Pictured above: Michelle Chamberlain, Employment Law
specialist at Thursfields Solicitors
Despite a recent plateau in the number of newly diagnosed swine
flu cases, a big surge in infection rates is expected in the autumn
and the knock-on effect to the business community could be
significant. But HR professionals may also need to be
prepared to tackle panic as well as pandemic in the workplace.
Swine flu, or influenza A(H1N1) is a new virus and one to which
most people have no or little immunity. Consequently, this
virus could cause higher levels of infection than are normally seen
with seasonal flu.
Michelle Chamberlain, an Employment Law specialist at
Thursfields Solicitors, based in Worcestershire with offices in
Worcester, Kidderminster and Stourport comments:
"Businesses will need to prepare for the possibility that
unusually high numbers of staff may take time off having contracted
the flu virus or because they need to care for sick dependants.
Equally, employers may need to restore a sense of perspective
in the workplace about the risks of infection and, in particular,
ensure that employees continue to respect their colleagues' privacy
in relation to any reasons for absence. A measured approach
is called for which should take account of the following:
• Employers should be mindful of health and safety
obligations - clear communication with staff will encourage a sense
of perspective and help to quell any panic. The Department of
Health has produced guidance that could be circulated to employees
to help raise awareness about the symptoms of the virus.
• Whilst absence is disruptive to the workplace, infected
staff should be told to stay at home until fully recovered rather
than struggle into work.
• Special consideration may need to be given to particular
groups, such as pregnant workers, although current Government
advice is for pregnant women "to carry on life as normal."
• Employers should reinforce good hygiene practices and
ensure appropriate cleaning processes are adopted within the
workplace.
• Businesses may wish to implement or review business
continuity plans in the event that, for example, school closures
take place which may prevent working parents from attending work.
This may include looking at home working arrangements.
• Employees should be reminded to respect their co-workers'
right to privacy and not speculate as to any reasons for absence.
The Health Protection Agency has produced guidance for
businesses on dealing with the risks and provides a sample risk
assessment. This can be downloaded at:
http://www.dh.gov.uk/en/Publicationsandstatistics/Publications/PublicationsPolicyAndGuidance/DH_097137