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CDPH Changes to COVID Isolation Recommendations

Alexis Gabrielson

February 21, 2025

On January 9, 2024, the California Department of Public Health (CDPH) significantly relaxed the rules on COVID exclusion periods, moving away from the 5-day isolation requirement after a positive COVID test.


Return to Work

For COVID-19 cases with symptoms, employees may return to work if 24 hours have passed with no fever, without the use of fever-reducing medications, and their symptoms are mild and improving. For COVID-19 cases without symptoms, there is no longer an infectious period for purposes of isolation or exclusion, but if symptoms develop, the 24-hour rule will apply.


Testing

In addition, the CDPH no longer recommends testing for all close contacts of infected individuals. Instead, CDPH recommends testing only for individuals with new COVID-19 symptoms, or close contacts who are at a higher risk of severe disease or have contact with people who are at a higher risk.

For workplace outbreaks, COVID-19 Prevention regulations still require testing of all close contacts in outbreaks, and everyone in the exposed group in major outbreaks.

Employers must continue to make COVID-19 testing available at no cost and during paid time to all employees with a close contact, except for asymptomatic employees who recently recovered from COVID-19.


Masking

Employers also must provide face coverings and ensure they are worn when CDPH requires their use. COVID-positive Employees who return to work must wear a face covering for 10 days from the start of symptoms. If the employee did not have symptoms, they must still wear a face covering for 10 days from the date of their first positive COVID-19 test.


Notice

Employers must still notify all employees, independent contractors, and employers with an employee who had close contact with a COVID-19 case of a potential exposure “as soon as possible,” per Cal-OSHA standards which remain in effect until February, 2025 [See Cal-OSHA Guidance also issued January 9, 2024].


Please reach out to your Cook Brown attorney for additional information.

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