FAQ - COVID-19

Questions about COVID-19?

Recently Updates FAQs

Check Answer Updated 5 hours ago An employee has asked to take Emergency Volunteering Leave. Do I have to allow this?

Subject to certain conditions, employees have the statutory right to unpaid Emergency Volunteering Leave of one, two, three or four weeks within a block of 16 weeks. An employee must provide three working days’ notice of their intention to take the leave, in a specified form. Where an employee gives such notice, this cannot be refused. An employee has the right not to suffer a detriment for taking (or requesting to take) the leave and a dismissal for this reason would be automatically unfair.

If your business has fewer than ten members of staff, employees cannot take this type of leave.

Check Answer Updated 5 hours ago Do I need to see a medical certificate from a GP, or other documentary evidence, before I pay SSP or company sick pay?

Those self-isolating due to coronavirus for more than 7 days can now get an online self-isolation note from the NHS website (https://111.nhs.uk/isolation-note/) or the NHS mobile phone app. This note would be adequate evidence of an individual’s inability to work for the purposes of paying sick pay.

Check Answer Updated 5 hours ago What if an employee presents with symptoms consistent with COVID-19 in the workplace?

If someone becomes unwell in the workplace with coronavirus symptoms, they should tell you immediately, avoid touching anything and go home. More advice or help is available on the NHS 111 coronavirus service website or by calling 111. If someone is seriously ill or their life is at risk, you should call 999.

If an employee refuses to go home in these circumstances, please contact us for advice on the options available to you.

To download full document Coronavirus (FAQ Documents) .

 

The information provided in this document is intended as general guidance only. The information is not intended to constitute legal or other professional advice and should not be relied on or treated as a substitute for specific advice relevant to particular circumstances. Just Employment Law Ltd shall accept no responsibility for any loss which may arise from reliance on the information in this document.

Just Employment Law Ltd retains copyright in this document and it may not be reproduced or shared. Permission must be sought from, and granted by, Just Employment Law Ltd before this material may be used for any other purpose.

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