Covid-19: Miscellaneous

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Check Answer Updated over a month ago Where can I get information on the latest public health and business advice in relation to COVID-19?

The general sources of information on public health have not changed, and can be accessed as below:

Public Health England

Health Protection Scotland

Public Health Wales

Public Health Agency in Northern Ireland

Check Answer Updated over a month ago An employee asks to attend a pre-arranged formal meeting (e.g., a disciplinary or grievance meeting) with their trade union representative, however we are not permitting external visitors. What should we do?

In these circumstances, we would recommend that you postpone the formal meeting until such time as the company will permit external visitors to its premises again, unless the meeting can take place via conference/video call.

Check Answer Updated over a month 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.

To download full document Coronavirus (Miscellaneous) .


The information provided was accurate as at May 2021 when these resources were written by our team of employment solicitors.


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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