ProAktive Training (online): How to manage a redundancy process

Course date: 25th November 2020

Course outline: this practical online event provides an overview of managing a redundancy process.

Course structure:

– Define redundancy
– When does redundancy arise and the importance of a clear business plan
– What does the redundancy process look like and what should be considered


Cost: £60+VAT

Venue: Virtual, via Zoom – a link to join will be sent to delegates
Start: 9.30am
Finish: approx 11am

If you are interested in attending the above training session please confirm your interest here or call Kris Kerins on 01302 346825.

Coronavirus Update for Schools: 5th November 2020

The Department for Education (DfE) have issued new guidance on the safe operation of schools during this new period of lockdown which commences from 5th November 2020. The full guidance is here:



The majority of the controls that you have in place will continue to be required and should not be changed. The changes required due to the new restrictions can be summarised as follows.


Facial coverings – The DfE guidance remains unchanged. Facial coverings should be worn by all persons in Secondary settings in all communal areas and corridors. Primary schools have the discretion to implement this for adults if they choose to do so. Our recommendation, however, is to implement the wearing of facial coverings by adults in all settings, and by all children from Year 7 upwards, in order to mitigate the risk of the spread of infection between bubbles. These should be worn in communal areas and corridors. Wearing of facial coverings in classrooms is still not recommended at this time. Teachers are reminded of the recommendation to maintain 2m separation wherever possible.


Persons who are vulnerable – The guidance around those who were previously classified as Clinically Extremely Vulnerable and Clinically Vulnerable have now been clarified.


For the period of this lockdown, those adults classified as Clinically Extremely Vulnerable should now work from home wherever possible. If this is not possible then they should remain at home for this period. Students who are classified as Clinically Extremely Vulnerable should not attend any school, nursery or childcare setting for the duration of this lockdown.

We would recommend that all persons previously categorised as Clinically Extremely Vulnerable check with their GP to ensure that they are still required to remain in this category at this time.


All other persons, including those who were previously classified as Clinically Vulnerable, and those living with persons classified as Clinically Extremely Vulnerable should continue to work and attend school as normal. For these persons, however, we would recommend that you implement additional hygiene and cleaning systems. This should include more regular cleaning of contact points within their areas of the school and increased social distancing if possible.


Sports, Music, Wraparound Care and Home Tutoring – These activities can continue with the current controls that are in place. We would advise schools to ensure that any external providers, such as sports coaches, peripatetic teachers, or those persons who might attend multiple settings, are subject to additional controls including social distancing, increased hygiene and cleaning.


We appreciate that these are very trying times and that there is a requirement for schools to implement any changes, which should be reflected by a change in your risk assessments, by Monday 9th November. If you need assistance and advice at this time, please do not hesitate to contact ProAktive where our consultants will provide practical advice.


Coronavirus Update: November 2nd 2020

You will no doubt be aware that the UK Government has announced that from 5th November 2020 until 2nd December 2020 further restrictions will be implemented to control the spread of Coronavirus. These new controls are likely to have a significant impact on our lives for the coming weeks and we will attempt to summarise the key points for businesses in this post.

General Controls
All persons who can work effectively from home must now do so. In his announcement, the Prime Minister specifically mentioned Construction and Manufacturing as two sectors where, for some roles, working from home is not practicable and that he wanted such sectors to continue to operate. For companies that cannot work from home effectively, maintaining a ‘COVID Secure’ workplace (see our previous update here: is essential. The HSE are actively checking workplaces, and we expect this to continue.
Travel for businesses may continue, however this should be limited to journeys that are essential. Any meetings that can be done remotely can and should be undertaken remotely. For those required to travel, we would recommend that an assessment be made on arrival to ensure that social distancing can be maintained, and that any additional measures are known and can be implemented, such as the wearing of facial coverings. If these cannot be assured, then the meeting should not continue.
Those persons who were previously classified as ‘Clinically Extremely Vulnerable’ should now work from home for this period. If the work undertaken by these persons is not possible at home, then they are advised not to go to work. For those who are unable to work from home the current Government advice suggests that people within this category may be eligible for Statutory Sick Pay (SSP) or Employment Support Allowance, however the full guidance is not being published until  Monday 2nd of November. The Government have confirmed that they will write to everybody who is clinically extremely vulnerable to set out detailed advice while the new restrictions are in place.  If you are concerned that any of your employees may fall within this group, then you should discuss this with them. 
Those persons who were previously classified as ‘Clinically Vulnerable’ are still permitted to attend work where it is not possible for them to work from home. They must, however, be careful to follow all rules and minimise contact with others. They should also increase hygiene measures, such as handwashing, and companies must maintain frequent cleaning of areas that they may come into contact with in the workplace. We would strongly suggest that social distancing be enforced for this category of person.
Specific Controls
Unfortunately, the Prime Minister has announced that some businesses must close completely for the duration of this period. These businesses are:

  • All non-essential retail businesses including, but not limited to, clothing and electronics stores, vehicle showrooms, travel agents, betting shops, auction houses, tailors, car washes, tobacco and vape shops. Non-essential retail businesses that operate as delivery or click and collect can continue to operate.
  • Indoor and outdoor leisure facilities such as bowling alleys, leisure centres, gyms, swimming pools, golf courses and driving ranges, dance studios, stables and riding centres, soft play areas, climbing walls and centres, archery and shooting ranges, water and theme parks.
  • Entertainment venues such as theatres, concert halls, cinemas, museums and galleries, casinos, adult gaming centres and arcades, bingo halls, bowling alleys, concert halls, zoos and other animal attractions, botanical gardens.
  • Personal care facilities such as hair, beauty and nail salons, tattoo parlours, spas, massage parlours, body and skin piercing services, non-medical acupuncture, and tanning salons.

Some businesses have restricted working practices enforced for this period. These are:

  • Hospitality venues like restaurants, bars, and pubs. These businesses must close but can still provide takeaway and delivery services. Takeaway of alcohol will not be allowed.
  • Hotels, hostels, and other accommodation. These businesses should only open for those who must travel for work purposes and for a limited number of other exemptions which will be set out in law over the coming days. Please note facilities within these establishments which are required to close such as soft play, gyms, swimming pools, must close. Weddings and civil partnership, including the receptions for these events, will not be permitted to take place. Although funerals are permitted, any reception following the ceremony is not permitted.

The government is making some exceptions to the restrictions above. These are made with the intention to maintain childcare and support groups. The exceptions are:

  • Support groups that are essential to be delivered in person. These are permitted with up to 15 participants to provide mutual aid, therapy, or any other form of support. This includes support to victims of crime, people in drug and alcohol recovery, new parents and guardians, people with long-term illnesses, people facing issues relating to their sexuality or gender, and those who have suffered bereavement.
  • Schools, nurseries, and universities can remain open. Controls to ensure a COVID Secure environment must be in place and must be adhered to. The HSE are actively engaged in monitoring these measures and we expect these to continue.

In order to facilitate the closing and restriction of businesses the Coronavirus Job Retention Scheme (CJRS) – also known as the Furlough Scheme – has been extended until 1st December. The level of the grant will mirror levels available under the CJRS in August, so the Government will pay 80% of ‘normal’ wages up to a cap of £2,500 for any unworked hours under the flexible furlough scheme excluding Employer National Insurance Contributions (NICs) and pension contributions, which the Employer must pay.  Under the current CJRS, flexible furloughing is allowed, in addition to full-time furloughing.  Further details, including how to claim this extended support through an updated claims service, will be provided by the Government shortly.  The Job Support Scheme which was due to be introduced from the 1st November will now be introduced following the end of the CJRS. 
We appreciate that these are extremely trying times and that the restriction imposed may have a considerable impact to your organisation. Please be assured that our Insurance, Human Resources, and Health and Safety Consultants at ProAktive are all available to assist in any way possible. You can reach them on:

Doncaster 01302 341 344

Sheffield 0114 243 9914

Immigration and Brexit Update (at least it’s not Covid-related)

Not every important update this year is related to the virus! Businesses need to keep a watchful eye over other major changes associated with the UK exiting the European Union on 31st December 2020.

Our June Update, focused on what the new immigration system would look like and the legislation that was working its way through parliament.

Whilst the legislation is still progressing, and is therefore subject to changes, it is important to now think about what your business should be doing practically to make sure you do not incur any penalties.


Right To Work Checks

Companies have a legal obligation to check that ALL employees have a right to work in the UK BEFORE they start employment with the Company and record evidence of these checks. A list of what documentation is acceptable can be found here: List of Acceptable Documentation but for most people a copy of their British Passport will be enough. (We would recommend taking a copy of the photo page, dating it and confirming that you had checked it for validity.)

Going forward for those who do not have a British Passport, accepting a copy of their European Passport may not be enough (it will not be acceptable after 31st December 2020). Whilst the Government has said that they do not expect employers to re-check employees, this would seem prudent particularly where you do not have a Right To Work check on file at the moment.

Practical Measure – Add a Right To Work check on to your induction checklist. In your offer letters, confirm that employment will be subject to them providing valid documentation proving their right to work in the UK.


EU Settlement Scheme and EU Workers

A recent survey of EU workers found that approximately 50% of EU workers still didn’t know about the scheme and therefore hadn’t applied for Settled or Pre-Settled Status through the Settlement Scheme.

It is important to note that you should not be giving immigration advice as this is a regulated activity however, you can share information on the scheme with your employees directing them to where they need to go to register. There are numerous resources such as leaflets and posters which can be found here: Employer Resources Toolkit

The dates that you need to be aware of are:

  • 31st December 2020 – this is the last date that EU workers can arrive in the UK without having to go through the new immigration process, which will require sponsorship and or a visa
  • 30th June 2021 – This is the last date for EU citizens who have lived and worked in the UK prior to 1st January 2021 to apply through the settlement scheme. It has been reported that this is a hard deadline and anyone failing to have obtained settled or pre-settled status by this date will lose their right to live/work in the UK.

Practical Measure – Conduct an audit of your current employee files. Do you have documentation proving their right to work in the UK? If the answer is no, get the required documentation from the employee. If you have EU workers, you can speak to them about whether they have applied through the scheme, they may have confirmation letters/emails proving that they have settled or pre-settled status which they may share with you and you can save on file.


Penalties and Fines

The Government have spoken about their commitment to tackling immigration and the penalties and fines reflect this. If you are found guilty of employing someone who you knew or had ‘reasonable cause to believe’ did not have the right to work in the UK, you could face up to 5 years in prison and face an unlimited fine.

This would include if you had any reason to believe that:

  • They did not have permission to enter or remain in the UK
  • Their leave had expired (important for June 30th 2021)
  • They were not allowed to do certain types of work (will be affected by their VISA)
  • Their papers were incorrect or false

Most employers are unlikely to face the jail time or unlimited fine however you can also be penalised for not doing the checks or if you did not do them properly. In these instances, you may receive a ‘referral notice’ which can be accompanied with a Civil Penalty notice of up to £20,000 for each illegal worker. If you are an employer who will be looking to sponsor employees from the EU to come and work for you through the VISA system, this may also lead to you being blacklisted and they may revoke the status of all the other employees who you are currently sponsoring.


Final Comments

We are already finding that auditors are looking at Right To Work checks and companies who have to tender for work may have to declare that they have checked all employees for their Right To Work. We have even seen certain PQQ’s request Recruitment and Right To Work Policies.

Ultimately all it takes is a quick check before finalising someone’s employment to negate what can be a particularly high risk.

If you have any queries about conducting Right To Work Checks or any other employment issues, please contact the team on 01302 346 825.

By Kris Kerins BSc (Hons) PGC (Tech Mgmt)HR Business Partner

The 3 Tiers: A summary of your business position for each

You will be very aware that the UK Government has now implemented a three tier system in order to control the spread of Coronavirus at a time where the number of infections and hospital cases are increasing. This has undoubtably caused confusion as nothing seems to be straightforward at the moment! Happily though, the picture for businesses largely remains unchanged for the majority of cases. We thought it would be useful, therefore, to just summarise the business position for each of the three tiers:


  • Tier 1 – Medium Risk – If employees can work from home then they should do so. If work cannot be undertaken at home then employers must provide a Covid Secure workplace. Pubs, bars and restaurants must close at 10pm and groups must be limited to 6 or less.
  • Tier 2 – High Risk – If employees can work from home then they should do so. If work cannot be undertaken at home then employers must provide a Covid Secure workplace. Pubs, bars and restaurants must close at 10pm and groups indoors must not mix with anyone from outside of their household or support bubble. Groups outdoors can be from multiple households but are limited to groups of 6.
  • Tier 3 – Very High Risk – If employees can work from home then they should do so. If work cannot be undertaken at home then employers must provide a Covid Secure workplace. Pubs and bars must close from today (Wednesday 14th October) unless they are serving substantial meals, such as a main lunchtime meal or evening meal. Alcohol may only be served as part of a meal. Groups indoors and outdoors must not mix with anyone from outside of their household or support bubble. In addition, casinos, betting shops and adult gaming centres will also be closed along with indoor gyms, fitness and dance studios and sports facilities (with an exemption for organised indoor team sports for disabled people and children’s activities).



As you can see for the majority of UK businesses, there are no changes from the current guidance. What is important, however, is that you ensure that your workplace is Covid Secure. This means that you:


  • Ensure that Social Distancing is in place and enforced. 2m separation should be the norm, however if this is not practicable then 1m+ can be used. This means that facial coverings must be worn at all times when 2m separation cannot be guaranteed. You need to consider the use of one way systems to minimise close contact during entry and exit from the building.
  • Cleaning, hygiene and handwashing should be increased. You will need to increase the frequency of cleaning of high contact areas (door handles, light switches, kitchen areas, toilets etc.). Handwashing facilities including running hot water and soap.
  • Provide information to your employees. Ensure that you have the Covid Secure poster displayed for your employees and visitors to see. There are a number of free posters from Public Health England that can be used to provide information throughout your workplace. Also make sure that they fully understand any adjustments that you need them to make in order to ensure that the workplace is safe.
  • Risk assessment – make sure that you have a Covid-19 risk assessment and that this is amended regularly to ensure that it is up to date.


All business should ensure that they are also complying with their sector specific advice. If you need specific advice for your situation, please do not hesitate to contact our Risk or HR consultants who are here to assist you in these difficult times. Call 01302 341 344.

What is ‘normal’ anyway?

In psychology and psychiatry, normal means average or typical, but we too easily think of it as a synonym for how everyone is supposed to think and feel.

Today marks day 141 of the new ‘normal’ and we all think and feel very differently about the world than we did a few months ago.  In this uncertain world, one thing I am certain of is that no-one would have thought in March that ‘lockdown’ restrictions would still be dictating the way we live our lives in October! With the ever-increasing growth in social media conspiracy theories, the regular news updates and the general chatter amongst friends, families and colleagues, we may be struggling to see light at the end of the tunnel.

Changes can be challenging for any business and at ProAktive we are here to help you embark on this journey and hold your hand through the process – metaphorically speaking, of course. Please keep your distance!

Given businesses are now being encouraged (again) to allow staff to work remotely where possible, here is a summary of the key points you will need to consider to ensure your policies are still protecting your business and you are protecting your staff.


  • Are your premises now unoccupied for periods of time?  If the circumstances have changed surrounding the occupancy of your workplace, whether this is in terms of business hours or previous tenants ceasing to trade, please notify your broker/insurer immediately.


Computer Equipment:

  • Are staff now taking home computers and other office equipment to continue their roles remotely? If equipment is no longer located within the premises, please also notify your broker to ensure your policy is extended to provide ‘All Risk’ cover.


Cyber risk:

  • Are you covered for a cyberattack? Such attacks are on the rise, making it more difficult for businesses to operate safely since many have moved to remote working.


Legal liabilities:

  • Are staff now working alone to comply with social distancing guidelines? With reduced supervision and changes to working procedures, insurers expect to see a rise in manual handling claims.
  • It is important to ensure your staff still appropriately trained and have the correct skills and knowledge to complete the tasks at hand.


If you would like further advice or wish to talk to us about any area of commercial insurance and/or risk management, please contact us on 01302 341 344 or 0114 243 9914.

By Beth Johnson Cert CII – Commercial Account Handler

Fire safety during Covid-19

We are now seven months into the pandemic and most of you are beginning to navigate your way through the barrage of information and apply controls to reduce the risk in the present situation.

Some of the circumstances that we have observed, of how covid-19 controls are being applied to fire safety would benefit from a review of their suitability.

These include

  • Does fire safety law apply in the current Covid-19 situation?

Yes, the Regulatory Reform (Fire Safety) Order 2005 still applies and we are required to ensure the risk from fire is identified and suitable measures are implemented.

It is essential that Fire Risk Assessments are undertaken or reviewed where there are significant changes in ways of working or processes. These may include reduced or increased staff numbers, parts of the premises being closed and greater material storage.

  • Fire doors taped or wedged open to prevent transmission

There is a real possibility that some organisations are putting persons at risk from fire and may experience the whole of their building being destroyed through this practice. The instruction from the National Fire Chiefs Council, South Yorkshire Fire and Rescue as with other FRS is Do not wedge open fire doors.


We know people are worried the virus may be transmitted via surfaces that are regularly touched such as door handles. We cannot stress enough how important it is to NOT wedge open fire doors. We ask you to focus on cleaning door handles/ push plates regularly or, if your premises are equipped with automatic fire alarm systems, suitable hold open devices that release on activation of the fire alarm. Fire doors are a very important part of protecting people within a premises.

Note that Government guidance does for specific sectors, for examples SCHOOLS, permit the practice of wedging open doors (unless fire doors) to maintain and increase the supply of fresh air to reduce transmission.

  • No fire safety trained staff in attendance due to home working and self isolation

It is the Owner’s / Employers / Person In Control of the Premises responsibility to ensure there are sufficiently trained staff to assist them in managing fire safety.

It is important that all persons who may be working at the premises are given fire safety training relevant to their role, responsibilities and needs in event of fire. You should review the current level of training against each individual and update where required – this is essential for any occupants who may not be familiar with your premises.

Employers should continue to undertake and review their Personal Emergency Evacuation Plans (PEEPs) for their staff. This is particularly crucial in the care industry where residents may rely on staff to instigate evacuation measures.


In any case, procedures should be reviewed so that they accurately reflect the staff available. Such reviews must carefully weigh the risks from fire and the ability of such businesses to operate safely.

You also need to ensure all persons are familiar with evacuation procedures and any role they are required to carry out during an evacuation.

  • Large stocks of hand sanitiser with large alcohol contents

Hand sanitiser has become a very popular – and very necessary – hand hygiene product, preventing the spread of germs and harmful bacteria. It is now widely used in many settings and lots of people even carry hand sanitiser with them so they can keep their hands clean, particularly when they don’t have access to soap and water

Whilst Fire chiefs have debunked the myth that hand sanitiser can catch fire in hot cars, most hand sanitiser products contain a high volume of alcohol (60-95%) concentration

But the necessarily high alcohol content of hand sanitiser products also means you should be aware of its potential as a fire hazard. Typically the manufacturers of some hand sanitisers state that they have a flash point around 190C classifying them as highly flammable or in the 200C’s classifying them as flammable liquids.

Hand sanitisers should be stored as per highly flammable / flammable liquids. Check the manufacturers information (MSDS).

Need help?

If you have a specific question about fire safety within your premises during Covid-19 contact ProAktive or your Local Authority Legislative Officers. All of us will be happy to help you.

By Ian French CMIOSHRisk Consultant

Does your HR documentation support your business?

2020 has been an interesting year so far, full of uncertainty and is likely to remain unpredictable as we continue towards 2021.

Now more than ever, it’s important to ensure your HR documentation supports the decisions you make and provides protection from the pitfalls that can often be associated in times of change.

Contracts of Employment

As of April 2020, it is a legal requirement to supply every new ‘worker’ with a detailed written statement of particulars (often captured in a Contract of Employment) on their first day of work.

Not only is this a legal requirement but often it is the contractual agreement you have in place which governs how changes to the way you work are dealt with.

Employee Handbook

Your Employee Handbook is the document which sets out the policies and procedures which you expect employees to adhere to and makes clear what the consequences may be if these policies are not followed. Without clear documentation in place, it can become difficult to address problems when they arise.

Induction and Right to Work checks

With Brexit fast approaching, it’s important to make sure that formal induction processes, which include ‘Right To Work’ checks are carried out and recorded adequately. The penalties for employing someone who doesn’t have the right to remain and work in the UK can be severe (including possible jail time and fines up to £20,000) therefore the risk applies to all businesses.

ProAktive Document Review

One way that ProAktive can support your business is by carrying out a full HR document review.

We will look at your contracts of employment, Employee Handbook and Induction Documents to ensure they meet the latest legislative requirements and provide maximum support for your business. Where you don’t currently have documentation in place, we will provide you with a suite of documents which you can utilise within the business.

If you would like more information on this service or other ways in which the HR team can support your business, please contact Louise Turner or Kris Kerins on 01302 341 344.

What does Covid-19 mean for your liability insurance?

Covid-19 continues to change everyday life, with new restrictions and practices coming and going on almost a daily basis. Businesses have seen dramatic changes to their working practices and have had to adapt these rapidly to an unprecedented and unexpected situation.

With any dramatic change comes new challenges and unseen, unintended consequences, and the insurance world is no different. Liability insurers are already starting to predict what the consequences of these changes will be for injury claims.

The expectation is that the market will begin to see a shift in the areas where employees and third parties will make claims against businesses, many of these related to how businesses have been forced to adapt to the added pressures of keeping both workforce and public safe from Covid-19. Indeed, some insurers are already seeing increases in ‘ambulance chaser’ solicitors advertising services for Covid-19 related claims!


There are several key areas insurers have already identified:

  • Insurers expect there will be a rise in manual handling injuries arising from lone working or distancing rules, citing a lack of supervision or appropriate training for rapidly changing processes.
  • Home working claims may also rise as employers come to grips with a new way of working, as employees may look to claim for injuries in the home while on work time or face musculoskeletal injuries from inadequate workspaces and set ups.
  • Respiratory illnesses will undoubtedly increase from workforce and public alike, not just from the immediate consequences of Covid-19 diagnosis, but also the latent long-term effects which continue to become apparent
  • Psychological injuries, in particular occupational stress and mental health, are likely to rise especially as awareness towards mental health issues increases, as employers struggle to see the signs of stress remotely and employees may be worried about coming forward with issues surrounding their workloads for fears of job loss
  • Third Party claims from the public, especially in relation to known property defects or perceived lack of Covid-19 protections, are also expected to rise as the economy continues to struggle, with a reduction in jobs and income making people more willing to claim where they may not have done so before, especially if solicitors advertising for Covid-19 related claims becomes the norm

What can be done to help mitigate these claims?

  • Update current risk assessments to accommodate new working practices and ensure personal protective equipment and now working practice training is given and recorded as appropriate
  • Ensure your accident books are filled out fully and kept up to date and obtain any witness details you can where reasonable and possible
  • Keep relevant documentation to show you have been keeping up to date with Covid-19 guidance and implemented changes and protections as required
  • Ensure risk assessments are undertaken for those now working from home, to make sure their working environment is as comfortable as possible and that employees have the correct equipment to work safely and effectively
  • Retain frequent contact with employees – video calls, while potentially unpopular, may mean it is easier to read body language and see the signs of stress
  • Regularly inspect your property and Covid-19 protections, log any defects, and ensure maintenance or any required action is undertaken in as timely a manner as possible.

If you would like to talk to ProAktive about your commercial insurance requirements, you can contact us on 01302 341 344 or 0114 243 9914. 

By Sam Harby Dip CIICommercial Account Handler

Covid-19 Update 23.09.2020

Yesterday the Government once again introduced new measures to tackle the rise in Coronavirus cases.

During his address the Prime Minster was keen to make it clear that this was not a general instruction to stay at home and that we are not returning to a full a full lock down, like the one in March. The new measures will, however, have an impact on how businesses trade and the way in which employees work.

So, what has changed?

  • Office workers who can work from home should do so.
    • In all professions where homeworking is not possible, such as construction or retail – people should continue to attend their workplaces.
  • From Thursday all pubs, bars and restaurants must operate table-service only, except for takeaways.
  • All hospitality venues must close at 10pm. This means closing and not just calling for last orders. The same will apply to takeaways – though deliveries can continue thereafter.
  • The requirement to wear face coverings is extended to include staff in retail, all users of taxis and private hire vehicles, and staff and customers in indoor hospitality, except when seated at a table to eat or drink.
  • In retail, leisure, tourism and other sectors, the Government’s Covid-19 secure guidelines will become legal obligations. Businesses will be fined and could be closed if they breach these rules.
  • From Monday 28th September, a maximum of 15 people will be able to attend wedding ceremonies and receptions with up to 30 people being able to attend a funeral.
  • The rule of six is extended to all adult indoor team sports.
  • The reopening of business conferences, exhibitions and large sporting events will not go ahead as planned from 1 October.
  • The penalty for failing to wear a mask or breaking the rule of six will now double to £200 for a first offence.

What remains the same?

  • Schools, colleges and universities will stay open.
  • Businesses can stay open in a Covid-19 compliant way.
  • The rule of six remains in place.
  • The Government will continue to act against local flare-ups, working alongside councils and strengthening measures where necessary.
  • Those who were previously advised to shield do not need to return to shielding – except in local lockdown areas – and this will be kept under constant review.

The Government has advised that unless anything changes, we should assume that the restrictions announced are likely to remain in place for the next six months.

These updates may result in the need for you to review working practices and require changes to current Coronavirus Risk Assessments. Equally employees will no doubt have questions about what this means for the way they work. Businesses should consider if employees who have previously worked from home should now return to this or if there are roles in business where working from home is possible. Communicating with staff about the action the business is taking in response to the new measure may help to alleviate concerns employees have.

If you need support on the impact any of these changes may have to your business we will be happy to help. Call 01302 341 344. 

By Louise Turner Dip Mgmt (Open) Assoc CIPDHR Business Partner

and Rachel Cuff CMIOSH Risk Consultant