In March 2020, the State of New York enacted legislation (Senate Bill 8091) that provides paid or unpaid leave to employees subject to a quarantine or isolation order as a result of COVID-19. On February 2021, the state provided situational guidance for employees subject to multiple quarantine or isolation orders, for when an employee tests positive following their quarantine, and for when an employer mandates that an employee stay home due to potential exposure.

New Orleans has enacted an ordinance (Calendar Number 33,184) that expressly prohibits employers from discriminating against individuals because of their protected cultural hairstyles.

Kentucky has enacted legislation (House Bill 1) that would require employers to create and post a plan for COVID-19 if they wish to provide in-person services. House Bill 1 was set to take effect immediately after the legislature overrode a veto by the governor, but a court temporarily blocked the implementation of the law while a legal challenge from the governor is heard.

Arizona has enacted legislation (House Bill 2045) that makes clear that discrimination based on pregnancy, childbirth, or related conditions is prohibited by state law.

As previously communicated, on September 30, 2020, California Governor Gavin Newsom signed into law Senate Bill 973, a new pay data reporting requirement. Covered employers will have to provide California's Department of Fair Employment and Housing (DFEH) with pay data by specified job categories and by race, ethnicity and sex. The reports will be due on an annual basis, starting March 31, 2021, for calendar year 2020.

The City of Pittsburgh has adopted a temporary ordinance that requires employers to provide leave for certain COVID-19 related reasons to employees who work within the city. The ordinance is in effect from December 9, 2020, until the end of the COVID-19 public health emergency.

The City of Philadelphia issued regulations to clarify the circumstances in which certain employees can take leave under the Promoting Healthy Families and Workplaces Ordinance (PHFWO).

Michigan has adopted legislation (Senate Bill 1258) that amends the rules for returning to work after testing positive for COVID-19, displaying symptoms of COVID-19, or having close contact with someone who has COVID-19. Senate Bill 1258 is effective immediately.

In 2019, Florida enacted legislation that requires certain businesses in Florida to provide training on human trafficking and/or post a sign on human trafficking. Many of these requirements took effect on January 1, 2021.

Colorado has issued emergency rules and guidance on the state's new paid leave requirements.