Coronavirus in the workplace – reducing risk to your staff and business

Harrison Drury’s employment and HR team, details some practical steps employers can take to manage potential staff sickness and absence linked to the coronavirus outbreak.

With new cases of the Covid-19 coronavirus outbreak accelerating in Europe, including here in the UK, employers need to be prepared to deal with a multitude of HR issues.

Employers should keep an eye on the official government guidance around coronavirus. The government publishes daily updates on its website at 2pm with the latest stats and advice. The risk level is currently identified as moderate.

Acas has also produced workplace specific guidance on coronavirus which sets out the steps employers should be taking.

Reducing the coronavirus risk for staff

Employers should encourage their employees to take extra precautions around hand washing, using and disposing of tissues etc. Emailing or issuing guidance to all employees around workplace hygiene should be a priority.

If possible, it may be worth designating an ‘isolation room’ where an employee who feels ill can go and sit away from colleagues and privately call ‘111’ before taking any further necessary action.

You may also wish to a consider a more comprehensive cleaning and disinfection regime in your workplace too, particularly for high-traffic communal areas.

Self-isolation and sick pay

Many employers will be wondering where they stand on the issue of sick pay for employees who have no symptoms but have been advised to quarantine themselves at home.

There is no legal right to sick pay in these circumstances, but it would be good practice. By not paying sick pay, you run the risk of them coming into work and potentially spreading the virus to the rest of your staff.

Working from home to avoid coronavirus

If cases of coronavirus continue to increase, some people may be unwilling to come into work for fear of catching the virus. It’s important to listen carefully to the concerns of your employees and if possible, offer flexible working arrangements such as homeworking.

Employees can also request time off as holiday or unpaid leave but there is no obligation on employers to agree to this.

If an employee refuses to attend work, you are entitled to take disciplinary action. However, dismissal is likely to be outside the range of reasonable responses, at least for the time being.

For more information please contact our employment team on 01772 258 321.