In this month’s Workplace Law we discuss the temporary change in the law regarding statutory sick pay (SSP) which now means that self-certification for sick leave (providing evidence of illness) has been extended from 7 days to 28 days. We look at the rising cases of the Omicron variant and how employers can prepare, and we also have 'part two' of our two part series relating to restrictive covenants.
Temporary change self-certification of sickness
A change in the law regarding statutory sick pay (SSP) now means that self-certification for sick leave (providing evidence of illness) has been extended from 7 days to 28 days. Previously, employees who are eligible to receive SSP are not normally required to provide medical evidence to their employer to support their absence for the first seven days of absence.
Omicron; how employers can prepare
If you had asked people in March 2020 whether we would still be battling the pandemic nearly 2 years later, most people would look at you in a state of shock; but here we are. At the time of writing, the number of cases in the UK of the new coronavirus variant, Omicron, had reached over 45,000.
Restrictive covenants in employment contracts – part two
In part one of our two part series on restrictive covenants last month we considered what a restrictive covenant is and some of the factors that a court will take into account when considering whether a restrictive covenant can be enforced or not