Employers are rethinking working arrangements and plans for Christmas parties in light of a new Covid variant having emerged in the past few days.
The Omicron variant, first discovered in South Africa, is reported to be more contagious than its predecessors. So far three cases of Omicron have been detected in England and six in Scotland.
From Tuesday (30 November), the government will introduce mandatory face mask wearing on public transport and in shops, and pupils in Year 7 and above will be required to wear face coverings in communal areas.
Mandatory mask wearing in shops and on transport remains in place in Scotland and Wales.
Ten countries in southern Africa have now been placed on the ‘red’ travel list, including South Africa, Zimbabwe and Zambia, meaning people who arrive into the UK from those countries will have to pay to self-isolate in a government-approved hotel for 10 days.
Fully vaccinated passengers from other countries will have to take a PCR test by the end of their second day after arrival and must self-isolate until they get a negative test.
In a Downing Street press conference on Saturday (27 November), prime minister Boris Johnson said the measures would be “temporary and precautionary” while scientists found out more about the transmissibility of the new variant.
The government has stopped short of triggering full ‘Plan B’ measures, which would have included a recommendation that employees work from home if their job allows.
A number of employers have already scaled back plans for Christmas parties, however.
Teams at consulting firm EY will celebrate in smaller, team-based groups, according to a report in the FT this weekend, while law firm Slaughter and May has cancelled its annual dinner dance in favour of department-led events.
A survey by HeadBox, an event technology company, found that just 3% of respondents’ ideal Christmas party would be a virtual one.
Don’t wait for government guidance
Gemma Dale, lecturer at Liverpool John Moores University, urged organisations to “do something now” rather than wait for direction from the government.
“We have a new and unknown variant. If in a few weeks things are fine we can roll it back,” she said. “Shift face-to-face meetings back online, the same for any in-person training.”
“Responsible employers should not be waiting for the government. Where the role allows, we should take action now. Encourage as much homeworking as possible. Support people to travel outside of peak hours with time flexibility. And you really don’t need that Christmas party.”
Responsible employers should not be waiting for the government. Where the role allows, we should take action now” – Gemma Dale, Liverpool John Moores University
Frances O’Grady, general secretary of the TUC, said the government needed to do more to protect workers from financial hardship if more employees were required to self-isolate.
She said: “We all want to stay safe and stop this variant from spreading. Failure to do so will have a huge impact on public health, our front-line services and the economy.
“Given more workers may now need to self-isolate, we need to protect them from financial hardship. Ministers must raise sick pay to the level of the Living Wage and make sure every worker can get it.
“No-one should have to choose between doing the right thing and putting food on the table.”
The shopworkers’ union Usdaw expressed anger that face-covering rules were not kept in place after the summer, as has been the case in Scotland and Wales.
General secretary Paddy Lillis accused ministers of “flip-flopping” over the rules.
“Retail staff working with the public every day are deeply worried about catching Covid-19 and the arrival of the Omicron variant is a further concern,” he said.
Support staff
Steve Tonks, SVP for EMEA at WorkForce Software, which works with retailers, said the onus had once again fallen on employers in the sector to support their workers “practically and mentally”.
“It’s a business imperative to provide a psychologically and physically safe environment for all workers, whether they’re working behind a till or behind the wheel of a bus,” he said.
It’s a business imperative to provide a psychologically and physically safe environment for all workers, whether they’re working behind a till or behind the wheel of a bus” – Steve Tonks, WorkForce Software
“Those who don’t recognise this run the risk of high turnover as the job market heats up. This churn is something retailers can’t afford over the Christmas period.”
David Jepps, an employment partner at Keystone Law, said organisations should try to find alternative working arrangements if employees are concerned about the virus and usually attend work in-person.
“This might be more PPE or locating the employee in a quieter, more spacious part of the office if it is the case that the employee is anxious about Covid,” he said. “Each case will turn on its own facts, but employers will need to make time to seek a solution with employees.”
Failure to turn up to work should not automatically lead to dismissal, he added. “Not attending work will be a fair ‘conduct reason’ but in determining if it is reasonable to dismiss for misconduct an employment tribunal would look at the bigger picture and whether there are any viable alternatives to dismissal.
“Where they have the two years’ service they can’t just be fired. There needs to be a proper process otherwise the dismissal will be unfair. Also, there may be additional employee protection on health and safety grounds where employees feel that the workplace is not safe.”
Jepps also advised that if employees have fears regarding COVID and public transport, then they could potentially be expected to come to work by other means.
“Whatever employers do, the key is that they need to be seen to have acted reasonably and to have tried to discuss matters with employees and explored any viable alternatives to dismissal,” he said.
Suzanne Marshall, clinical governance officer at GoodShape, added that employers should be proactive about employee wellbeing at a time when many will feel concerned.
She said: “Ask staff how they are feeling and how they plan to approach the next few weeks. For some, the Christmas party might be welcome- a bit of human connection in a time when it’s really needed, for others, it could be a source of anxiety. Employers need to listen and be understanding. Choice is key.”
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