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Write the policy around symptoms, not just a thermometer
A fever-only rule can miss flu: OSHA cautions that some people with influenza do not develop a fever. A person without a fever should not automatically be considered ready to work if respiratory symptoms are worsening or not improving.
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CDC’s current general respiratory-virus guidance says people may resume normal activities when both conditions are met: symptoms are improving overall, and they have had no fever for at least 24 hours without taking fever-reducing medicine. Make both parts explicit in the policy; meeting only one is not enough under this guidance. CDC: Preventing Spread of Respiratory Viruses When You’re Sick
OSHA’s employer guidance for flu uses a temperature of 100°F (37.8°C) or higher and advises workers with fever and respiratory symptoms to stay home until at least 24 hours after the fever ends without fever-reducing medication. If you include that threshold, explain that it does not screen out every flu case. OSHA: Seasonal Flu—Employer Guidance
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Choose and state a return-to-work rule
For a general workplace policy, the CDC’s symptom-improvement and fever-free rule is a clear default. State who employees should contact before returning if their symptoms have not improved, and ask managers to apply the same standard consistently. Do not substitute a fever check for the symptom-improvement condition.
CDC’s archived employer guidance contains a separate recommendation: people with suspected or confirmed flu who have no fever should stay home for at least five days after symptoms begin. That page was reviewed March 22, 2024, and is archived; it is not the same as CDC’s current general respiratory-virus rule. Do not turn the five-day instruction into a universal workplace requirement without checking current CDC advice and any rules specific to your sector. CDC archived employer guidance: Stay Home When Sick
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If your organization chooses a stricter standard, identify the reason and the group it covers—for example, a healthcare unit with patient-care requirements—rather than silently applying that rule to every employee and site.
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Make it feasible for employees to stay home
A policy only reduces exposure if workers can use it without pressure to work while sick. CDC advises employers to review and communicate policies before flu season and recommends flexible, non-punitive sick leave for healthcare personnel. OSHA likewise advises employers to develop flexible leave policies that encourage sick workers to stay home without penalty. Explain the applicable leave routes and how to report an absence in plain language.
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- Name a manager, HR contact, or simple reporting channel for illness-related absences.
- Explain which leave options may apply and how to ask about them; have HR check local requirements before describing eligibility or pay.
- Where the job allows it, let employees ask about telework or an alternate schedule instead of requiring them to work on site.
- Plan how essential duties will be covered when someone is absent. Employees may also need time to care for sick household members or children.
CDC’s employer guidance discusses flexibility and communication as part of flu-season planning. CDC: Flu Planning for Businesses and Employers
Tell employees what to do if symptoms start at work
Give staff a simple route to report symptoms, and tell them to stop close-contact tasks and notify a supervisor if they become ill during a shift. OSHA advises workers to report flu symptoms and leave early. Managers should arrange prompt departure while minimizing contact with coworkers and customers; do not pressure a visibly ill employee to remain on shift.
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Set out the site-specific departure steps—such as whom to notify and how to leave safely—without asking an employee to disclose unnecessary medical details to colleagues. HR should handle questions about confidentiality under applicable law. OSHA’s flu guidance includes advice for workers and employers on reducing workplace exposure. OSHA: Seasonal Flu—Employer Guidance
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Do not assume a general office policy is sufficient for healthcare personnel. CDC healthcare guidance says healthcare personnel with fever and respiratory symptoms should be excluded from work until at least 24 hours after the fever resolves without fever-reducing medication, and it includes additional patient-care precautions. OSHA directs healthcare employers to CDC’s healthcare guidance.
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Write a distinct procedure for healthcare settings and any other work where infection-control protocols or specific requirements apply. CDC’s healthcare recommendations address personnel with suspected or confirmed influenza and should be consulted alongside the applicable facility protocols. CDC: Infection Prevention and Control Strategies for Seasonal Influenza in Healthcare Settings
Communicate, review, and check local requirements
Before flu season, circulate the policy and remind employees how to report illness, what leave routes exist, and how the return rule works. CDC’s archived employer guidance specifically advises annual review and communication before flu season. Review it again when public-health guidance or workplace conditions change.
Before publishing, have HR or counsel check the requirements that apply where you operate, including paid leave, accommodations, privacy, documentation, wages, and collective agreements. CDC and OSHA public-health guidance does not resolve employment-law requirements jurisdiction by jurisdiction.
Policy language you can adapt
Employees with respiratory symptoms that are not improving should stay home and notify [manager/HR contact] using [reporting method]. If symptoms begin during a shift, stop close-contact work, notify a supervisor, and follow the site’s steps for leaving promptly. Employees may resume normal activities when symptoms are improving overall and they have been fever-free for at least 24 hours without fever-reducing medication. This policy does not replace any stricter healthcare, local, or other applicable requirement. Contact [HR contact] about available leave, telework, alternate schedules, or questions about this policy.
Customize the bracketed contacts and add only the leave details and any stricter requirements that HR has verified for your locations and employee groups.
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