The Workplace Transformed: New CA Covid Related Supplemental Leave & Employment Laws

the-workplace-transformedAs a continuation of the discussion in my book – The Workplace Transformed: 7 Crucial Lessons from the Pandemic & Beyond, this blog provides an update on some of the recent COVID-19 laws passed by the California Legislature. 

The California Legislature has been busier than ever in recent weeks. From AB 257’s workplace cannabis provisions and new pay transparency laws to additional pay data reporting requirements for employers, workplace laws in California have seen countless changes in 2022. And many of these changes concern soon-to-expire COVID-19 requirements. 

AB 152, AB 2693, and AB 1751 aim to extend COVID-19 Supplemental Paid Sick Leave (SPSL), workplace requirements, and the previous rebuttable presumption regarding outbreak classifications. 


COVID-19 Supplemental Paid Sick Leave

COVID-19 has changed our lives in myriad ways, most notably in the legal sense. Throughout the pandemic, California has adopted a roster of statewide requirements for employers concerning SPSL. As a result, employers have been providing sick leave to workers who test positive or need time to recover. It was set to expire in September, 2022. But on September 29, 2022, Governor Newsom signed AB 152, effectively extending SPSL for companies with 26 or more employees until December 31, 2022. 

AB 152 contains a few new provisions to boot. For example, the bill seeks to establish a new program for small businesses that’d provide up to $50,000 in grants to cover some of the costs of SPSL in 2022. Since it’s a budget trailer bill, AB 152 immediately went into effect on September 29, 2022. 


COVID-19 Requirements Extension

Two more pieces of legislation – AB 2693 and AB 1751 – were set to expire at the end of 2022 but have received votes for extensions. While AB 2693 would extend statutory COVID-19 notice requirements until January 2024, AB 1751 looks to extend a rebuttable presumption for workers’ compensation as it relates to COVID-19. 


AB 2693

Previous COVID-19 requirements demanded that employers individually notify employees and others of COVID exposure in the workplace. Now, rather than individual notice, AB 2693 would require employers to post a workplace-wide notice for 15 days following a COVID-19 exposure. However, additional notice rules can potentially be released by Cal/OSHA, meaning employers should closely monitor AB 2693 to see if individual notice requirements are still necessary. The bill was approved by Governor Newsom on September 29, 2022. 


AB 1751

Previous legislation had established a rebuttable presumption with certain outbreak conditions that’d warrant a “work-related exposure.” It also required employers to provide COVID-19 case information to workers’ compensation claims administrators. Given that AB 1751 also passed on September 29, 2022, these requirements are extended until January 2024.

For more insights into how COVID-19 has altered the workplace over recent years, pick up a copy of Angela’s new book: The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic. During this time of change caused by COVID-19, Angela sheds light on issues that are crucial to worker and organizational success both during and after the pandemic has run its course. 

Be sure to follow Reddock-Wright on Facebook and Instagram @iamangelareddockwright, LinkedIn at, and tune in to her weekly radio show, KBLA Talk 1580’s Legal Lens with Angela Reddock-Wright each Saturday and Sunday at 11 am PST, or catch past episodes on   You can learn more about the radio show here –

Also, learn more about her book – The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic – here –

For media inquiries for Angela, please reach out to


Experienced Employment Law Attorney, Mediator, Arbitrator, Investigator, Legal and Media Commentator 

Twice-named a U.S. News Best Lawyer in America for employment and labor law, Angela Reddock-Wright is an employment and labor law attorney, mediator, arbitrator, and certified workplace and Title IX investigator (AWI-CH) in Los Angeles, CA. Known as the “Workplace Guru,” Angela is an influencer and leading authority on employment, workplace/HR, Title IX, hazing, and bullying issues. Furthermore, she’s been named a “Top 50 Woman Attorney” in California by Super Lawyers, a “Top California Employment Lawyer” by the Daily Journal and one of Los Angeles’ “Most Influential Minority and Women Attorneys” by the Los Angeles Business Journal.

Angela is a regular legal and media commentator and analyst and has appeared on such media outlets as Good Morning America, Entertainment Tonight, Law and Crime with Brian Ross, Court TV, CNN, NewsNation, ABC News, CBS News, Fox 11 News, KTLA-5, the Black News Channel, Fox Soul – The Black Report, NPR, KPCC, Airtalk-89.3, KJLH Front Page with Dominique DiPrima, the New York Times, the Washington Post, the LA Times,, Yahoo! Entertainment, People Magazine, Essence Magazine, the Los Angeles Sentinel, LA Focus, Daily Journal, Our Weekly and the Wave Newspapers.

Angela is a member of the panel of distinguished mediators and arbitrators with Judicate West, a California dispute resolution company. She also owns her own dispute resolution law firm, the Reddock Law Group of Los Angeles, specializing in the mediation, arbitration, and investigation of employment discrimination, harassment, retaliation, and other workplace claims, along with Title IX, sexual harassment, assault, and misconduct conduct cases, along with hazing and bullying cases in K-12 schools, colleges and universities, fraternities and sororities; fire, police and other public safety agencies and departments; and other private and public sector workplaces.

For more information regarding resources for employers, businesses, and employees during this time, connect with Angela on LinkedIn for new updates, or contact her here. You may also follow her on Instagram.

This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.

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