DavidsonMorris writes:
Some of the key workplace issues facing UK employers include:
Sick pay
On 4 March, Boris Johnson announced a special, temporary measure in relation to statutory sick pay (SSP) during the period of epidemic. SSP is to be payable to eligible employees from the first day of illness, and not the fourth as is usually the case.
Working from home
If employees do not want to come into work through concern about becoming infected, employers are advised to listen carefully to these concerns and if possible, offer flexible working arrangements such as working from home.
Employees who are not sick but wish to stay away from the workplace can request time off as holiday or as unpaid leave, but employers are under no legal obligation to agree to this.
If an employee refuses to attend work, you are entitled to take disciplinary action.
If an employer asks employees not to come into work, and they are not sick (for example, because they have recently visited an affected area) the employees should be paid as usual.
Health & safety
Employers are being urged to promote good hygiene practices in the workplace, reminding employees and visitors to wash their hands and by providing adequate washing facilities.
If possible, designate an isolation room in the workplace where employees who are concerned they may be developing symptoms can go to call 111.
Dependants' leave
Employees continue to be entitled to a reasonable amount of time off work to help dependants in an unexpected event or emergency, for example, if the employee has to arrange childcare because their child’s school has closed due to the virus.
There is no entitlement to statutory right to pay for dependancy leave, although some employers may offer paid leave depending on the employee’s contract or workplace policy.
Rapid pace of change
Government guidance is changing rapidly in response to the virus outbreak and employers may need to apply discretion and flexibility when applying company policies and dealing with people issues relating to the virus.
If employers are concerned about a specific issue, take advice. While these are exceptional circumstances, employment rights must remain a consideration.
For comprehensive employer guidance on the impact of coronavirus, read our update.