If you’ve gotten used to navigating supplemental paid sick leave for COVID-19, there’s no need to change course. 

Though the SPSL requirements were set to expire at the end of September, AB 152, signed into law by Governor Newsom, extends those requirements through the end of 2022.

If you’ll remember, COVID-19 Supplemental Paid Sick Leave provides covered employees up to 80 hours of COVID-19-related paid leave, with up to 40 of those hours for isolation and quarantine, receiving vaccines, and caring for a child whose school or place of care is closed. An additional 40 hours become available only when an employee, or family member for whom the employee provides care, tests positive for COVID-19.

This newly signed extension of that leave law does NOT create a new bank of leave time, but simply extends the existing entitlement through the rest of the year. 

Additionally, the new legislation establishes a grant program for specified small businesses that provide grants to cover SPSL costs. The grant program entails additional restrictions and requirements and remains in effect only until January 1, 2024. Those grants are available to businesses that have provided COVID-19 SPSL in accordance with California Labor Code and that:

• Are incorporated as a “C” corporation, “S” corporation, cooperative, limited liability company, partnerships, or limited partnership or registered as a 501(c)(3), 501(c)(6), or 501(c)(19);
• Began operation before June 1, 2021;
• Are currently in active operation; and
• Have 26 to 49 employees.

The upshot is this: If you’ve been managing COVID leave to this point, the extension merely says you need to keep doing it through the rest of 2022. If you could use more guidance, we’re happy to have a conversation with you to help you understand SPSL. Give us a call!