How the Families First Coronavirus Response Act Affects Your Business


ST. PETERSBURG, Fla. - Last week, Congress enacted into law the Families First Coronavirus Response Act. While a major portion of the act discusses items like providing nutrition to families in need, Division E directly targets businesses’ paid sick leave. Here are the highlights of the “Emergency Paid Sick Leave Act” that could directly affect your business.

An employer shall provide paid sick leave to an employee who is unable to work or telework to the following:
  • The employee is subject to Federal, State or local quarantine or isolation due to COVID-19
  • The employee has been advised by a healthcare provider to self-quarantine due to COVID-19
  • The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis
  • An employee is caring for an individual who is subject to an aforementioned order or has been advised to self-quarantine by a healthcare provider due to COVID-19
  • The employee is caring for a son or daughter of such employee if the school or place of care has been closed or the child’s care provider is unavailable due to COVID-19
  • The employee is experiencing any other substantially similar condition specified by the Secretary of
  • Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.
The duration of paid sick time an employee is entitled to is as follows:
  • Full-time employees - 80 hours
  • Part-time employees - A number of hours equivalent to the average number of hours the employee works over a 2-week period

Paid sick time provided to the employee under this Act shall cease beginning with the employee’s next scheduled shift following the termination of the need for paid sick leave described in the points above.

An employer may not require, as a condition of receiving paid sick leave under this Act, that the employee search for or find a replacement to cover the hours during which the employee is using paid sick time.

It is unlawful for an employer to discharge, discipline or in any other manner discriminate against an employee who (a) takes leave in accordance with this law or (b) has filed any complaint or instituted or caused to be instituted any proceeding under or related to this Act, or has testified or is about to testify in such a proceeding.

Lastly, the Secretary of Labor will be providing a model that outlines the requirements of this Act for employers that should be displayed in areas where employees usually gather.

To read the full Act, please click here.