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COVID-19 Prevention Regulations Expired Effective Yesterday, With The Exception Of Recordkeeping Requirement 
Feb 4, 2025

COVID-19 Prevention Regulations Expired Effective Yesterday, With The Exception Of Recordkeeping Requirement 

Topics: COVID-19, Legal Information, Personnel Policies and Procedures

As of February 3, 2025, most of the Cal/OSHA’s COVID-19 Prevention Non-Emergency Regulations have formally come to an end, giving employers flexibility in how they approach COVID-19 in the workplace. However, subsection 3205(j) of the regulations remains in effect, which means that employers must continue to comply with the reporting and recordkeeping requirements.   

Record-Keeping

The non-emergency rule that employers must notify employees who have had a close contact officially sunset yesterday. However, the requirement that employers track and retain COVID-19 case records remains in effect through February 3, 2026. Such records must include the employee’s name, contact information, occupation, location where the employee worked, the date of the last day at the workplace, and the date of the positive COVID-19 test and/or diagnosis. Employers must retain these records for at least 2 years. The provision further requires that the information on COVID-19 cases be provided to the local health department with jurisdiction over the specific workplace, the California Department of Public Health, and Cal/OSHA, immediately upon request and when required by law. In sum, employers should continue to log COVID-19 case details and continue to maintain accurate records to ensure compliance with their obligations under subsection 3205(j). 

Even though most of the Cal/OSHA’s COVID-19 regulations’ mandates have sunset, employers should continue to provide a safe workplace and maintain effective Injury and Illness Prevention Plans. CDF encourages employers to regularly review guidance from Cal/OSHA, the California Department of Public Health, and the CDC to address workplace health risks effectively. Regularly updating policies, communicating changes to employees, and maintaining flexibility in response to potential outbreaks or future health crises are good practices for employers to follow. 

Contact your favorite CDF attorney to assist with ensuring compliance with regulations to maintain safe workplace practices.

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor in Chief

San Diego Associate Attorney. Taylor has experience defending employers of all sizes in employment-related claims regarding wrongful termination, discrimination, harassment, retaliation, COVID-19 compliance, and employment-related tort and contract claims. Taylor also has experience defending management in wage and hour class actions and PAGA representative actions. Taylor is a member of the Lawyers Club of San Diego and received her Juris Doctor from the University of San Diego School of Law, where she was a member of the Student Bar Association, Employment and Labor Law Society, Business Law Society, and Women’s Law Caucus.
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