Introduce rules, or issue instructions, making it clear what is expected from their employees and offering support and guidance during this time.
Extended Statutory Sick Pay rules mean certain employers may be able to recoup statutory sick pay costs for up to 14 days. Although companies with more than 250 staff must meet the costs themselves.
With schools now closed indefinitely, this has raised a number of queries regarding time off, whether as annual leave or time off for dependents. Although there is no statutory right to be paid, you may need to check the contractual rights of your employees.
Given the guidance to only travel to and from work where this is ‘absolutely necessary’, homeworking is now commonplace amongst many businesses.
An employer has statutory and common-law obligations to protect the health and safety of its workforce, as well as the obligation to maintain mutual trust and confidence. Guidance has changed rapidly regarding the use of absence management processes and sickness certification.
Some employers have recently found it necessary to insist that holiday’s taken at a specific time, which requires prior notice of at least twice as many days as the amount of days they will be taking.
A variety of new legislation has been rushed through, including the new ‘Coronavirus Job Retention Scheme’ to provide financial support to employers to help them continue to pay employees’ wages when they have been ‘furloughed’. We continue to provide advice regarding the furlough process in practical terms, and in financial terms as to the partial reimbursement of wage costs.
Managing remotely has been a new concept for many managers and businesses, and we stress the importance of managers setting clear expectations and maintaining regular contact with remote teams.
Employers are legally responsible for the health and safety of all employees, including anyone working from home. It is important to remind staff of the need to look after their physical health by sitting properly, taking regular breaks and using office equipment such as screens and keyboards appropriately. If employees do not have all the equipment they need, this may need to be supplied to them to ensure they can work safely and effectively.
Employers may need to consider any reasonable adjustments for employees who have a disability and if required, employers must take action.
Mental health support for employees is, as always, an important consideration. Individuals may feel anxious and isolated, having been required to work from home. Use technology to stay in regular contact and ask employees for creative ideas on how to maintain a positive team spirit.
Employees who find it very difficult to cope must be adequately supported. Where a business has staff who are trained and skilled in handling such situations, employers must make sure all staff know who they are, and how to contact them.
For updates on a variety of new legislation and procedure within the rapidly changing employment law and HR field visit our website at https://www.lesteraldridge.com/blog/covid-19-news/coronavirus-employment-guidance-notes/ or call us now on 01202 786183.