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April 2023: Philadelphia Issues Rules on COVID Paid Sick Leave and Revises Rules for Regular and Healthcare Employee Paid Sick Leave

05 Apr

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Update Applicable to:
All employers in the city of Philadelphia, Pennsylvania.

What happened?
On February 28, 2023, Philadelphia, Pennsylvania’s Department of Labor (PDOL) published regulations concerning three distinct types of job-protected paid leave employers must provide under the Promoting Healthy Families and Workplaces Ordinance (PHFWO).

What are the details?
This is the third iteration of PDOL’s “supplemental regulation” of the PHFWO. Below are hyperlinks to the article from one of our most trusted sources, Littler, which briefly recaps the history of these three paid leave requirements and highlights notable changes, or clarifications, that the most recent rules provide:

Philadelphia Paid Leaves at a Glance

COVID-19 Paid Sick Leave

PSST During COVID-19

Pool & Healthcare Employee Pay & Benefits Continuation

Next Steps

For more information, please see the links below:

Final Third Supplemental Regulation

Littler Article

What do employers need to do?
Employers should review the links provided above, refer to the links provided above for guidance on handling paid sick leave for COVID-19, and do their best to ensure the safety of their employees and business from COVID-19 exposure.

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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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