It’s safe to say that, when it comes to Covid-19, you will need to keep your absence policy fluid. It is and will be treated differently from other absences. This page offers resources that will take you through the current advice, the regulations and your responsibilities as an employer.
But it’s not just about what to do when employees are unwell. Managing absence is also about being proactive in helping your people stay happy and healthy. This is especially important in the current crisis as they adapt to new ways of working. Your responsibilities do not stop just because an employee is working remotely from home.
Your questions answered
We’ll be updating this page regularly as new questions come in. If you have a specific query you want answered, use the contact form here
The employee will be entitled to take sick leave, to cover the period of their absence. During this time, they would be entitled to SSP from the first day of absence and it will be down to company discretion or scheme rules as to whether they chose to pay Company Occupational Sick Pay. (For a more detailed advice, download our guide to managing absence, above.)
The employee will be entitled to take sick leave, to cover the period of their absence. During this time, they would be entitled to SSP from the first day of absence and it will be down to company discretion or scheme rules as to whether they pay Company Occupational Sick Pay (as detailed in the quick guide, above). That said, with many people now working from home, explore whether it is possible for your employee to self-isolate while continuing to work.
In this scenario the employee would not be entitlement to SSP. An organisation would need to check their sick pay scheme and or use their discretion as to whether Occupational Sick pay would be paid. As above, it would be more appropriate to explore working from home options as sick pay does not accurately reflect the situation here.
The employee will be entitled to take sick leave, to cover the period of their absence and paid at the normal rate or SSP or OSP. If SSP was paid, then they would be entitled to this from the fourth day of absence, as per usual guidelines.
The employee would be entitled to receive their normal pay arrangements.
The employee will be entitled to take sick leave, to cover the period of their absence. During this time, they would be entitled to SSP from the first day of absence and it will be down to company discretion or scheme rules as to whether you pay Company Occupational Sick Pay (Again, there is a more detailed discussion in our guide to managing absence.)
The employee would be entitled to receive their normal pay arrangements.