As discussed in prior blog posts, the Families First Coronavirus Response Act (“FFCRA” or the “Act”) will require covered employers to provide certain levels of paid emergency sick leave and paid Family and Medical Leave Act (“FMLA”) leave to employees for specified coronavirus-related reasons.  In general, as explained in those posts, the minimum number of

President Trump signed the Families First Coronavirus Response Act (the Act) into law on March 18, 2020, the same day that it passed the Senate.  Among other emergency measures intended to address the coronavirus pandemic, the Act requires covered employers to provide employees with two distinct types of leave for coronavirus-related reasons—up to 2

The “Families First Coronavirus Response Act” (the “Bill”), a broad response to the COVID-19 coronavirus pandemic, has passed the House of Representatives by a vote of 363-40 and is expected to pass in the Senate and be signed into law by President Trump.  The Bill would impose significant obligations on covered employers, including

With the number of confirmed cases of the novel coronavirus (COVID-19) rising in California, the Department of Industrial Relations (DIR) and the Employment Development Department (EDD) have issued guidance and reminders on use of paid sick leave and other benefits for those forced off the job by COVID-19.  The San Francisco Office of Labor Standards

As sophisticated employers know, an employer must track and comply with developments not only in federal law, but also state and local law. This blog post details key changes in employment laws in the District of Columbia in 2019, as well as upcoming changes in 2020, including changes to paid family leave and minimum wages.

Paid sick leave, additional family and medical leave, disability and parental leave – the number of leave entitlements at the state and local level keep proliferating. Compliance with this new legal landscape is tricky, and particularly so for employers with multi-jurisdictional workforces. The Hogan Lovells Employment team is here to help. On November 7 at

Employers with employees—and, in some cases, 1099-MISC contractors —in Massachusetts have obligations starting next week under Massachusetts’ new Paid Family and Medical Leave Law (“MPFML”), which will entitle most Massachusetts workers to paid family and medical leave. Although benefits will not be available until 2021, employers must do two things now: provide notice to workers

On August 9, 2019, the D.C. Office of Employment Services (DOES) took another step toward full implementation of D.C.’s Universal Paid Leave Amendment Act of 2016 (UPLA) by issuing proposed benefits regulations. In a recent post, we discussed generally the paid leave benefits eligible employees can receive from DOES under UPLA starting July

New Jersey’s New Earned Sick Leave Act: Answers to Frequently Asked Questions

Just a reminder, the New Jersey Earned Sick Leave Act (the “Act”) went into effect on October 29, 2018.

Which employers are covered? The Act applies to all private New Jersey employers.  It applies to all public New Jersey employers with one exception.