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COVID Mandatory Self-Isolation Ends - What Does This Mean for Employers?

on Friday, 25 February 2022.

From 24 February 2022, mandatory self-isolation for people who test positive for COVID in England has ended and whilst this is seen as helpful to businesses, some staff may be feeling nervous about the change and how it might impact on them personally.

What Does the Guidance Say?

People who test positive for COVID should now stay at home if they can and avoid contact with others. For staff for whom remote working is a possibility, or indeed part of their role, this may not be too much of a challenge. However, if remote working is not a possibility, and/or sickness absence is paid at statutory sick pay only rather than full pay, there may be a tendency towards ignoring the guidance in order to preserve income. 

In addition, from 1 April 2022 access to free lateral flow tests will end, so that it will be harder to identify asymptomatic cases, and/or test household members and close contacts of known or suspected cases. 

What Does this Mean for Employers?

Whilst the Government is moving ahead with its plan for the public to live with COVID, employers should continue to give careful thought to their own internal COVID-19 policies and the impact of the removal of mandatory self-isolation. In particular, consideration should be given to the COVID-19 risk assessment, which is a living document which should continue to be regularly updated. In particular, the risk that more people will attend the workplace whilst being, knowingly or unknowingly, COVID-positive, should be considered in light of any specific action employers can take to mitigate risk. Examples of such action might include asking staff to stay at home if they are symptomatic, and also giving thought to what other risk management strategies, such as ventilation and hygiene, might usefully continue to reduce the spread of COVID in the workplace. Transitional measures such as continued mask wearing, reduced office capacity and social distancing may continue to be considered appropriate depending on the circumstances.

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Staff Communications

As with every significant development over the course of the pandemic, staff communication will be key. Employers should take the opportunity to reiterate the Government's guidance for people with COVID to stay at home if possible. Employers can also take the opportunity to reiterate their position on remote working, working whilst symptomatic, and sick pay entitlements where relevant. Vaccination should also continue to be encouraged in line with Government guidance, with any reasonable time off for vaccination appointments reiterated.

If individual staff are nervous about the implications for them personally of the removal of mandatory self-isolation, employers should engage with such staff in order to understand and, hopefully, allay their concerns.


For more information, please contact Gareth Edwards in our Employment Law team on 0117 314 5220, or complete the form below.

 

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