Covid: Simple guide on returning to work post-pandemic
On 19 July, the work-from-home guidance ended in England, along with the requirement to wear masks and the rule of six. At the same time, nightclubs reopened, and sports stadiums and theatres can return to full capacity.
Until that date, the official guidance remained ‘work from home if possible’. But it’s all changed, so now is the time to take action.
What this means for your employer
Your employer should tell you when you are expected to return to work. Note that there’s no set minimum time period, but at least 48 hour’s notice would probably be considered reasonable.
If they haven’t already, they should also:
- Do a risk assessment
- Arrange for social distancing where possible
- Provide appropriate PPE and hand-washing facilities
- Supply hand sanitiser
- Provide instructions on Covid hygiene practices at work
What this means for you
You should talk to your employer if:
- You need more time, for example, to arrange childcare
- You’re medically vulnerable and have concerns such as commuting on public transport. They may be able to allocate you with a private parking space, or stagger your start/finish times for when it’s not so busy, arrange taxi transport for you, or lay on a company minibus
- You’re not confident that workplace is Covid-secure. You might also report them to the HSE
Remember, you should NOT go to work if you have Covid symptoms, or you’re self-isolating because you’ve been in contact with someone who has, or you’re in quarantine after travelling overseas.
Assuming the workplace is considered safe and restrictions are lifted, but you still refuse to go back to work, it will count as ‘unauthorised absence’ and your employer may take disciplinary action against you. You might even lose your job.
If this situations arises, your employer must follow a proper process when disciplining and dismissing you. If they don’t, you can make a claim against them and may win compensation.
Similarly, they must follow a proper process if you’re selected for redundancy (unfortunately, many businesses have suffered during this time and will need to shed staff, especially once the furlough scheme ends in September).
Also, if they change your contract, perhaps to reduce your hours, they can only do so if your contract allows, and should go about it in a fair way.
As employment lawyers, we act for employees in cases of discrimination and unfair dismissal. We also help negotiate settlement agreements (known as compromise agreements in Northern Ireland).
So, if you have any questions, do get in touch.
Whenever restrictions are finally lifted, ‘post-pandemic’ isn’t quite the right expression to use. The virus is still out there, although the success of the UK vaccine rollout means that people are now much less likely to catch Covid-19 badly enough to need hospitalisation.
In order to restart the economy and return to ‘normal’, restrictions do need to be lifted at some point. The timing is tricky, and it’s for the government to determine. Whatever happens, we’ll continue to keep you posted about the implications.
Related reading
- Covid: Working from home – a professional guide to your rights
- Covid: Work:life after furlough – a simple employee’s guide
- “Do I have to work if there is a Covid risk?”
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