As we are all aware, self-isolation is a means that the government has introduced in an attempt to protect others and reduce the spread of COVID-19.
As advised by the NHS, you would need to self-isolate if:
- You have any symptoms of the coronavirus (a high temperature, a new, continuous cough or a loss or change to your sense of smell or taste)
- You’ve tested positive for the coronavirus
- You live with someone who has symptoms or has tested positive
- You’re told to self-isolate by NHS Test and Trace or the NHS COVID-19 app
- You arrive in the UK from a country with a high coronavirus risk – see GOV.UK: how to self-isolate when you travel to the UK.
These are extremely important guidelines and must be adhered to; however, they can bring with them some implications for employers.
We all realise that if an employee needs to self-isolate, then this is not questionable. From 28 September 2020, the employer has a responsibility to ensure that no employee attends any place of work during their isolation period. They can work only from their place of isolation, i.e. their own home.
Should any employer ignore the isolation guidelines and allow a staff member to come into work before they should, they will now be liable. The penalty for such an offence is a fine of between £1,000 and £10,000.
In addition, it is also an offence for the employee not to inform their employer of their need to self-isolate, providing the start and end dates.