29th July 2020
Just as things started to get closer to ‘normal’ and some people were lucky enough to get away for their summer holiday another curve ball arrives.
The Government announced that holidaymakers returning from Spain and some Spanish Islands will need to self-isolate for 14 days and has further advised against all non-essential travel to Spain to include the Balearic and Canary Islands following a rise in coronavirus cases.
There is no legal requirement to give employees paid leave or paid sick pay for their 14-day isolation. However, employers may need to be creative or exercise their goodwill during these exceptional times alongside protecting their business and the rest of their staff.
No two businesses are the same and you will need to assess what your blanket policy will be from the outset.
Consider what could work for your business, for example:
These are challenging times and the last 4 months have taught businesses a valuable lesson that flexibility and adaptability is key, especially when government guidance can change quickly.
If your business is not able to afford to pay staff who need to self-isolate for a further fortnight after their holiday, then you are not obliged to pay them.
It is good practice to make your policy clear on your company’s stance on pay and leave in relation to holidays and quarantine and remember that the same rules should apply to all members of your business. Consider refreshing your policies in-line with latest advice or send a communication round your workplace to inform staff of your company procedure should any employees need to isolate.
This way your employees are fully aware of the policy and consequences before they leave for their summer holiday.
There is a risk that employees will return to the workplace when they should be in isolation out of fear of not being paid. Those who cannot afford to take unpaid leave or who are anxious of losing their jobs may try to return to the workplace.
This poses a risk to the workplace and the rest of your employees, so you must be vigilant and prevent this from happening.
Employers should keep a record of staff holidays, including destinations they have travelled to, remind staff of the policies in place, and keep up to date with the latest guidelines of countries on the quarantine list.
This has been an incredibly difficult time for many, and the escape of a sandy beach may be just what some of your employees need to keep them and their families going.
The 14-day self-quarantine is likely to put a dark cloud over people’s much longed-for breaks. Many will have their holidays cancelled once again or will decide not to travel this year. Think about what you can do as an employer during these challenging times to boost morale and keep your employees motivated.
With many businesses feeling the pinch, consider what you can do to make a difference that is not going to break the bank. Can you get the team together for a socially distanced picnic? Start an online quiz night? Are you able to offer an incentive or boost your team’s holiday for next year by offering them an extra day? Or perhaps give everyone a summer hamper gift?
Your employees should appreciate that times are hard for businesses too and working relationships now rely on understanding, trust, and open communication.
If you are unsure on how to manage employee issues around coronavirus, holidays and sick leave then please get in touch with our pro-active Employment Law Team.
Call our office on 01256 844888, email email@example.com or speak to our online chat assistant via the Lamb Brooks website.
What Employers Need to Note from the Mini Budget
Job Losses to Coronavirus Rise Rapidly
Employers Duties on the Mental Health of Their Staff
Returning to Work: Top 10 Tips
The contents of this article are for the purposes of general awareness only. They do not purport to constitute legal or professional advice. The law may have changed since this article was published. Readers should not act on the basis of the information included and should take appropriate professional advice upon their own particular circumstances.
Lamb Brooks LLP
Victoria House 39 Winchester Street Basingstoke Hampshire RG21 7EQ
f: 01256 330 933
Your Name (required)
Your Email (required)
© Lamb Brooks is authorised and regulated by the Solicitors Regulation Authority - SRA No 559661.
Lamb Brooks LLP (registered at Companies House OC363909) whose registered office address is: Victoria House, 39 Winchester Street, Basingstoke, Hampshire, RG21 7EQ
Website by Muze
Client Care Policy | Accessibility Statement