Businesses and Employers

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• Safe Reopening

  Effective June 15, 2021, California fully reopened the economy. Businesses and activities can return to normal. Effective March 13, 2023, the California Department of Public Health (CDPH) removed requirements in Mega Events.

• Are businesses required to post COVID-19 signage?

  While there is no requirement, posting information/signage is an excellent reminder for employees and patrons on masking and sanitation guidelines to help keep employees and patrons protected from COVID-19. View our COVID-19 Educational Materials webpage for our print materials on COVID-19.

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• What are the current COVID-19 guidelines for employers?

  On December 15, 2022, the Occupational Safety and Health Standards Board voted to adopt non-emergency COVID-19 prevention regulations. These regulations took effect on February 3, 2023, and will remain in effect for two (2) years after the effective date, except for the recordkeeping subsections that will remain in effective three (3) years.

  These regulations aim to make it easier for employers to provide consistent protections to workers and allow for flexibility if changes are made to guidance in the future from the CDPH. These regulations apply to most workers in California who are not covered by the Aerosol Transmissible Diseases standard.

• COVID-19 Outbreak (AB 685)

  The COVID-19 Prevention non-emergency regulations require all employers to report major COVID-19 outbreaks (20+ COVID-19 cases) to their nearest Cal/OSHA office. Visit COVID-19 Outbreak Reporting for more information on reporting a COVID-19 outbreak. 

• What are the testing requirements in the COVID-19 Prevention Regulations?

  With respect to testing, the COVID-19 Prevention regulations requires an employer to:

  • Offer testing at no-cost and during time, and
  • Provide testing in a manner that ensures employee confidentiality.
• May an employer require employees to be vaccinated against COVID-19?

  Per the State of California Department of Industrial Relations (DIR), yes. As explained by the California Civil Rights Department, an employer may require employees to receive a Food and Drug Administration (FDA) approved vaccination against COVID-19 infection so long as the employer:

  • Does not discriminate against or harass employees or job applicants on the basis of a protected characteristic. 
  • Provides reasonable accommodations related to disability or sincerely-held religious beliefs or practices. 
  • Does not retaliate against anyone for engaging in protected activity, such as requesting a reasonable accommodation.

  For guidance on this topic, employers may wish to refer to information provided in the following FAQ resources provided by the federal Equal Employment Opportunity Commission (EEOC) and the California Civil Rights Department at the following webpages:

  • EEOC FAQ's regarding COVID-19
  • Civil Rights Department FAQs regarding COVID-19
• What personal protective equipment (PPE) must an employer implement?

  Per the State of California Department of Industrial Relations (DIR), an employer must:

  • Evaluate the need for PPE, including but not limited to gloves, eye protection, and respiratory protection, as required by Cal/OSHA standards.
  • Upon request, provide respirators for voluntary use to all employees who are working indoors or in vehicles with more than one person ("respirator" means a respiratory protection device approved by the National Institute for Occupational Safety and Health (NIOSH) to protect the wearer from particulate matter, such as an N95 mask).
  • When respirators are provided for voluntary use, provide instructions, encourage their use, and ensure the respirator is the correct size for the employee. 
  • Provide and ensure use of respiratory protection for employees exposed to procedures that aerosolize saliva or other potentially infectious materials, such as some dental procedures.
• What are the indoor ventilation requirements?

  Employers must:

  • Review CDPH and Cal/OSHA guidance regarding ventilation, including “Interim Guidance for Ventilation, Filtration, and Air Quality in Indoor Environments.”
  • Develop, implement, and maintain effective methods to prevent transmission of COVID-19. 
• COVID-19 Prevention Program

  To comply with regulations, an employer must develop a written COVID-19 Prevention Program or ensure its elements are included in an existing Injury and Illness Prevention Program (IIPP).

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• Where can Employers and Employees find support and resources?

  Visit the Live Well San Diego Business Sector for opportunities and information for business chambers, businesses, and other organizations.

• Business Guidance and Policy in Different Languages

  New Guidance and Policy Now Available in 14 Languages

  NEW as of July 12, 2023: 

  • Guidance for Responding to COVID-19 in the Workplace for Employers is now available in the following languages: English, Spanish, Arabic, Armenian, Chinese Simplified, Chinese Traditional, Hmong, Khmer, Korean, Punjabi, Russian, Tagalog, Thai, Vietnamese. 

  • Guidance for Responding to COVID-19 Cases and Outbreaks in the Workplace for Local Health Departments is now available in the following languages: English, Spanish, Arabic, Armenian, Chinese Simplified, Chinese Traditional, Hmong, Khmer, Korean, Punjabi, Russian, Tagalog, Thai, Vietnamese. 

  View all translated guidance and policy here: COVID-19 Guidance in More Languages