstates Mask Mandate Requirements

19 Apr

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Update Applicable to:
All businesses that provide public indoor spaces in the city of Philadelphia, Pennsylvania.

What happened?
On April 11, 2022, the Philadelphia Department of Public Health announced that it has moved into the “Mask Precautions” pandemic response level and will reinstate the City’s indoor mask mandate for most indoor spaces.

What are the details?
Effective April 18, 2022, face coverings will be required in all indoor public spaces, including businesses, restaurants, government buildings, childcare settings, and schools. While masks will be required in indoor public places, there is no vaccine requirement for places that serve food or drink.

The mandate will remain in place until the city metrics fall into the “All Clear” category, which takes into account average daily COVID-19 cases, hospitalizations, and case increases over a 10-day period.

For more information, please see the links below:

Philadelphia Department of Public Health Announcement

COVID Response Levels

City of Philadelphia Article

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and reinstate and/or adjust their masking policies to be in compliance with the reinstated law.

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

Learn more about how Vensure's Pennsylvania 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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