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Coronavirus (COVID-19)


This subtopic contains materials, commentary and analysis of the employment issues that may arise in relation to the coronavirus (COVID-19) pandemic and as a result of protective measures implemented in England.

Living with coronavirus in the workplace from 24 February 2022

Practice Note: Living with coronavirus (COVID-19) in the workplace from 24 February 2022 [Archived] provides an overview of the issues for an employer to consider when managing the workplace during the coronavirus pandemic, reflecting the government’s plan for living with COVID-19 from 24 February 2022 onwards, including in relation to self-isolation for those who test positive or have symptoms of coronavirus and their close contacts, testing, contact tracing, self-isolation support payments, statutory sick pay (SSP), obligations on workers and employers, and at-risk groups including those who are immunosuppressed or were previously considered clinically extremely vulnerable.

Living with coronavirus (COVID-19) in the workplace from 1 April 2022—FAQs

Practice Note: Living with coronavirus (COVID-19) in the workplace from 1 April 2022—FAQs [Archived] considers various commonly-raised questions about living with coronavirus (COVID-19) in the workplace following the removal of coronavirus-related measures from 1 April 2022, including:

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Latest Employment News

HMCTS announces delay in new ET practice directions implementation

HM Courts and Tribunals Service (HMCTS) has announced a delay in the implementation of new Practice Directions for Employment Tribunals (ET) in England, Wales, and Scotland. In an email circulated to national user group members, HMCTS advised that the Practice Directions, originally scheduled to coincide with the Employment Tribunal Procedure Rules 2025 on 6 January 2025, are now expected later in January 2025. The directions will introduce changes to the presentation of claims, responses, and statutory appeals, including restrictions on email submissions of ET3 response forms.

Lawyers warn skeletal zero-hours contract ban may backfire

Law360: A proposed reform to crack down on exploitative zero-hours contracts is so vaguely drafted that it is unworkable and risks backfiring on its aim to provide more stability for workers, lawyers and industry groups say.

ET Presidents explain how to approach existing Practice Directions and Presidential Guidance in light of new ET procedure rules

Employment analysis: Judge Barry Clarke, the President for the Employment Tribunals (England and Wales), and Judge Susan Walker, the President for the Employment Tribunals (Scotland), have published a joint letter, dated 18 December 2024, concerning the interaction between the current Practice Directions and Presidential Guidance documents and the new Employment Tribunal Rules 2024, which take effect on 6 January 2025.

Employment weekly highlights—19 December 2024

This edition of Employment weekly highlights includes: (1) a round-up of the key employment law developments in 2024 and what to look out for in 2025, (2) a joint letter from the Presidents of the Employment Tribunals for England & Wales and Scotland on how to approach existing Practice Directions and Presidential Guidance in light of the new procedure rules, (3) two Court of Appeal decisions on the extension of employment tribunal time limits, (4) an EAT decision examining the interplay between regulations 4(7), 4(8) and 4(9) of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE 2006), (5) a Court of Appeal ruling that claims that migrant workers were abused in Dyson’s Malaysian factories should be heard in Britain, (6) the IRLR Highlights for January 2025, (7) dates for your diary, and (8) other news items of interest to employment practitioners.

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