DoNotPay provides a platform for legal information and self-help. DoNotPay is not a law firm and is not licensed to practice law. Because everyone is unique, our self-help tools are never guaranteed to help with any specific situation. As a result, you should make sure to do your own independent research. Press Release, January 6, 2022: Paid Sick Leave Continues in 2022, new requirements took effect Jan 1.IEditorial Note: These blog posts represent the opinion of DoNotPay’s Writers, but each person’s situation and circumstances vary greatly.INFO #6C: Paid Leave Under the Healthy Families and Workplaces Act (How Requirements Differ from 2020 to 2021, & from Other Laws).INFO# 6B: Paid Leave Under the Healthy Families and Workplaces Act (Paid leave requirements effective January 1, 2021).INFO #6: Summary: Paid Leave under Colorado’s Healthy Families & Workplaces Act (“HFWA”).Colorado Healthy Families and Workplaces Act (C.R.S.Paid leave in a PTO policy, or a Collective Bargaining Agreement, can satisfy HFWA, if it covers all the same conditions or needs, at the same pay rate, and with no tougher requirements (documentation, notice, etc.) than HFWA (see Colorado Wage Protection Rules, specifically Rules 3.5.4 and 3.5.8).įor more detailed information please see the “References” section below. In 2021, employers with 15 or fewer employees had to provide emergency leave, but were exempt from accrued leave until the end of 2021.Įmployers can require documentation for accrued paid sick leave (not for COVID-related public health emergency (PHE) leave), but only for absences of four or more consecutive days - and employees can provide the documentation after the leave ends. Starting January 1, 2022, small and large employers alike have the same accrued leave responsibilities. Needs due to suffering domestic violence, sexual abuse, or criminal harassment or caring for family with such conditions or needs.Preventive care (including vaccination).Diagnosis, care, or treatment of such conditions.Any mental or physical illness, injury, or health condition that prevents work.This requirement took effect January 1, 2021, and is permanently in effect, not just during the COVID emergency.Īccrued leave is usable for a wide range of health and safety needs, not just COVID-related: Needs include: Accrued Paid Sick LeaveĮmployers are also required to provide one hour of paid leave per 30 hours worked, up to 48 hours per year. Needs to care for family (illness, school closure, etc.)Įmployers cannot require documentation from employees to show that leave is for PHE-related needs.Inability to work due to health conditions that may increase susceptibility or risk of COVID.Quarantining or isolating due to exposure.Symptoms of COVID, such as fever or chills, cough, fatigue, muscle or body aches, headache, sore throat, congestion or runny nose.PHE leave is usable for a range of PHE-related needs, not just for confirmed cases. Colorado’s 80-hour PHE leave continues until four weeks after the end of all applicable federal, state, and local public health emergencies. In addition to “accrued paid sick leave” (addressed below), all Colorado employers, regardless of size or industry, must provide employees with public health emergency (“PHE”) leave (two weeks - 80 hours, or less for part-time employees). With all applicable PHEs ending as of May 11, 2023, Colorado employees with remaining COVID-related PHE leave may still take PHE leave through June 8, 2023. But HFWA PHE leave continues until four weeks after all applicable PHE declarations end or are suspended. of Health and Human Services’ COVID-19 PHE expired, following the expiration of Colorado’s COVID-19 Disaster Recovery Order on April 27, 2023. (Update: end of PHE on May 11, 2023) PHE Leave is in Effect Until June 8, 2023, four weeks after COVID-19 Public Health Emergencies ended. Leave can’t be counted against employees as absences that may lead to firing or other negative action.ĬOVID Public Health Emergency (PHE) Leave Requirement Ends June 8, 2023.Leave must be paid for time on leave, and at the same pay rate the employee earns during time worked.The following points apply to both PHE and accrued leave. The Colorado Healthy Families and Workplaces Act (HFWA) requires Colorado employers to provide two types of paid sick leave to their employees: public health emergency (PHE) leave and accrued leave. Office of Education and Training Innovation.
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