ABSENCE & PAY DURING THE CORONAVIRUS PANDEMIC

3rd November 2020

TYPE OF ABSENCE
Absence for self-isolation/ quarantine under Government or medical advice
RIGHT TO PAY
• Able to work remotely – entitled to usual pay
• Unable to work remotely but following main guidance on self-isolation (10 days with symptoms, or 14 days if in the same household as someone showing symptoms) – entitled to SSP until end of period or confirmation of negative COVID test
• Unable to work remotely and following medical advice to ‘shield’ because deemed by public health guidance to be ‘extremely vulnerable’ due to underlying health condition – entitled to SSP until end of period in their shielding notification. Shielding and SSP entitlement has been paused from 1 August, except where individuals are advised to shield in local lockdown areas
• Unable to work remotely and self-isolating for 14 days in accordance with notification from NHS test and trace system – entitled to SSP
• Unable to work remotely and self-isolating for 14 days after someone in their linked or extended household has developed symptoms or received a positive test result
• 3-day waiting period for SSP has been removed for incapacity related to coronavirus from 13 March onwards
• Otherwise no right to SSP if not unfit to work – so if unable to work remotely, no entitlement to pay unless contractual right to pay in this situation
• P{ay in all cases may be advisable (see best practice)
BEST PRACTICE
• Check contractual terms and any custom and practice.
• ACAS guidance: SSP where self-isolation due to symptoms, living in same household as someone with symptoms, or if advised by a doctor / NHS 111.
• Payment of full pay will ensure employees do not ignore advice and come to work, risking spreading the virus.
• Ensure employees are treated consistently.

TYPE OF ABSENCE
Absence from work due to compulsory 14-day self-isolation after returning to the UK from abroad
RIGHT TO PAY
• If sick – entitled to usual sick leave and pay entitlements (including SSP)
• No right to SSP if not unfit to work
• Able to work remotely – entitled to usual pay
• If not sick and unable to work remotely, no entitlement to pay – unless entitled under contract or policy (more likely if work-related travel)
BEST PRACTICE
• Talk to the employee and discuss the options, including whether it is possible to take extra paid holiday or unpaid leave
• If travel was for work, employee may reasonably expect payment – so consider continuing full pay to avoid grievances.
• Ensure employees are treated consistently.