On Monday, July 20th, The CDC modified its isolation guidance in light of additional scientific research. Because of these changes, organizations may want to adjust any HR policies or guidelines to match the new information.
A summary of these changes can be found below:
- Persons who tested positive but did not experience COVID-19 symptoms may discontinue isolation 10 days (rather than 14 days) after the date of their first positive test for the coronavirus.
- Persons with [actual or presumed] COVID-19 illness may discontinue isolation 10 days (rather than 14 days) after symptom onset and resolution of fever for at least 24 hours (rather than 72 hours), without the use of fever-reducing medications, and with improvement of other symptoms.
- In neither case does an isolating individual need to obtain a negative test result before discontinuing the self-quarantine.
- Those who experienced severe illness and those who are severely immunocompromised may need to continue isolation longer than stated above, in consultation with infectious disease experts.
For further information about the new CDC guidance, please visit the CDC webpage.
While these new guidelines don’t necessitate that companies revise the policies that they have put in place for their employees, depending on an organization’s specific situation, revisions may be worth considering. While many businesses initially have allowed or required employees to refrain from coming to work for 14 days due to a positive test or diagnosis, they may now be able to reduce that timeframe to 10 days in light of this guidance. Decisions about sick leave policies will be different depending on a specific organization, its employees and the specific circumstance.
To learn more about how this guidance impacts your specific organization, reach out to your Warren Averett advisor directly, or ask a member of our team to reach out to you.