Coronavirus
Employers should treat all staff who have long Covid as if they have a disability, in the absence of clear legislative protections for people with lingering symptoms which can affect their performance at work.
CEO of the CIPD Peter Cheese joins us to discuss his new book, "The New World of Work", which explores the many factors shaping work, workplaces, workforces and our working lives.
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.
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.
A return-to-work plan for an employee with long COVID should involve the worker, employer, line manager and occupational health professionals to ensure they receive the appropriate support.
For periods of incapacity that start from 17 December 2021 until 26 January 2022, there is a temporary increase to the number of days during which employees are not required to provide medical evidence of sickness absence for statutory sick pay purposes from seven days to 28 days.
HR and legal information and guidance relating to the coronavirus (COVID-19).