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2021 State List of OSHA Type Laws COVID-19

By January 16, 2021February 11th, 2021No Comments

List of comprehensive state mandates regarding worker safety and COVID-19


Cal/OSHA adopted a new emergency standard for COVID prevention on November 19, 2020.

Aerosol Transmissible Diseases – the Cal/OSHA aerosol transmission standard that covers healthcare and first-response employees.

Work-led Health Councils – L.A. County Board of Supervisors approved a proposal to facilitate worker-led health councils to monitor business compliance with public health orders mitigating the spread of COVID-19 at work.

COVID-19 Prevention Emergency Temporary Standards – Fact Sheets, Model Written Program and Other Resources


COVID-19 Executive Order Number 30 – initially issued April 30

COVID-19 Executive Order Number 30 – update issued May 29

COVID-19 Operational Guidance for Food and Meat Processing Facilities and Workplaces with Assembly Lines

From the reopening checklists now being published: “Any employee who has had close contact with co-worker or any other person who is diagnosed with COVID-19 should quarantine for 14 days after the last/most recent contact with the infectious individual and should seek a COVID-19 test at a state or local government testing center, healthcare center or other testing locations. All other employees should be on alert for symptoms of fever, cough, or shortness of breath and taking temperature if symptoms develop.”


Healthy at Work – Reopening Kentucky


Reopening: Mandatory Safety Standards for Workplaces

COVID-19 Workplace Safety Measures for Reopening

Comprehensive Information on COVID-19


Michigan OSHA issued Emergency Rules for COVID-19 on October 14, 2020. (See related press release.)

Two executive orders previously issued (here and here) will no longer be enforced by the state due to a Michigan Supreme Court decision on October 2nd invalidating the orders.


Businesses and Employers: COVID-19

COVID-19 Preparedness Plan template and instructions

COVID-19 Preparedness Plan Guidance: Requirements for Meatpacking Business

Protecting Workers from Unsafe Working Conditions and Retaliation During the COVID-19 Peacetime Emergency


Department of Business and Industry COVID-19 Announcements and Resources

Declaration of Emergency Directive 016

Declaration of Emergency Directive 018

New Jersey

On October 28, 2020, New Jersey’s governor issued Executive Order 192 to protect New Jersey’s workers during the pandemic. The governor’s press release provides an overview.

This comes on top of an earlier executive order issued on April 8, 2020 requiring essential retail businesses and industries to take steps to limit the spread of COVID-19, among other things. (The state is also updating industry-specific guidance.)

New York

New York Forward – COVID-19 Updates

Division of Safety and Health (DOSH) – On-Site Consultation Program


On November 6, 2020, Oregon OSHA adopted a new COVID-19 emergency temporary rule addressing COVID-19 workplace risks.

This follows previous executive orders issued during the pandemic:
Executive Order 20-12
Oregon OSHA
Enforcing the Executive Order


Worker Safety Measures to Combat COVID-19

COVID-19 Guidance for Businesses

Safety Measures for Businesses Permitted to Maintain In-person Operations

Philadelphia ordinance that includes retaliation protections for raising concerns or refusing unsafe work; plus private right of action.

Rhode Island

COVID-19 Control Plan: Template

COVID-19 Vital Workplace Resources


Virginia OSH has just passed the nation’s first Emergency Temporary Standard for workers, which will be effective the week of July 27.

Washington State

Novel Coronavirus Outbreak (COVID-19) Resources

Agriculture COVID-19 Requirements

COVID-19 Reopening Guidance for Businesses and Workers (this is written as enforceable guidance)

General Coronavirus Prevention Under Stay Safe – Stay Healthy Order (enforcement)

Remember, your Trust membership or subscriber status gives you unlimited access to the HR Hotline. Contact us at (800) 358-2163 or for any questions you may have regarding this subject or any other HR situation you may have.

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