California COVID-19 Worker Protections & Rights

Worker Protections under California Law

All workers in California, regardless of immigration status, have the right to:

• Protection from safety and health hazards, including COVID-19
• Report an unsafe workplace
• Refuse to work in unsafe conditions

It is illegal for your employer to reduce your hours, fire you or retaliate against you for exercising your labor rights.

Employer Responsibilities under California Law

Employers are required to protect workers from unsafe or unhealthy workplace conditions, such as exposure to COVID-19. This requires employers to do a number of things, including:

• Adjust work processes or procedures to help prevent exposure to COVID-19,

• Develop a written COVID-19 Prevention Program,

• Provide effective training to all workers, and more.

• For face coverings, employers must:

  • Provide and ensure the use of face coverings by all individuals working in specified high-risk settings and by all employees when face coverings are required by the California Department of Public Health or the local health department.

  • Provide face coverings to employees, upon their request, at no cost, even when they are not required.

  • Provide employees with a respirator, upon their request, at no cost, for voluntary use.

  • Follow the CDPH requirement that businesses and venue operators, including K-12 school and childcare settings, allow any individual to wear a face covering if they prefer.

  • It is illegal for employers to retaliate against any worker for using face coverings.

Under the law, workers have the right to file a complaint about workplace safety and health hazards and employers cannot retaliate or punish them for doing so.

More Resources

Cal/OSHA’s COVID-19 Emergency Temporary Standards Frequently Asked Questions

COVID-19 Prevention Program

Employers must maintain an effective COVID-19 Prevention Program and provide workers a copy upon request.

Workers must be involved when employers are identifying hazards and detailing the corrective measures in the program.

Face Coverings

For face coverings, employers must:

• Provide and ensure the use of face coverings by all individuals working in specified high-risk settings and by all employees when face coverings are required by the California Department of Public Health.
• Provide employees a face covering, upon their request, at no cost, even when they are not required.
• Provide employees with a respirator, upon their request, at no cost, for voluntary use.
• Follow the CDPH requirement that businesses and venue operators, including K-12 school and childcare settings, allow any individual to wear a face covering if they prefer.
• It is illegal for employers to retaliate against any worker for using face coverings.

Other Personal Protective Equipment

Employers are required to evaluate the need for personal protective equipment (PPE) to prevent exposure to COVID-19. The PPE your employer must provide will depend on your risk of exposure. Your employer should have a written plan on preventing workplace safety and health hazards that includes training on any personal protective equipment.

Examples of PPE include:

• Gloves
• Safety glasses
• Face shields
• Respirators

All types of PPE must be:

• Selected based on the hazard to the worker.
• Properly worn when required.
• Regularly inspected, maintained and replaced, as necessary.
• Properly removed, cleaned, and stored or disposed of to avoid contamination of self, others, or the environment.

Employees must be informed of the employer’s policies for providing N95 respirators and the right for employees to request them for voluntary use without fear of retaliation and at no cost to employees. Employees voluntarily using N95 respirators must be trained on proper use, limitations, and how to perform a seal check every time they put one on.

Infection Prevention Supplies

Your employer must provide adequate handwashing facilities and the time for you to wash your hands frequently and thoroughly. When washing your hands, scrub with soap for at least 20 seconds. They must also provide hand sanitizer, which may be used if you do not have immediate access to a sink. However, hand sanitizer is not effective if your hands are soiled. Do not use hand sanitizer containing methyl alcohol.

More Resources

Take an online workplace health and safety training on COVID-19 infection prevention.

Physical Distancing

There are no physical distancing or barrier requirements in the workplace regardless of employee vaccination status with the following exceptions:

• Employers must evaluate whether it is necessary to implement physical distancing during an outbreak (3 or more cases in an exposed group of employees)
• Employers must implement physical distancing during a major outbreak (20 or more cases in an exposed group of employees)

Handwashing

Your employer must encourage hand washing and allow more time for frequent, adequate hand washing, which includes:

• Washing your hands frequently with soap and warm water for at least 20 seconds.
• Washing commonly missed areas such as palms, back of hand, thumbs, underneath fingernails and between fingers.

Hand Sanitizer

Your employer should distribute hand sanitizer at various locations throughout the worksite.

Hand sanitizer can be used if soap and water are not immediately available, but hand sanitizer is not effective if hands are soiled. Do not use hand sanitizers containing methyl alcohol.

Paid Sick Leave and Workers’ Compensation

If you think you may be sick or have been exposed to COVID-19 your employer must provide you with benefits that you qualify for under California law. For more detailed information on the benefits below, explore the section I MAY BE SICK OR EXPOSED TO COVID-19 on this site.

Testing and Exclusion Pay

Employees who are not fully vaccinated and exhibit COVID-19 symptoms must be provided testing by their employer. The testing must be provided during paid time. Employees must be excluded from the workplace in the following circumstances:

• Employee tests positive for COVID-19.
• Employee had close contact with others who are COVID-19 positive during the high risk exposure period and they are not fully vaccinated.
  (Note: Employees who had close contact with others who are COVID-19-positive during the high-risk exposure period and (1) they are fully vaccinated, (2) had tested positive for COVID-19 within the last 90 days but never developed symptoms, or (3) had tested positive for COVID-19 within the last 90 days but they have recovered from all symptoms, do not need to be excluded as long as they wear a face covering and maintain six feet distance from others while at the workplace for 14 days following their last date of close contact.)
• All employees that develop symptoms after close contact, regardless of their vaccination status.

If the exposure is work-related and employees are excluded from work, employers must maintain their pay by providing exclusion pay. The Labor Commissioner’s Office has more information on exclusion pay.

Paid Sick Leave

You may be able to use paid sick leave for paid time off work while you recover, quarantine, or care for a family member.

If you qualify for paid sick leave, your employer must permit you to take the leave immediately upon your written or oral request.

Read more about paid sick leave, and COVID-19 supplemental paid sick leave.

Workers’ Compensation

If a test confirms you have COVID-19 and you think you were exposed to COVID-19 at work, you might be eligible for workers’ compensation, which provides benefits that include:

• Medical care: Paid for by your employer to help you recover from an injury or illness caused by work
• Temporary disability benefits: Payments if you lose wages because your injury prevents you from doing your usual job while recovering
• Permanent disability benefits: Payments if you don’t recover completely

More Resources

• How to file a workers’ compensation claim
• DWC Information & Assistance Guide on filing a workers’ compensation claim form

Talk to Your Employer

Ask to review your employer’s Injury and Illness Prevention Program and/or COVID-19 Prevention Program.

• Your employer must establish, implement and maintain written programs that detail all workplace safety and health protocols at your workplace, including the steps they are taking to protect workers from COVID-19 and prevent the spread of this infectious disease.
• You and your authorized representative (such as a union) have the right to participate in identifying and evaluating COVID-19 hazards in the workplace.
• You and your authorized representative have the right to view your employer’s COVID-19 Prevention Program and request a copy.

File a Complaint with Cal/OSHA

You may also file a complaint about a hazard in your workplace by calling your local Cal/OSHA district office. Your name will be kept confidential by law.

If you cannot call, you may e-mail your complaint to the district office. You can find your local district office on Cal/OSHA’s website.

For your call or email, gather as much information as possible. Such as (if available):

1. Name, address, and telephone number of the worksite
2. Type of business
3. Name and job title of the manager at the worksite
4. Your name, address, telephone number, and email address
5. Detailed description of the hazard
6. If worksite is large, the specific location of the hazard
7. Operations, equipment, machinery, and chemicals used at the worksite
8. Work tasks performed near the hazard
9. How often the work tasks are performed and for how long at any one time
10. Number of work shifts, the time that each shift begins, and the shift when the hazard occurs
11. Number of employees at the worksite, number of employees who may be exposed to the hazard, and how close the employees are to the hazard
12. Employees injured or having symptoms caused by the hazard and whether the employees have received medical treatment for their injuries or symptoms
13. How long the hazard has existed, whether the employer knows about the hazard, and whether the employer has tried to correct the hazard
14. How long you expect the hazard will continue to exist at the worksite
15. If there is an employee bargaining unit representative for the worksite, the person’s name and contact information

You Have a Right to Speak up about Unsafe Work Practices

By law, your employer cannot retaliate against you for:

• Asking questions about workplace safety procedures or protocols
• Requesting personal protective equipment
• Reporting unsafe working conditions
• Asking to take paid sick leave
• Reporting a workplace injury to your employer
• Filing a workers’ compensation claim
• Refusing to work when the work would create a real and apparent hazard to you or your co-workers.

Retaliation can take many forms:

• Being fired or suspended,
• Reducing your hours or pay,
• Threats about immigration status or threats to call immigration agencies

The law protects you, regardless of immigration status, against these acts of retaliation. If you believe your employer has retaliated against you, you can file a retaliation complaint with the Labor Commissioner’s Office.

Who can file:

All workers in California regardless of immigration status are protected by labor law, including retaliation protections. File your complaint within one year of the retaliatory act.

How to prepare:

• Gather any information showing your employer took action against you because you exercised your labor rights.
• Document any change in your employment conditions following the moment you exercised your rights, such as demotion or reductions in pay or hours.
• Gather documents to compare your employment conditions prior to that moment, such as pay stubs, time sheets, personnel evaluations or commendations, personal notes or other records.

How to file:

You can file your complaint online. If you prefer to submit your complaint by mail, complete the following steps:

1. Download and complete the Retaliation Complaint form.
2. Print, complete the form thoroughly, sign and date it.
3. Include copies of all supporting documents. Do not send originals.
4. Mail at

LABOR COMMISSIONER’S OFFICE
RETALIATION COMPLAINT INVESTIGATION UNIT
2031 HOWE AVE SUITE 100
SACRAMENTO CA 95825

or

LABOR COMMISSIONER’S OFFICE
RETALIATION COMPLAINT INVESTIGATION UNIT
320 W FOURTH ST SUITE 450
LOS ANGELES CA 90013

1. By email to: oshaRetaliation@dir.ca.gov
2. By phone at: (714) 558-4913
   (please leave a message and you will be called back in one business day)
3. By fax at: (714) 662-6058

Although not required, if you want to use a form to file your complaint, you should download, complete, and print the Retaliation Complaint form.

What to expect:

Once your complaint has been accepted by the Retaliation Complaint Investigation Unit, it will be assigned to an investigator who will investigate your claim.

More Resources

• • File a retaliation claim: https://dir.tfaforms.net/287
  • Retaliation complaints based on workplace safety and health issues: https://www.dir.ca.gov/dlse/rci_osha_complaint.htm

OptumServe testing is free for all. Schedule an appointment or call 1-888-634-1123. Walk-ins are welcome.

Other testing sites may provide free tests. Contact the site and see if there is a cost.

For more information on COVID19 vaccines, please visit covid19.ca.gov/get-tested/

If you have symptoms of COVID-19, you should not go to work. Find a testing site.

Common Symptoms

Symptoms of COVID-19 include:

• Fever
• Headache
• Cough
• Sore throat
• Chills
• Recent loss of taste or smell
• Muscle pain
• Difficulty breathing

Read more on California’s website for COVID-19 Symptoms and Facts.

Notification

It is important to let your employer know if you think you may have been exposed to someone with COVID-19. You may need to take a COVID-19 test and wear a face covering around others for 10 days.

If you have symptoms of COVID-19, it is important to let your supervisor know as soon as possible and stay home unless you need medical care. You may also be able to take paid sick leave so you can be compensated while you recover at home. Tell your employer that you need to use your paid sick leave hours. 

View COVID-19 outbreak data that is collected and reported by the California Department of Public Health as required by AB 685.

Paid Sick Leave (up to 24 hours)

Under California’s permanent paid sick leave law: if you work as an employee in California for at least 30 days in a year, you are probably covered, whether you are a full-time, part-time, or temporary worker.

California’s permanent paid sick leave law gives workers sick time that can be used to:

• Recover from physical/mental illness or injury
• To seek medical diagnosis, treatment, or preventative care
• To care for a family member who is ill or needs medical diagnosis, treatment, or preventative care
• Self-isolate as a result of potential exposure to COVID-19

You can earn one hour of paid leave for every 30 hours worked. The sick leave that your employer is required to provide may be limited to 24 hours or three days per year, whichever is more.

Supplemental Paid Sick Leave Expired December 31, 2022

Employers with 26 or more employees had to provide 2022 COVID-19 Supplemental Paid Sick Leave (SPSL). SPSL provided up to 80 hours of COVID-19 related paid leave from January 1, 2022 to December 31, 2022. Up to 40 of those hours could be used for isolation and quarantine, receiving vaccines and caring for a child whose school or place of care was closed. The additional 40 hours were available only when an employee, or family member for whom the employee provides care, tested positive for COVID-19.

Read Frequently Asked Questions on SPSL.

Exclusion Pay is Expiring January 2023

Exclusion Pay requirements from the COVID-19 Emergency Temporary Standards are expiring in January 2023. Non-Emergency COVID-19 Prevention Regulations that do not include Exclusion Pay requirements will become effective in the month of January 2023 once approved by the Office of Administrative Law. The COVID-19 Prevention Emergency Temporary Standards (ETS) remain in effect until the new regulations become effective. Read more about the non-emergency regulations and the ETS.

If You or a Co-worker are Denied Paid Sick Leave

If you know of an employer that has refused to provide paid sick as required by law, or who prevents workers from accessing paid sick hours, you can report the employer by leaving a message on the Paid Sick Leave Toll Free Hotline: (855) LCO‑SPSL (855‑526‑7775).

Please speak slowly and clearly to report a business’ failure to provide required paid sick leave or California Supplemental Paid Sick Leave. Include the following information in your message:

• Business Name
• Business Address/Worksite
• Business Phone Number
• Manager or Supervisor if known
• Explain the violation you are reporting
• Your Name and Contact information (only for the purpose of clarifying the tip, unless you decide to file a wage claim)

More Resources

• • • Are you eligible for Paid Sick Leave? Paid Sick Leave Navigator
    • Side by side Comparison of Leave Chart
    • How to report a labor law violation

If you believe you were infected or may have been infected with COVID-19 outside of work, you may be eligible for State Disability Insurance benefits or for Paid Family Leave benefits if you need to stay home to care for a family member who is sick. These benefits can be made available to part-time and full-time workers. Immigration status does not matter. 

State Disability Insurance (SDI) 

SDI provides partial wage replacement to eligible workers who are unable to work because they have or suspect they have COVID-19.   

Paid Family Leave (PFL)  

PFL provides partial wage replacement to eligible workers who take time off from work to care for a family member who has or suspects they have COVID-19.  

How to Apply 

To apply for SDI or PFL, you should contact the Employment Development Department (EDD). The EDD recommends that most people file their claim online. It is okay to apply if you are not sure if you are eligible. The EDD can investigate your work history and determine if you are eligible.  

You can register and file a benefits claim online. If you do not have a valid social security number, you cannot create an online account, but you can download the application and mail it in or ask that EDD send the form by calling 1-800-480-3287 (Spanish: 1-866-658-8846). You (the worker) will fill out part of the application and your or your family member’s (for PFL) healthcare provider or County health officer will complete a certification of a COVID-19 or suspected COVID-19 case to complete the application.   

For help with a claim, you can call the EDD: 

• • 1-877–238-4373 for Paid Family Leave 
  • 1-800-480-3287 (Spanish: 1-866-658-8846) for State Disability Insurance 

If you were not paid for taking sick leave, you can file a wage claim with the Labor Commissioner’s Office to get back your unpaid wages regardless of your immigration status.

If you took unpaid time for COVID-19 reasons in 2021 and 2022, you might still be able to request pay for Supplemental Paid Sick Leave.

2022 COVID-19 Supplemental Paid Sick Leave Effective February 19, 2022 – retroactive to January 1, 2022

2022 COVID-19 Supplemental Paid Sick Leave provides covered employees up to 80 hours of COVID-19 related paid leave. Up to 40 of those hours can be used for isolation and quarantine, receiving vaccines and caring for a child whose school or place of care is closed. The additional 40 hours are available only when an employee, or family member for whom the employee provides care, tests positive for COVID-19. Read more about this supplemental paid sick leave that is available in the Labor Commissioner’s frequently asked questions.

Who Can File a Wage Claim

Any worker in California who was not paid wages while taking paid sick leave can file. Remember to file your claim within three years of the violation.

How to Prepare

Gather relevant information, such as:

• Your employer’s address
• The name of the company or individual you work for.
• Information that indicates when you worked and what you should have been paid, such as pay stubs if they are available.

Make copies of the information so that you can send the copies and keep the original version.

Remember, the law requires your employer, not you, to maintain accurate records, but any evidence you can provide will help when filing a claim. Read more on supporting documents on the Labor Commissioner’s website.

How to File

Once you have gathered the information about your employer and documents, if available, the next step in the process is to file a claim. You can file your claim by email, mail or in person. Download a claim form, complete and print it, attach applicable documents and send it to the Labor Commissioner’s Office.

The claim forms and instructions can be downloaded and printed in  multiple languages.

Make sure to check the box at the top that indicates your claim is related to COVID-19.

If you need help filing your claim, visit or call a Labor Commissioner’s Office location near you. To locate the office nearest you refer to an alphabetical listing of cities, locations and communities.

For updates on your wage claim, please email the district office where you filed your claim and include your claim number in the subject line. For general questions, please email DLSE2@dir.ca.gov.

More Resources

• How to file a wage claim
• Videos about the Wage Claim Process
• Contact the Labor Commissioner’s Office

You Might Be Able to Also File a Workers’ Compensation Claim

• If you believe you contracted COVID-19 at your workplace, you should notify your employer and file a workers’ compensation claim.
• If your illness is an emergency, call 911 or go to an emergency room right away. Tell the medical staff that your injury or illness is job-related. If you can safely do so, contact your employer for further instructions.
• Workers’ compensation benefits are designed to provide you with the medical treatment you need to recover from your work-related injury or illness, partially replace the wages you lose while you are recovering, and help you return to work.

How to File a Workers’ Compensation Claim if You Get Sick at Work

• Complete the workers’ compensation claim form and give the filled out form to your employer.
  • Or tell your employer you would like to file a workers’ compensation claim and they are required to provide you with the appropriate claim form. 
• Keep a copy for yourself.
• If you mail the form to your employer use certified mail to show proof of receipt.
• Your employer should fill out the “employer” section and forward the completed claim form to the insurance company. You should receive a copy of the completed claim form from your employer. If you do not, request a copy and keep it for your records.
• Within one day of filing a claim form, your employer must authorize appropriate medical treatment. While your employer is deciding whether to accept or reject your claim, you may receive up to $10,000 in medical treatment.
• For information on how to file and what to do if your claim is accepted or denied, visit the Division of Workers’ Compensation website.

If you need additional support

• If your employer does not give you the claim form, you can contact the  Information and Assistance Unit if you have questions or call 1-800-736-7401 for recorded information

More Resources

• How to file a workers’ compensation claim
• DWC Injured Worker Guidebook  
• Workers’ Compensation claim form (DWC 1)

You Have a Right to Speak Up about Unsafe Work Practices

By law, your employer cannot retaliate against you for:

• Requesting to take paid sick leave
• Filing a wage claim
• Reporting an unsafe or unhealthy condition
• Filing a workers’ compensation claim

Retaliation Can Take Many Forms:

• Getting fired or being put on suspension
• Reduction in your pay or hours
• Threats about immigration status or calls to immigration agencies

The law protects you, regardless of immigration status, against these acts of retaliation. If you believe your employer has retaliated against you, you can file a retaliation complaint with the Labor Commissioner’s Office.

How to File a Retaliation Complaint

Who Can File

Any worker whose employer retaliated because the worker took an action protected by California labor law.
Remember to file your complaint within six months of the retaliatory act.

How to Prepare

Gather any information showing your employer took action against you because you exercised your labor rights. For example:

• Document any change in your employment conditions following the moment you exercised your rights, such as demotion or reductions in pay or hours.
• Gather documents to compare your employment conditions prior to the moment you exercised your rights, such as pay stubs, time sheets, personnel evaluations or commendations, personal notes or other records.

How to File a Complaint

You can file your complaint online.

If you prefer to submit your complaint by mail, complete the following steps:

1. Download and complete the Retaliation Complaint.
2. Print, complete the form thoroughly, sign and date it.
3. Include copies of all supporting documents. Do not send originals.
4. Mail or deliver the completed form and supporting documents to the Labor Commissioner’s Office location nearest you.

More Resources

• • How to file a retaliation complaint
  • Retaliation complaint portal

Retroactive pay is available under Supplemental Paid Sick Leave (SPSL). To collect SPSL, make an oral or written request to your employer. The employer will have until the next pay period to pay the retroactive SPSL.

Note: Your employer may ask for documentation like a picture of the test result stating you or your family member have tested positive for COVID-19.

For more information on SPSL, please review DIR’s SPSL FAQ’s.

Yes. The CDC recommends that people who have already had COVID-19 get a COVID-19 vaccine.  We do not know how long your protection lasts from getting infected again after you recover. People who get vaccinated after infection have additional protection against COVID-19. One study showed that unvaccinated people who already had COVID-19 are more than twice as likely as vaccinated people to get it again.

For more information on COVID19 vaccines, please visit covid19.ca.gov/vaccines/

If your employer hasn’t paid you, you can file a wage claim or a report of a labor law violation with the Labor Commissioner’s Office. 

California’s wage and hour laws (e.g., minimum wage, overtime, meal periods and rest breaks, etc.), workplace safety laws, and retaliation laws protect employees, but not independent contractors. Additionally, employees can go to state agencies such as the Labor Commissioner’s Office to seek enforcement of these laws, whereas independent contractors must resolve their disputes or enforce their rights under their contracts through other means.

For more information on the difference between an employee and an independent contractor, please visit DIR’s independent contractor FAQ’s 

Yes. In addition to penalties that may be assessed for wage violations associated with a worker being misclassified as an independent contractor, there are civil penalties for willful misclassification. Under Labor Code section 226.8, which prohibits the willful misclassification of individuals as independent contractors, there are civil penalties of between $5,000 and $25,000 per violation. Willful misclassification is defined as voluntarily and knowingly misclassifying an employee as an independent contractor.

For more information on the difference between a worker and an independent contractor, please visit DIR’s independent contractor FAQ’s 

A worker can file one or more of the following:

• A wage claim with the Labor Commissioner’s Office
• A Report of Labor Law Violation with the Labor Commissioner’s Office for widespread violations affecting a group of workers
• A lawsuit in court

For more information on independent contractors, please review DIR’s independent contractor FAQ’s 

No. Surgical masks or items worn over the nose and mouth such as scarves, T-shirts, and bandannas will not provide protection against wildfire smoke. An N95 filtering facepiece respirator( mask that reduces exposure to aerosol droplets) is the minimum level of protection for wildfire smoke. is the minimum level of protection for wildfire smoke.

For more information on Wildfire Hazards, please review DIR’s Wildfire Hazards FAQ’s 

Employers can check and obtain the current AQI and AQI forecasts from the following web sources:

• The U.S. EPA AirNow
• The U.S. Forest Service
• The Interagency Wildland Fire Air Quality Response Program
• The California Air Resources Board
• The local air pollution control district
• The local air quality management district 

Ask your employer to provide you with a NIOSH approved filtering facepiece respirator ( mask that reduces exposure to aerosol droplets) to protect against the hazards of wildfire smoke. It is very hazardous for you to work in that situation without breathing protection.

For more information on Wildfire Hazards, please review Cal/OSHA’s FAQ’s on 99Calor. 

Workers can file a complaint or report an unsafe or unhealthful work condition to Cal/OSHA by calling or emailing the nearest enforcement district office. 

Utilize the COVID-19 Worker Benefits and Leave Navigator to ensure you have used all of your paid leave benefits.

If you use all of your paid leave benefits, more assistance from the state is still available. Review the Food, Housing, and Childcare FAQ’s below for assistance with social services.

If you need help immediately, you can contact your local food bank or call  211 . Your local food bank can connect you with free groceries or a hot meal. 211 is a confidential and free helpline that can help you connect to local resources like:

• Affordable housing or shelter
• Cash assistance
• Healthcare
• Referrals for childcare

More information on other food resources like CalFresh, WIC, home-delivered meals for older adults, etc. is available at covid19.ca.gov/ 

The Low-Income Home Energy Assistance Program (LIHEAP) may be able to help you pay your energy bill.

You can get a one-time payment to help you: ​

• Pay your heating or cooling bills, even if you use wood, propane, or oil
• In an emergency or energy crisis, like a utility disconnection

Eligibility depends on:

• Your income
• Where you live
• How many people are in your household

For more information on LIHEAP, please visit the Department of Community Services & Development or call 866-675-6623. 

If you’re experiencing homelessness or need emergency housing:

• Call 211 to find a local program. It’s free, confidential, and available 24 hours a day, 7 days a week.
• Find the contact information listed for your area.
• Contact your county welfare department to find a program near you.
• Check the resources for homeless LGBTQ people in crisis.
• Contact the National Domestic Violence Hotline:
  • Call 800-799-SAFE (800-799-7233)
  • Text START to 88788 for 24/7 free help in English and Spanish
  • Chat live 

To find a provider, visit mychildcare.ca.gov or call 1-800-KIDS-793.

For more information on childcare, please review covid19.ca.gov/help-for-individuals-and-families/ 

You may qualify for the cash aid CalWORKs program. Families that qualify receive assistance with housing, food, clothing, etc. To see if you qualify, apply at BenefitsCal or contact the social services agency in your county.

You can also check with the California Child Care Resource and Referral to see if you qualify for financial assistance with childcare.

For more information on childcare, please review covid19.ca.gov/help-for-individuals-and-families/