Steps organisations can take in responding to the Coronavirus potentially posing global risks
The Coronavirus, is a potentially lethal condition that bears similarities to SARS. It has already been registered in numerous other countries across the world, including Canada and France and recent confirmation that individuals have also tested positive for the virus in the UK.
In light of this, organisations should be prepared and take steps to try to minimise the dangers posed by this outbreak.
Organisations should not insist that an employee travels to such an area for work related purposes and should advise employees against travel to such areas for both work and holiday purposes.
Alternatives to travel include postponing a trip, and holding meetings via Skype or video conference where possible.
Employees returning from affected areas
Whilst organisations owe a duty of care to employees to take reasonable steps to ensure their health and safety and to protect employees against reasonably foreseeable risks, there is currently no legal obligation to impose a precautionary suspension of non-symptomatic employees returning from holiday or work in an area known to have experienced incidences of Coronavirus. Additionally, suggestions or added pressure from colleagues should not be regarded as a sufficient reason to impose a suspension.
Where a returning employee appears to be symptomatic of potential exposure, they should be referred to their GP and matters taken from there. If the GP determines that they are symptomatic and certifies them unfit for work then they should be treated as off sick as per normal absence procedure. Colleagues who have had contact with the symptomatic employee should be made aware of the symptoms and advised to contact their GP.
If the GP does not certify the employee unfit for work, but the organisation is still concerned, then they may consider briefly suspending them on precautionary grounds.
Suspension
Where an organisation does choose to suspend returning employees just as a precaution, it will have to be on full pay unless the contract gives the employer a right to suspend without pay for this reason. Such a suspension should not be considered a ‘medical suspension’ or be handled as a disciplinary matter.
Employees who have booked annual leave who were planning to visit areas affected by the coronavirus, understandably may wish to cancel their holiday plans at short notice. This may result in requests to postpone holiday dates that have already been agreed by the employer. These requests should be granted where possible, otherwise employees might feel pressured to risk taking the holiday as originally planned.
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