2022 started like 2021 – bringing in the New Year with a COVID-19 variant on the rise. But this time around, with the role out of the vaccines made available to all, many employers now face the difficult decision of how to deal with their unvaccinated staff.
How are unvaccinated workers affected in their workplace?
A few large companies have decided how they are handling their unvaccinated employees. Many are currently struggling with mass staff absences and increasing costs.
Starting this week, Wessex Water, a water supply, and sewerage utility company serving an area of South West England has cut the sick pay of its unvaccinated workers.
Furniture giant Ikea has also cut sick pay for its unvaccinated staff who need to self-isolate because of COVID-19 exposure and, in some cases, for workers who test positive.
If an unvaccinated worker, who does not have mitigating circumstances, tests positive for COVID-19, they will be paid in line with company sick pay.
However, if these unvaccinated workers (without mitigating circumstances) are required to self-isolate after being identified as being in close contact with someone who has COVID-19, they will receive the minimum Statutory Sick Pay (SSP) of £96.35 a week.
Currently, average wages at Ikea are between £400 and £450, depending on location. As is the case at many organisations, employees get enhanced sick pay.
The company recognises that this move may come off as controversial to some but said its policy needs to evolve with the developing circumstances.
What is the Government’s self-isolation guidance?
Whether you are vaccinated or not, the self-isolation period is relaxed to seven days if you test negative on a lateral flow 24 hours apart – beginning from day six onwards. Plus, if you have had two vaccine doses, you do not have to self-isolate if you encounter someone with a positive case.
However, the guidance is unchanged for unvaccinated contacts of positive COVID-19 cases. They must still self-isolate for 10 full days after their date of exposure to the virus, whether they test positive or not.
Ola McGhee, one of our Employment Solicitors said:
“Several businesses are already implementing these measures and, there is a risk there.
“Any rule or practice that requires employees to be vaccinated could be challenged as discriminatory.
“An example of this is that certain ethnic groups are unlikely to be vaccinated. Additionally, there are women frightened of affecting their fertility or pregnancies. These sections of society are less likely to be vaccinated.
To ensure you do not face these risks, contact us today.