Families First Coronavirus Response Act

Families First Coronavirus Response Act – Signed by President on March 18, 2020 (Effective April 1, 2020)

On March 14, 2020 the United States House of Representatives passed sweeping legislation known as the Families First Coronavirus Response Act to address the COVID-19 (coronavirus) outbreak. The proposed legislation would, among other things, provide for an expansion of the federal Family and Medical Leave Act (FMLA), as well as include provisions for employer-mandated paid sick leave. The bill (H.R. 6201) was subsequently passed by the Senate and then signed into law by President Trump on March 18 and takes effect 15 days post signing, on April 1.

Federal Paid Sick Leave Expanded Family Medical Leave Notice is now available

Each covered employer must post a notice of the Families First Coronavirus Response Act (FFCRA) requirement in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information internal or external website. FFCRA Notice FAQ’s available here. Download the notice below.

NYS & FFCRA Emergency Leave Comparison Chart (updated8/10/21)


Sample Policies Available to HR Works Clients Upon Request

  • FFCRA Approval and Denial Template Letters
  • NY COVID-19 Leave Policy Templates
  • FFCRA-Cover Letter 50 or More EEs
  • FFCRA-Cover Letter for Less than 50 EEs
  • FFCRA Emergency Paid Sick Leave
  • FFCRA Expanded Family and Medical Leave
  • FFCRA Leave Request Form

Helpful Links

Related Blog Posts Families First Coronavirus Response Act Signed by President Effective 4/1/2020

The information provided in these webinars is intended to provide a high-level overview and address frequently asked questions at the time of recording. Because information on this topic is changing rapidly, some information may become outdated over time. Please continue to monitor the applicable state and federal agency websites for the most current information. These presentations are not intended to be construed as legal advice. Employers should consult legal counsel for advice on how this information impacts their specific business or situation.