A model letter to encourage staff not to attend work if they have COVID-19 symptoms or test positive, now that the legal requirement in England to self-isolate is being removed.
What will HR leaders be focusing on in 2022? We share valuable insights into the priorities of HR and the future of the workplace from our annual survey of the HR community.
In Allette v Scarsdale Grange Nursing Home Ltd, an employment tribunal held that a care-home worker was fairly dismissed when she refused to be vaccinated against coronavirus.
Use this coronavirus (COVID-19) flowchart to respond to an employee who is reluctant to return to the workplace following a period of working from home during the pandemic.
We highlight key cases due to be decided in 2022 and discuss their impact on HR. These include cases on: vicarious liability, holiday pay, agency workers, compulsory retirement ages, and coronavirus-related health and safety cases. We will also be reflecting on the key decisions from last year and look forward to the case law trends likely to emerge this year.
There have been multiple reports of employers limiting the sick pay entitlement of employees who have chosen not to be vaccinated against COVID-19. Consultant editor Darren Newman explains the potential risks in terms of contractual entitlements, discrimination and employee relations.
To what extent, if any, can an employer insist on knowing whether employees have been given their full course of COVID-19 vaccines? Even more importantly, can an employer make vaccination a requirement for continued employment? And is it fair to dismiss the vaccine hesitant? These are all issues that employers will have to grapple with in 2022, explains consultant editor Darren Newman.