In response to the rapid spread of the Omicron variant and its resulting effect on business, the SSP rebate scheme has been reactivated as of 21 December 2021.
Employees can now self-certify for SSP purposes for 28 calendar days rather than seven days.
An employee had not been automatically unfairly dismissed because of her employer’s refusal to allow her to work from home during the pandemic. Her belief that there were circumstances of serious and imminent danger was not objectively reasonable given that her employer had assessed the risks and addressed the need for increased levels of hygiene and social distancing.
An employee’s dismissal for redundancy was unfair, in part because the employer hadn’t considered continuing her employment on furlough. If a genuine consultation had taken place which considered furlough and the available project work, she may not have been made redundant.
The Coronavirus Statutory Sick Pay (SSP) rebate scheme will end on 30 September 2021.
People previously considered to be clinically extremely vulnerable will no longer be advised to follow shielding guidance.
On 5 April 2022 the COVID-19 right-to-work concession allowing employers to carry out right-to-work checks by video call, mobile app or email will end.
The dismissal of an employee for redundancy, despite the existence of the furlough scheme, did not make his dismissal unfair.
An employee made redundant in the early months of the COVID-19 pandemic was unfairly dismissed because her employer hadn’t considered furloughing her.
The dismissal of an employee who remained abroad at the start of the pandemic was automatically unfair on health and safety grounds.
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