Employers should remember that they have a duty to protect the health and safety of their workforce. This duty applies equally to both local business owners and the retail giants employing tens of thousands. As a result, employers should be careful to ensure that the most vulnerable members of the team are protected by considering allowing pregnant women and other high risk employees to adjust their working hours. Workers should also be actively encouraged to maintain good hand hygiene and the installation of hand sanitizers in kitchens and toilets may be appropriate.

It is also crucial that employers keep their policies dealing with sick pay, health and safety and absence under review to stay afloat in these difficult times. It should be remembered that staff are generally allowed to self-certify their absence from work for absences up to 7 days but thereafter should provide a medical certificate to prove that they are unwell. It is inevitable that some employees will use the pandemic as an opportunity to benefit from one or more “duvet days” and it is important for employers to monitor the general health of the staff as it will be very difficult (though not impossible) to discipline an employee who is engaging in absenteeism. Essentially, an employer would require very strong evidence to initiate the firm’s usual disciplinary policy.

Whilst employers may feel that they still facing an uphill battle against the twin foes of recession and widespread illness, Milne Moser is well placed to advise local businesses and the wider business community on their employment policies and practices including, but not limited to, business start-ups, employee relations and management of debts to help employers through these difficult times. Why not contact one of our specialists today to discuss your requirements?

Ian Jenkinson

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