Despite the efforts of some the more excitable elements of the media to ramp up the swine flu pandemic, it has not so far impacted on the lives of many of us, or our businesses. As my doctor said in the early days “it’s just another form of flu”. However, as managers of businesses, it is our job to plan for the ‘what ifs’ in the life of our businesses and this is one of them.
The Department of Health has recently predicted that there is likely to be an increase in the amount of flu as winter approaches. Businesses need to be prepared. There is usually a member of staff who will ‘contract’ the latest virus to ensure a few more days off sick, so how can you as the employer ensure that all staff know what to do and how it will be dealt with by your business?
A Sickness Absence Policy dealing with procedures like return-to-work interviews (excellent for managing intermittent absences/POETS days), self certification (covers absences of up to seven days, thereafter the employee needs a GP’s note), reporting-in requirements and notification of return dates etc is very useful! If you have not got one and you pay sick pay, think about adding a provision to your new contracts which link the payment of contractual sick pay to these requirements.
A well thought-through flu pandemic policy and procedure is a good next step. It should cover key areas like how do you catch it, how the employee can prevent its spread, what measures the employer has taken, like the provision of hand-cleaning gels or anti-bacterial soap, removal of newspapers/magazines from reception and staff room. The most important aspects, however, are guidance on what you want your staff to do if they feel ill, or they have been in contact with someone with swine flu. Do they come into work or stay away?
My view is one of common sense. Just because someone has been in contact with swine flu it does not mean they will contract it, so they should attend work. If they start with symptoms of flu then they should stay at home just as they would with any flu. Employers should be mindful that pregnant employees may be more susceptible to any illness due to their condition.
The key thing for employers is to decide how they want their staff to respond and to set out clear guidelines. If you do not want employees attending work because they have been in contact with swine flu, you cannot insist that they stay at home without paying them. What happens if they have exceeded their sick pay entitlement but you do not want them in the office? Again, you will have to pay them to stay at home.
These are just a few points of interest and let us hope that we are preparing for something that will not happen, but now is the time to put some thought into these issues, rather that when key employees stay away from work based on rumour and false fears and your business starts to suffer.
If you need any help any employment law issues, contact Raworths, telephone 01423 566666 or visit our offices at Eton House, 89 Station Parade, Harrogate HG1 1HF. Alternatively you can email deborah.boylan@raworths.co.uk
