The Federal Family First Coronavirus Response Act, the complex paid sickness and family law passed in response to the coronavirus, may expire at the end of this year. Mitch McConnell, R-Kentucky, earlier this week did not provide any extensions to the FFCRA, which is scheduled to expire on December 31. . It includes private employers with less than 500 employees and some public employers. Employers receive a salary deduction for paid leave according to the law.
"The dance is far from over," says Jeff Nowak, a shareholder in Littler Mendelson PC in Chicago, who represents employers in labor law matters.  "There will be plenty of twists and turns in the next few weeks, and I think there is a good chance that a paid sick leave will come into play before everything is said and done."
Mr. Nowak said, "I could very easily see this coming into the conversation at any time as a compromise, whether it is before or after the Biden administration takes office."
"From my point of view as a lawyer on the management side, most of my clients thought it was a deterioration that did not help them get through this pandemic in a positive, constructive way for them, so most will be happy to see it's going down, "said Paul E. Starkman, a member of the law firm Clark Hill PLC in Chicago.
However, he added that the need for paid leave" still remains, so in that sense, the law stops creating a difficulty. ”
Mr. Nowak said, "At first glance, employers can praise" this development. “But employers should be careful about what they want. (FFCRA) was a way to keep sick employees at home instead of at work, so there is no mechanism to do so now.
In addition, the law provided "a way for a federal response to paid sick leave at a time when states are everywhere" on the issue.
T. Christopher Bailey, an officer with Greensfelder Hemker & Gale P.C. and St. Louis, who represents employers, said the termination of the FFCRA would mean "actually going back to where we were in early March 2020, but we're still living in a COVID world."
He added, "Employers will have some probably very difficult explanations that they will have to give employees, and probably some difficult decisions."
Mr Bailey said he has had clients who were not required to comply with the FFCRA , but still chose to do so "to ensure that they took care of themselves and also protected the rest of their labor force."
If they continue to do so, it will be "essentially on their own" without the tax credit the document provided, Bailey said. Catalog