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Off for Covid/Self Isolating

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TelesMedia

TelesMedia

Free Member
Sep 2, 2009
342
16
HI All,

What are you guys doing for repeat issues with Covid.

I have had one employee off 3 times now (twice as came into contact and 3rd had covid and signed off sick for another 2 weeks after the 10 days). Another employee now has to self isolate for 10 days as told he had to do day 2 and 8 tests after holiday.

I feel sympathy but also hurting my business.

Would be good to see what other people strategy is on this.

A
 
Personally

The employee who was off self isolating or with Covid, fine that is not their choice, suck it up

Anyone who books a hol with a known period of self isolation after, if they can't work from home then I would tell them they have to book that time off as well as it is their choice and not because of illness - whilst you have to give people leave, they don't have to travel overseas
 
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Do you offer the option to work from home? By the looks of it you're a call centre so should be able to simply implement this so they can continue to work
 
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If self isolating because they have covid, we treat it as standard sickness. If isolating due to personal travel, they have to pre-book the time off. If it was totally unexpected, I’d suggest they take it as annual leave but we wouldn’t pay them - they also can’t claim SSP for isolating due to travel.
 
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Swiss_Cheese said:
Deal with it. Many businesses are in the same position. It's not the fault of the employee....
Click to expand...
Nor is the fault of the employer, who mentioned fault??
 
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Swiss_cheese - so do you pay full or SSP for as many times off as they want? If you have an employee off 4-5 times a year with Covid or been around someone with covid you just pay them full pay and no implications for doing so?
 
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If you think you have problems now, things might be getting much worse if this new variant takes hold in the UK. End of the day the employee is doing nothing wrong, neither are you.

I think what you really mean is either you cannot afford it, or do not like it. Either way, if replaced the next employee could have covid or be told to isolate even more. No-one can win in this situation.

I do not mix much with other people, I have a very small group of associates, yet even though I have never had covid I have had to self isolate twice this year, and not got a penny for doing so.

What you could do IMO is introduce a change whereby anyone having to isolate after a holiday will have it taken from their holiday allowance. Not a problem I have anymore thankfully.
 
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I think you are right about no one can win.
I am tempting with the idea if you are off once/twice a year with covid (thats still 7-14 days) then i will pay full wage but anything after that SSP.
 
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Hi TelesMedia,

It's a tricky one for sure. If you have the capacity to work from home, then this should be your default position for anyone self isolating.

Happy for you to contact me to explore alternative options if you do not have the ability to WFH.

Claire
 
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My wife has been off work twice while awaiting test results for COVID. Full pay as was a requirement her employer had to impose on staff.
She was also off early this year with COVID. Full pay.
Normally she will have sick pay at standard sick terms - first 3 days unpaid then SSP.

One of the people she gives a lift to, been off 5 times with COVID requirements this year. A family member tests positive - staff must follow the COVID requirements.
Employers are stuck with the fact this virus exists.

Come up with a workable policy for your workplace. I say workable, some are a tad confusing.
 
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TelesMedia said:
HI All,

What are you guys doing for repeat issues with Covid.

I have had one employee off 3 times now (twice as came into contact and 3rd had covid and signed off sick for another 2 weeks after the 10 days). Another employee now has to self isolate for 10 days as told he had to do day 2 and 8 tests after holiday.

I feel sympathy but also hurting my business.

Would be good to see what other people strategy is on this.

A
Click to expand...
The only really thing you can do is ask for them to send a screenshot of notification so that you know it is legitimate.
You cannot enforce disciplinary action n an employee just because they are following government guidelines.
 
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it's not their fault if they had interaction with people who tested positive for covid 19, but if it harms your business you have possibility of remote working.
 
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