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Coronavirus (COVID-19) Planning for Employers


Article updated on Sunday 1st November. Please refresh your browser.

Planning for return to work:
Planning for future disruption

Latest Government guidance for Employers & HR planning

On 31 October the Government announced a second national lockdown and the extension of the CJRS furlough scheme to cover November. The Job Support Scheme, which was scheduled to start on 1st November, to replace the CJRS, has been postponed until the second lockdown ends, currently on 2nd December. See our article explaining the extended CJRS furlough scheme for second lockdown here.

This article will be updated as information becomes available. It covers Government guidance for Covid-19 as it affects employers, staff and workplaces before second national lockdown was announced. We cover what you need to know for managing your workforce and workplace safely in these times. We include guidance on planning for future disruption, when an employer should close a workplace (aside from government mandated closures in regions on high alert), and what to expect if this happens.

The nature and extent of local Covid-19 restrictions varies around the UK, and things are changing fast. The Government has introduced a ‘simplified’ system of ‘Local COVID Alert levels‘ in England. The ‘three-tier alert system’ sees every area of England classed as being on medium, high or very high alert – also known as Tiers 1 to 3, respectively. A postcode search on .gov.uk gives the local coronavirus alert levels by area and the restrictions, what people can and cannot do if they live, work or travel in each local COVID alert level.

The tier 1, ‘medium’ alert level, consists of the current national measures which came into force on 24th September- listed in the bullet points below, including the rule of 6 and the closure of hospitality at 10pm.

The tier 2 ‘high’ alert level, includes a ban on households mixing indoors, including in pubs and restaurants. Much of the North East and North West, already under stricter local restrictions for several weeks are automatically categorised on ‘high’ alert level. London, Essex, and more areas of the north including York go onto high alert from Saturday 17th October.

In tier 3 areas, under a ‘very high’ alert level, pubs and bars will close ‘as a baseline measure’ unless they are serving main lunch or evening meals and travelling in and out of the area is restricted to essential trips. The Government is hoping that central and local government can work together to agree additional measures and these may vary, so check the specific rules in your area.

Understandably given the devastating impact of these decisions on people and businesses, there is intense push back from some regional leaders. Liverpool City region is the first to be placed on the ‘very high’ alert level. Manchester may follow, but to agree, its regional leaders are demanding an extension of the furlough scheme for affected workers, support for the self employed and proper compensation for business.

When asked, the Department of Health said the reasons for categorising areas as ‘very high alert’ included: The number and increase of coronavirus cases, the positivity rate (or the percentage of tests that come back positive), Pressures on the NHS, and which age groups are being infected. The three tier alert system came into force on Wednesday 14th October.

Non-essential retail, schools and universities will remain open in all levels.

The Chancellor announced on 9th October that the Job Support Scheme (JSS) will be expanded; the Government is to cover two-thirds of the wages of workers at businesses that are forced to shut due to Covid-19 restrictions. Details of this latest extension and what we know so far about the JSS are outlined in our employers guide to the Job Support Scheme.

Between 22nd and 24th September 2020, the Prime Minister announced extra national measures tests across England. Boris Johnson announced stronger fines for not complying, up to £10,000 for repeated breaches by employers and individuals, and warned these measures could in place until March 2021 (a year on from the start of lockdown). The measures announced are:

The latest national measures introduced on 22nd and 24th September, now constituting the ‘ Medium’ alert level.

  • Work at home, once again, ‘if you can do so effectively’.
  • By law, pubs, bars & restaurants and other premises selling food and drink must close by 10pm and offer table service only.
  • Businesses will need to display the official NHS QR code posters so that customers can ‘check-in’ using this option – now that the NHS Covid-19 app is up and running – as an alternative to providing their contact details.
  • Staff and customers in hospitality & retail must now wear face coverings. Previously only customers in these settings were required to do so.
  • Covid-Secure guidance for all retail, leisure and tourism and other sectors is now a legal obligation with fines of up to £10,000 for non compliance.
  • By law, businesses must follow their industry guidance around social distancing, PPE, contact tracing, cleanliness and hygiene. See Government guidance for working safely during Coronavirus (Covid-19). There are links to the Government guidance for each of the 14 workplace situations below.
  • Employers must not knowingly require or encourage someone who is being required to self-isolate to come to work. (Ensure your Line Managers and other key points of contact for staff are fully aware of this. Employers risk fines of between £1,000 and £10,000 where they “knowingly allow self-isolating staff to come to work without reasonable excuse”).
  • Businesses must remind people to wear face coverings where mandated.
  • From 28th September people must isolate for 14 days if they have symptoms, test positive for Covid-19, or are told to do so by an NHS test & trace worker. Anyone who fails to self-isolate when required is liable to be fined between £1,000 and £10,000 for repeat offences / serious breaches. But people contacted by the NHS Covid-19 smartphone app are not legally obliged to self-isolate. (link to Test & Trace support payments).
  • The planned Oct 1st reopening of business conferences, exhibition halls and large sports events is halted for now.

As stated, the restriction of no more than 6 people meeting in private homes continues following its introduction on 14th September. Breach of this rule also now incurs a fine of £200.

The Prime Minister reiterated the need for people in England to follow these national restriction and the local alert based restrictions, on top of the basic rules, summarised as:

HANDS – FACE – SPACE. Wash hands regularly, cover face in enclosed spaces, stay 2 metres apart (1metre + extra precautions) where possible.
If you have symptoms, isolate and get a test within 5 days (if you can).
Download the NHS Covid-19 app.

NHS test & trace

The UK’s Covid-19 testing system, currently unfit for purpose, is under increased pressure as schools & universities have returned, and demand for tests has soared.

As well as the problematic NHS test & trace service, which is increasingly being handled by local authorities, the Government has also launched the NHS test & trace app (called the NHS Covid-19 app). By 30th September 2020, 14 million people had downloaded this app.

Employers need to be mindful of the potential disruption of staff being asked to self-isolate and get a test as a result of either of these two systems, the significant bottleneck and delays in getting tests and results back. Read more on testing below.

Working from home or the office

Back on 1st August 2020, employers were given more discretion over how employees can work safely. Providing their workplace is Covid-19 secure, employers were told they could ask employees to return to the workplace.

On 22nd September this advice was updated because of the increasing Covid-19 cases and the Government advised people to ‘work from home over the winter if they can do so effectively, (our italics). Exceptions again include those “in key public services – and in all professions where homeworking is not possible, such as construction or retail – people should continue to attend their workplaces”.

The Prime Minister later added that staff should keep going to the office “if it is important for their job, mental health or wellbeing”.

The public transport travel guidance continues to apply. People on public transport must wear face coverings, and observe social distancing where possible, e.g avoid peak times, and sit spaced out on trains and busses.

It is important to take the time to have conversations and a good listening ear to understand where staff can effectively work from home and still find out any reasons for an employee’s reluctance to working in the office if they have to do so.

Everyone has been permitted to use public transport at any time in England since 1st August. Employers will need to keep a careful eye on how their people can travel to work safely.

Face coverings

The latest restrictions require retail staff and those working in leisure and hospitality settings who are likely to come into contact with members of the public to wear face coverings. This includes not just shops, restaurants and cafes, but other public-facing businesses, banks, hotel lobbys, and estate agents. In addition, customers in indoor hospitality, pubs, takeaways, restaurants etc – must also wear face coverings, except while they are seated at a table to eat or drink. Fines for individuals failing to wear a face covering will rise to £200 for a first offence and up to £6,400 for repeat offences.

There would be a greater police presence to enforce these new rules, with “military support where required”, the Prime Minister said. Previously shop workers were told they “should encourage compliance”.

The Government added taxis and private hire vehicles to the list of places where face coverings must be worn.

The requirements do not apply to certain categories of people, such as employees, children under 11 yrs, and certain groups who are exempt.

Face coverings have been compulsory on public transport since mid June and in retail stores since 10th July.

Face coverings will be mandatory in schools that are in local lockdown areas and left to the discretion of head teachers in the rest of England.

Social distancing still the norm

The 2 metre social distancing rule remains the preferred guidance. However 2 metres safe social distance becomes “one metre plus” an additional form of infection mitigation, which can be:
+ wearing face coverings (mandatory in enclosed public spaces from 8th August.)
+ increased use of hand sanitiser
+ sitting people alongside rather than face to face to reduce transmission.

For example, on public transport it will be one metre plus a face covering.

The Government has published Covid-19 Secure guidance for 14 different workplace situations, see the list and links below.

Government’s 5 steps to working safely during COVID-19

The Government guidance for making workplaces ‘COVID- secure sets out 5 practical measures that employers must adopt to maintain the critical two metres social distancing, what to do where this is not possible and adopting very good hygiene and cleaning practices at the workplace.

1 Return to work, if you can do so safely

During lock down, people were asked to work from home and employers were asked to take ‘all reasonable steps’ to help them do so. Then the shift came and on 10th July, the PM urged people to go back to work if they can, and if their workplace is covid-19 secure.

As we go forward, we may see regional reversals back to home working. Find our employers’ guide to homeworking, which includes a template homeworking policy, risk assessment, guidance and resources here if you need it here).

2 Carry out a Covid-19 risk assessment, in consultation with workers or trade unions and implement it

This forms the core of your return to work plan. Take the opportunity to consult with staff, so that when they do return to work on site, they have already been consulted and given their views on making their workplace Covid-19 secure.

If possible, employers should aim to publish the results of their risk assessments on their website; the Government expects all businesses with over 50 employees to do so. Further details on risk and completing risk assessments are contained in the guidance for making workplaces ‘covid-19’ secure.

Following the PM’s announcement, on 12th May 2020 the Health & Safety Executive (HSE) published a toolkit designed to assist employers to manage and assess risks at work arising from the COVID-19 pandemic and more generally.
HSE risk assessment toolkit overview and,
HSE risk assessment detail .

3 Maintain two metres social distancing wherever possible

Employers should re-design workspaces to maintain two metre distances between people by:

  • staggering start times
  • creating one way walk-throughs
  • opening more entrances and exits, and/or
  • changing seating layouts in break rooms.

4 Where people cannot be two metres apart, manage the transmission risk 

Employers should consider:

  • putting barriers in shared spaces
  • creating workplace shift patterns or fixed teams minimising the number of people in contact with one another, and/or
  • ensuring colleagues are facing away from each other.

5 Reinforce cleaning processes 

Workplaces should be cleaned more frequently, paying close attention to high-contact objects like door handles, stair rails, and keyboards. Employers should provide hand washing facilities or hand sanitisers at entry and exit points.

Government guidance for 14 workplace situations

The Government guidance consists of 14 workplace guides for different workplace situations, listed below:

Close contact services: hair & beauty, therapists, tailors
Construction and other outdoor work
Factories, plants and warehouses
Heritage Locations
Hotels & other guest accommodation
Labs and research facilities
Offices and contact centres
Other people’s homes
Performing Arts
Providers of grassroots sport and gym/leisure facilities
Restaurants, pubs, bars & takeaway services
Shops and branches
Vehicles
The visitor economy: hotels, guest accommodation, indoor & outdoor attractions, business events & consumer shows.

Each guide sets out practical considerations for employers on how to set up a COVID-19 secure workplace. You will need to put in place as many as are appropriate for your workplaces. Expect these guides to be updated regularly so check them frequently.  You may of course need to follow more than one guide.

As COVID-19 is a new illness, employers must follow this official guidance as it is updated and adopt any additional steps as required.

The guides also confirm that the wearing of face coverings is optional and not required by law at the workplace, unless there is a specific requirement for PPE because of the industry or workplace setting.

Health & Safety compliance

HSE have the power to undertake spot checks and impose fines and workers can complain to the HSE if they think the workplace is not ‘COVID-19 secure’. HSE says workers should follow up with their employer first before contacting them. HSE have stated that in their experience of complaints so far, employers usually have not understood what is the right thing to do, rather than deliberately breaching health and safety laws, and when HSE has contacted the employer, the employer has worked with HSE to remedy the situation.

Health & Safety case law shows that where the employer has been liable, it has usually been a result of failing to implement the employer’s own system for making the workplace safe in line with its own risk assessment.

Following the guidance above will help employers to comply efficiently, to reassure your staff that theirs is a COVID-secure workplace and is a major part of an employer’s compliance with Health & Safety Law.

Each guide includes a downloadable notice which employers are encouraged to display in their workplaces, to show that they have followed the guidance. 

It goes without saying that employers will still need to follow their legal obligations for Health & Safety, Employment and Discrimination Law.

Continue to communicate very closely with your employees as they return to work and in the coming months if there are changes to the current guidance and / or local lockdowns take place. Be ready to review regularly your risk assessment and update it, and communicate it again with your staff.

Employers have a duty to take reasonable care and steps to ensure the safety of their workers at work – whether in the workplace or at home. This includes physical and mental safety. What is ‘reasonable’ will depend upon the:

  • type of workplace
  • likelihood and gravity of harm
  • costs and practicality or preventing it; and
  • justifications / defence for running any risks

COVID-19 has been designated by the UK Government as a ‘serious and imminent threat to public health‘. This means that the above Health and Safety duties are critical. If employers do not take adequate measures to protect their workers when returning to work, under the Employment Rights Act 1996 (s44), workers have the right to:

  • walk out;
  • refuse to return to work; or
  • take appropriate action to protect themselves or fellow workers

Workers are protected from any detriment they suffer from an employer as a result of workers taking the above protective action and any dismissal would be automatically unfair. Therefore employers should:

  1. carry out a risk assessment, as stated above, and
  2. maintain very good two-way communication with staff so concerns can be addressed.

Further planning for return to work post lockdown

Testing

Under the NHS Test and Trace system, everyone who has symptoms of Covid-19 must isolate immediately, for 14 days, and get a test, within 5 days of those symptoms appearing. Those who have been in contact with anyone testing positive are being identified through tracing and asked to isolate for 14 days.

Since this announcement the national system for tracking down people who may be infected has changed. The central pool of contact tracers are making way for local teams with neighbourhood knowledge. Local authorities will now step in if people can’t be reached by the national service.
As well as the NHS test & trace service, the Government has also launched the NHS test & trace app (called the Covid-19 app). It allows users to check into pubs, restaurants and other venues by scanning a QR code on their phone. They will then get an alert telling them to self isolate if other visitors at the same time are found to have been infected.

At the time of writing there are 2 types of test. The first main, test is to diagnose someone with a current case of coronavirus and involves a nose and throat swab which has to be sent off to be processed at a lab. About 3/4 of people are receiving results back in 24 hours.

The second test is to test if the person has had the virus, called the antibody test. Antibody tests are currently available only to health and care staff.

Employers will need to be mindful of the potential effect of the test and trace system on staffing. Arranging teams in small cohorts and rotating teams are sound measures.

In addition, hospitality businesses must now to help Test and Trace respond to local outbreaks by collecting contact details from customers.

The UK testing system is coming under pressure from surges in demand. Employers of essential workers and workers over 65 who are self isolating with symptoms of coronavirus can book a Covid-19 test for them online. The Government will update details of who can be tested here. Employers of essential workers should email portalservicedesk@dhsc.gov.uk with two email addresses that will be used to log in and upload essential worker contact details. Once employer details have been verified, login credentials will be issued for the employer portal for Covid-19 testing.

All care home staff and residents are now eligible for testing with priority for those in homes that look after the over-65s. An online portal is now live for care home staff and residents that makes it easy for care homes to arrange deliveries of COVID-19 test kits.

Swab tests are already available to all adults and children who are experiencing symptoms of Covid-19, They involve taking a swab up the nose or from the back of the throat and indicate if a person currently has Covid-19.

Where employers are considering securing immunity/antibody testing kits when available so that staff can be tested for Covid-19 before they return to the workplace, employers they will need to consider:

  • how they can require employees to submit to testing,
  • how to manage the privacy and data protection issues involved in processing employee’s health data which is special category data for the purposes of the GDPR,
  • how will the testing be done, and
  • who will conduct the testing.

The Information Commissioner’s Office has also published a new set of FAQs for employers on data protection issues employee temperature testing

Mental Health on return from lockdown

Mental health will have been a real issue for many during the lockdown who will want to return to work for the social effects as well to get “restarted in a more familiar environment”.

Some employees may find prospect of returning to work may be even more worrying than being at home dealing with feelings of loneliness and anxiety. Having being consistently urged to stay at home to protect the NHS and save lives, there will be widespread concern about stepping out beyond home boundaries, sending children back to school, getting back onto public transport, being back in close proximity with colleagues or just having to resume a “normal” working day.

An employer who wants reintegration to be as smooth as possible will be very much aware of these issues and should:

  • Develop a clear communication plan in place to allay concerns by setting out what the employer plans to do to help employees
  • Provide support as necessary to help those who are struggling to deal with the return to the workplace.

Changes to salary and benefits on return from lockdown

The Coronavirus Job Retention Scheme (Furlough Scheme) continues until 31 October and employers are now contributing to the worker’s salary costs on an increasing scale since 1 August.

Now may still not be the time for any hasty redundancies which, in the short term use up even more cashflow paying the salary and benefits for employees’ notice periods and the statutory redundancy payment for employees with at least 2 years service. These statutory redundancy payments will need to be made at 100% salary. There is also now the £1,000 the Job Retention Bonus for employers to claim for staff who have come back from furlough and remain employed at 31 January 2021.

Employers who have furloughed workers under the Coronavirus Job Retention Scheme, will need to review the situation each month.

Employees who may have reluctantly agreed to these arrangements while under lockdown and may be more likely to challenge these once they are asked to return to a more normal working pattern.

Therefore, employers will need to justify any decisions to prolong these arrangements or to put in place new measures, ensuring employees are properly informed (and, where necessary, consulted with) to ensure there is a clear understanding of the rationale.

As other industries announce redundancies workers will be concerned and may see the fact that they have been furloughed as indicating they are more at risk of redundancy. Ensure there is a one-to-one return to work and appropriate team meetings to re-enforce returning workers as part of the team.

Flexible working on return from lockdown

Employers would be wise to consult with workers individually about their situations to enable an effect and safe return to work. As we have already stated above the Government is recommending that employers ensure that staff work from home where they can but there is now a drive to get workers back to the workplace.

The lockdown has seen a more wide spread adoption of home working adn may be deployed as the situation requires. For example if a worker has to shield for their own or family reasons or is contacted by test & Trace or home schooling is re-introduced, home working may be required for some weeks and months. Workers may be at time unfit to work and be back into the Statutory Sick Pay (SSP) scheme.

Now is the time to update what is needed for home working on a longer term basis e.g changes to employment contract, risk assessment and identifying the correct way to use secure IT systems and the new video conferencing, messaging, collaboration platforms etc.

Our home working article covers all the elements Employers and HRs need to know in order to get home working right.

Home working going forward

Employers have been implementing remote working since the lockdown of course, and some employees will continue to work from home in the mid term.

In normal circumstances, anyone working from home should undertake a risk assessment of their home workplace. Clearly, this was not possible in the early phase of adjusting to the pandemic.

However:

– working hours can still be clearly defined, and
– staff should receive their normal pay, taking into account any furlough payments from August 2020 if they work part time.

Employers are still responsible for employees’ Health and Safety and welfare when they are working at home.

Communicate with workers your policy on:
– home working,
– work travel, and
– precautionary isolation.

Read our guidance on managing home working effectively and compliantly, which includes a template risk assessment and home working policy.

What are employees’ rights if working from home.

Consider what pay your employees will receive if they work part-time, to fit around caring for children/elderly relatives.
Be as agile and flexible as you are able to ensure as many employees as possible to continue working.

Conduct internal and client meetings where appropriate using virtual meetings/video conferencing/live streaming.

Workers who are shielding

From 1 August 2020, employees who had been shielding and who cannot work from home will be able to return to their workplaces. For the clinically extremely vulnerable in England, who have been shielding but do not have to any more employers will still need to take a workers personal situation into account. This is because of he health and safety risk of forcing them back into the workplace with the risk of them contracting COVID-19 at the workplace. Individual discussions should always take place with these categories of workers. As employees may feel uncertain about returning to work employers can help with the transition for their clinically extremely vulnerable employees, ensuring that robust measures are put in place for them to return to Covid-secure workplaces. This includes agreeing a plan for their returning with employee, taking account of the employer’s policies in relation to COVID-19 and any necessary adjustments to enable the employee’s return. The employer should update their Risk Assessments for these changes and for these particular groups of staff.

The NHS will maintain the Shielded Patient List and, should levels of Covid-19 increase in communities, those at highest risk may be advised to take more restrictive measures to keep themselves safe. Employer should therefore plan for these employees having to work from home again.

Things to consider, depending on business requirements and staff profiles 

Some of the issues that you should consider from an employment law perspective include:

Sick leave / caring for family members & Sick Pay

  1. Any staff who have to self-isolate or be quarantined under the Health Protection (Coronavirus) Regulations 2020 passed recently are deemed to be sick and would receive contractual sick pay or, if there is no contractual sick pay, then Statutory Sick Pay (SSP).

    Staff do not need to go to their GP to get a sick note.

    The Government is advising people not to visit their GP but instead to self isolate at home for 7 days, use the NHS website for help and
    call NHS 111 only:
    – if they cannot cope with their symptoms at home,
    – cannot get help online.
    – if their symptoms deteriorate
    – if symptoms do not get better after 7 days.

    SSP is paid at £94.25 per week. SSP will be payable for 14 days by employers directly to staff and employers with less than 250 staff will be able to claim it back from the Government.

    Your workers on zero hours contracts are entitled to sick pay if they have done some work for you and have earned on average £118 or above per week.

    The Government has indicated that it is making plans for anyone not eligible for sick pay, who needs to self isolate due to the virus.

    The self employed now qualify for SSP, as we stated above.

    Those earning less than £118 per week appear not yet to qualify for SSP

    Those working in the gig economy will be able to claim universal credit and/or contributory Employment and Support allowance. Watch out for announcements outlining how this will work.

    Look out for these upcoming details and communicate as soon as they become available, to reassure staff.

  2. Plan for a greater percentage of your staff having to self-isolate, as the Government is requiring whole households to self-isolate for 14 days at home if one family member is sick (i.e has a new persistent cough, or a fever, which are the main early symptoms of the virus).
  3. Employers can decide to require staff to stay at / work from home and so would continue to pay staff full salary and benefits where staff are not sick but working from home.
  4. Staff may use their statutory rights to time off to care for dependants (short – term unpaid leave) or can use annual leave or parental leave as applicable, as the schools are closed from Monday 24th March to all but the vulnerable children and children of key workers.

    Remind employees of their rights to do so.

  5. The Government has implemented form 1 September 2020 a new payment for people on low incomes in areas with high rates of COVID-19, who need to self-isolate and can’t work from home. Payments of up to £182 to be made to people who have tested positive for COVID-19 and their contacts. The Scheme started first in Blackburn, Darwen, Pendle, and Oldham.

Planning for future disruption

There will be continued disruption in the months ahead, so businesses need to continue to:

  1. Identify business critical roles and how they can be maintained.
  2. Identify any vulnerable employees, such as pregnant women, those over 70 and those who originally received a letter from the NHS at the start of the pandemic, explaining that they must shield. Assess and agree the adjustments needed for them for example long term working from home.

    Where travel is absolutely necessary:
    – consider what protective measures should be put in place,
    – ensure that protective equipment is sourced and ordered
    – check the FCO advice for the country in question.

  3. Identify the minimum safe level of workers required to continue operating, and how that can be maintained in the worst-case scenario. Identify the point at which the business may need to cease operating temporarily and speak to us about the employment law consequences.
  4. Plan for staff working from home on a longer term or more regular basis in accordance with the Government guidelines or flexible working requests, because parents are still home-schooling.
  5. Plan for a local lockdown which means workers have to work from home again and non-essential travel is curtailed.
  6. Plan for vulnerable and/or shielding staff to have to go back to home working or taking sick leave.
  7. Some staff will be keen to return to the workplace and others may be very nervous of the health risks of travelling to and attending work.

At what point should an employer close the workplace?

Businesses need to comply with any local lockdown imposed as a result of moving into a higher alert level, and imposed by heir local authority. Aside from this, some thoughts on when an employer might close the workplace.

  1. The Acas guidance advises that if someone with COVID-19 comes into a workplace, the workplace does not necessarily have to close.
  2. In England, the local Public Health England health protection team (HPT) will get in contact with the employer to:
    – discuss the case
    – identify people who have been in contact with the affected person.
    – carry out a risk assessment
    – advise on any actions or precautions to take.
  3. A risk assessment of each setting will be undertaken by the HPT with the employer. Advice on the management of staff and members of the public will be based on this assessment.
  4. The HPT will also be in contact with the case directly to advise on isolation and identifying other contacts and will be in touch with any contacts of the case to provide them with appropriate advice.
  5. Advice on cleaning of communal areas such as offices or toilets will also be given by the HPT.

Review the plan each week and communicate regularly to staff.

From July 18th, the Government gave local councils the power to impose lockdowns to combat potential outbreaks. Councils can now close premises, pubs and cancel events without asking the Government.

Keep up to date

Refer employees who are concerned about infection to the official medical sources and advice below, and encourage them to keep themselves informed and updated as time goes on.

NHS Coronavirus COVID-19 : how to protect yourself or check if you need medical help on the NHS website.

GOV.UK: information for the public
GOV.UK: self-isolation guidance
GOV.UK: household isolation guidance
GOV.UK: guide on social distancing/protecting elderly and ‘at risk’ adults

also:
BBC: Advice for people with health conditions
Telegraph Coronavirus: ‘constant reminder’ video – hand washing is critical to staying safe during the outbreak

If you need further advice to enable your workers to start returning to your COVID-secure workplace or to continue working from home safely or to start returning to your COVID-19 secure workplace, please do get in touch. We are here to help.

If you want to talk through your plans or need specific advice please call on 0208 255 1914 or 0203 755 5288 or email me. We are here to help.


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This article explains the main legal issues and common situations to consider. It is not a substitute for legal advice. Please get in contact to discuss your particular issue or queries.