On March 18, 2020, Congress passed and the President signed into law HR 6201, the Families First Coronavirus Response Act, a broad-ranging response to the COVID-19 outbreak.
HR 6201 temporarily expands the Family and Medical Leave Act (FMLA) to provide paid leave for employees unable to work due to closure of schools and child-care facilities. The act also provides temporary paid sick leave for COVID-19-related absences. HR 6201 will become effective April 2, 2020.
These changes will impact your employment practices. All employers should re-evaluate their leave policies and prepare to implement these new requirements. In particular, notice must be given to employees. See the information and posters below for more information.
You can find the federal act here.
U.S. Department of Labor Information
- Families First Coronavirus Response Act: Employer Paid Leave Requirements
- Families First Coronavirus Response Act: Questions and Answers
Notices/Posters: Each covered employer must post a notice of the Families First Coronavirus Response Act (FFCRA) requirements in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information internal or external website. These provisions apply starting April 1, 2020, and continue through December 31, 2020.
- Families First Coronavirus Response Act English Poster from U.S. Department of Labor
- Families First Coronavirus Response Act Spanish Poster from U.S. Department of Labor
- Families First Coronavirus Response Act Notice – Frequently Asked Questions from U.S. Department of Labor
Legal Resources: For more information, including detailed breakdowns of what is in the act and what must be complied with, see the legal resources below.
- Schwabe, Williamson & Wyatt – New Federal Paid Leave Requirements
- Sawtooth Law – Update on Families First Coronavirus Response Act
- Meyer, Fluegge & Tenney – Families First Coronavirus Response Act