Covid Vaccines and Sick Pay - A Guide for Employers

There have been some large organisations in the news recently sharing their changes to sick pay for employees self-isolating due to exposure to COVID 19.

Government legislation is changing, the self-isolation period when testing positive from COVID 19 is now 5 days, reliant on having a negative test on day 5 and 6 of the isolation period.

If you are double vaccinated, you do not have to isolate if you have come into close contact with someone who has tested positive, but testing for 7 days is strongly recommended. However, if you are not vaccinated and you come into the same close contact, you are legally required to self-isolate.

These changes mean that vaccinated employees are much less likely to require time away from work to self-isolate. So, there is a clear cost consideration for employers.

Are you thinking of amending your company sick pay scheme?

Many company sick pay schemes already have clauses excluding payment to employees who injure themselves when partaking in dangerous sports or pass times. Surely it’s not much of a leap to extend that exclusion to those who choose not to be vaccinated? Perhaps not but there are a small number of people who are unable to be vaccinated because of an ongoing medical condition. It may be deemed unfair to exclude these people from the sick pay scheme as their exemption is on medical grounds.

It’s important to remember as employers that vaccines are not mandatory unless you are working in the care professions, and your employees do have a right to choose whether they become vaccinated or not.

There can be complex reasons for employees remaining unvaccinated, so there is not a “one size fits all” solution. When it comes to HR policies it’s important to remember that whilst we are always seeking to be consistent in our approach, each case must be assessed on its merits.

Seeking Advice

For employers looking to move to Statutory Sick Pay (SSP) for those self-isolating after close contact with someone diagnosed with COVID 19, you will need to be careful with your wording and application of the policy.

There are lots of factors that need to be considered. When looking at changing company policies and it is always advisable to seek advice. If you get it wrong, you could find yourself in the middle of a complicated dispute.

WeDo HR Support is just a buzz away from clearing up these difficulties and lending a pair of helping HR hands.

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