On March 1, 2024, the Centers for Disease Control and Prevention (CDC) released new isolation guidance regarding COVID-19. The CDC has created a “unified approach” to responding to respiratory illnesses and recommends treating all respiratory illnesses the same.
The CDC has removed the five-day isolation guidance for those who test positive and have symptoms and instead recommends those who develop symptoms to “stay home and stay away from others.” One may return to normal activities once symptoms are improving and one has been fever-free for at least 24 hours, without the use of fever-reducing medication. A positive or negative test is no longer a factor in deciding if someone should stay home.
As an employer, here are some steps you should take:
-
Allow sick employees to stay home: While the recommendations have eased, employers should not expect sick employees to work or report to the office. Employers still have a duty under OSHA’s General Duty Clause “to provide a safe and healthful workplace that is safe from serious recognized hazards.” Continue to foster a culture where working while sick is not encouraged, so that employees can perform at their best.
-
Focus on illness prevention: In addition to minimizing the presence of sick employees in the workplace, employers can take proactive measures to maintain a healthy office environment. Even a common cold can lead to absenteeism, so implementing strategies to prevent the spread of germs is crucial. Continue to have hand sanitizer stations around the office. Include good hygiene as part of safety meetings, emphasizing the importance of thorough hand washing to employees. Additionally, it is recommended to continue utilizing air purification systems, as many illnesses can be transmitted through the air.
-
Be mindful of continued accommodation requests: While the CDC has relaxed requirements, it is important to note that employees may still require Americans with Disabilities Act (ADA) accommodations. Those with long COVID may require accommodations, and it is important to initiate the interactive process with an employee who requests accommodations due to a disability. Our whitepaper on ADA can be found here for more information, and the Job Accommodation Network is a valuable resource as well.
-
Observe state- and industry-specific requirements: If you are a multistate employer, remember that not all states and counties follow exactly what CDC recommends. There may be additional requirements, such as a COVID-19 paid sick leave law or continued isolation requirements. Specific industries, such as health care, may also have different requirements, so be sure to review those as well.
If you have any questions, please email our Member Experience Team.