Key points:

1. Major disputes were indeed litigated, but not fully “sorted out” within ~1 year.

   • Federal tenant‑safety policy: The CDC’s nationwide eviction moratorium was struck down by the Supreme Court on August 26, 2021 in Alabama Ass’n of Realtors v. HHS, resolving that specific federal rule within a few months of June 2021.(caselaw.findlaw.com)
   • Federal workplace rules: OSHA’s large‑employer vaccine‑or‑test Emergency Temporary Standard (ETS), a central workplace‑safety dispute, was stayed by the Supreme Court on January 13, 2022 in NFIB v. OSHA, and OSHA formally withdrew the ETS as an enforceable rule effective January 26, 2022.(en.wikipedia.org)
   • Public‑transportation mask mandate: A federal district court vacated the CDC travel mask mandate on April 18, 2022 in Health Freedom Defense Fund v. Biden, effectively ending that rule nationwide.(healthfreedomdefense.org)
     These decisions fall roughly within the June 2021–April 2022 window and confirm that the major federal workplace/tenant rules were litigated and substantially reshaped by courts.

2. However, litigation over workplace mandates was still widespread and unresolved past June 2022.

   • A Fall 2022 class‑action trends report noted that about 75% of employer vaccine‑mandate cases were still in litigation and explicitly predicted mandate‑related employer liability “for the foreseeable future,” showing that disputes were far from worked through one year after June 2021.(natlawreview.com)
   • An October 2024 commentary on public‑health litigation described courts as continuing to consider COVID‑related employment cases, including challenges to vaccination policies and religious‑discrimination claims, underscoring the persistence of these disputes well beyond mid‑2022.(minnlawyer.com)

3. New and ongoing cases in 2023–2025 confirm that the controversy did not burn out within a year.

   • In 2025, Blue Cross Blue Shield of Michigan was still facing over 100 lawsuits from ex‑employees fired over a COVID vaccine policy; a jury awarded one plaintiff more than $12 million (before statutory caps), and the parties sought mediation to resolve many similar suits.(apnews.com)
   • Also in 2025, a federal judge upheld a $7.8 million verdict for former BART employees who were denied religious exemptions to a 2021 vaccine mandate, arising from litigation filed in 2022.(sfchronicle.com)
   • Tenant‑side disputes likewise persisted: as of November 2025, the federal government was still defending takings‑clause damages litigation over the COVID eviction moratorium (Darby Development Co. v. United States), with claims in the tens of billions of dollars.(reuters.com)

4. Mask and mandate rules themselves wound down by 2022, but the legal fallout did not.

   • By April 2022, all U.S. states had lifted general mask mandates, and the transportation mask mandate had been invalidated, indicating that the rules were largely gone within the year.(en.wikipedia.org)
   • Yet the continued stream of mandate‑related employment and damages cases into 2023–2025 shows that the underlying workplace and tenant disputes were not fully resolved in that one‑year window.

Why this makes the prediction wrong:
Chamath was correct that post‑COVID workplace and tenant safety rules would be heavily litigated, and many headline policies were indeed addressed in court decisions within roughly a year. But his normalized prediction goes further and implies that these disputes would be worked through—i.e., substantially resolved—by litigation in about a year from June 2021. The evidence shows that, although early litigation produced major rulings by mid‑2022, large volumes of related workplace‑mandate and tenant‑protection cases remained active and are still being resolved years later. Because the disputes were not actually “sorted out” within that timeframe, the prediction is best classified as wrong rather than right or merely ambiguous.