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March 2022: City of Philadelphia Lifts Mask Mandate

15 Mar


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

What happened?
On March 2, 2022, the city of Philadelphia announced that it has moved into the “All Clear COVID Response Level,” in response to dropping cases of COVID-19.

What are the details?
Effective immediately, all individuals will no longer be required to wear a face covering; however, the Philadelphia Department of Public Health has stressed that businesses may still require masks, and that the City may reinstate the mask mandate if COVID-19 cases rise, or a new variant develops. 

In addition, masks will still be required in certain higher risk settings, healthcare institutions, congregate settings, and on public transportation. 

For more information, please see the links below:

City of Philadelphia Announcement

City of Philadelphia COVID-19 Response Levels


What do employers need to do?
Employers should review the link provided above, ensure the safety of their employees and guests, and reach out to the local health department in case of any specific and new rules.

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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