The guidance appears therefore to be quite confusing. On the one hand COVID safety measures are no longer required for the majority of businesses, but on the other the guidance to self-isolate has been significantly widened. This leaves employers in a real bind as to what to do and leaves open the ongoing significant interruption to business that periods of self-isolation create. Employers will need to give thought to what, if any, other protective measures (such as screens and sanitiser) they wish to retain should they wish to insist on those suffering from a respiratory illness coming to work.
If a member of staff is unwell with symptoms of a respiratory infection, such as COVID-19, they should follow the guidance for people with symptoms of a respiratory infection such as COVID-19.
Employers, in accordance with their legal obligations, may wish to consider how best to support and enable their workforce to follow this guidance as far as possible.
Some workers are at a greater risk of serious illness from COVID-19, for example people who have a weakened immune system.
There is specific guidance for people whose immune system means that they are at higher risk, because they have a reduced ability to fight infections, such as COVID-19. Employers may wish to consider the needs of employees at greater risk from COVID-19, including those whose immune system means they are at higher risk of serious illness from COVID-19.
It is unclear whether there will be any specific updates to the Living with COVID plan but pulling together the various strands we now know:
The guidance is to be updated monthly and we will have to see what impact the loss of free mass testing and the updated self-isolation requirements will have.
Many managers say to me regularly ‘But …..I treat everyone in my team the same’…..Can you see the flaw in this statement? Treating everyone the
Duty of Care Workplace wellbeing has become a significant focus for businesses, particularly in the UK, as part of broader initiatives to enhance employee health,
