While the past week brought many changes around California for COVID-19 requirements, both the state statute and several local supplemental paid sick leave ordinances persist.

The statewide COVID-19 Supplemental Paid Sick Leave (“SPSL”) law remains in effect until September 30, 2021.

As a reminder, under the state SPSL, employees are entitled to leave for the following reasons:

• The employee is subject to a quarantine or isolation period related to COVID-19;

• The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19;

• The employee is attending an appointment to receive a vaccine for protection against COVID-19;

• The employee is experiencing symptoms related to a COVID-19 vaccine that prevents the employee from being able to work or telework;

• The employee is experiencing symptoms related to COVID-19 and seeking medical diagnosis;

• The employee is caring for a family member who is subject to a quarantine or isolation order or has been advised to self-quarantine;

• The employee is caring for a child whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.

Similarly, many local ordinances also remain in effect, and so employers should be aware of the local ordinances applicable to their business. There may be overlap under the local ordinances with the statewide obligations.

Marin and Sonoma County are the most recent localities to issue or expand their supplemental paid sick leave ordinances. Marin applies to employers with 25 or fewer employees. However, the reasons for which paid leave may be taken, and the amount of supplemental paid sick leave provided, mirror the statewide law. Sonoma County similarly extended the expiration date of its supplemental paid sick leave ordinance, but also provided a new bank of time retroactive to January 1, 2021.