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The dismissal of an employee was automatically unfair because she had made protected disclosures (whistleblowing) relating to her employer’s lax and inadequate implementation of their own COVID-19 protocols at her workplace during the early part of the pandemic.

An employee was unfairly dismissed after raising health and safety concerns about working during lockdown.

The Department of Health and Social Care has updated its advice for pregnant employees in light of the COVID-19 pandemic.

An employee’s fear of catching COVID-19 did not amount to a protected philosophical belief under the Equality Act.

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.