Looking after key workers
Watch a video and download the slides from our webinar on supporting the health and well-being of workers classed as essential
This guide will help HR professionals access all the relevant CIPD resources to support front line workers, generally defined as those employees providing essential services during the pandemic. The UK Government uses the terms ‘key’ and ‘critical’ worker in its guidance; these include health and social care workers, employees involved in food distribution, utilities and emergency services and those involved in the justice system (among others).
Many will have experienced particular challenges during the pandemic, and therefore may need specific support from their employers.
Employers have a duty to protect the health, safety and welfare of their employees. This includes mental health and wellbeing. For general information about health and safety at work, go to our health and safety factsheet.
Many employees have reported a decline in their mental health during the pandemic, and mental health charity Mind has found that front line workers have been particularly affected. Supporting mental health will be a long term consideration for HR and people managers both during and beyond COVID-19.
Many frontline workers will have been working long or additional hours during the pandemic, especially if employed in healthcare or other critical services. Remember under the Working Time Regulations, employees must always get adequate rest to support their health and wellbeing as well to ensure health and safety. You can find more information on the law relating to working time and rest periods in the CIPD factsheet and Q&As.
Normally, under working time legislation, employees should take their annual leave during the relevant leave year. However, during COVID-19 the government announced a temporary and immediate relaxation of the rules on carrying over untaken holiday to allow workers to carry over leave they have been unable to take due to Coronavirus into the next two leave years. This may mean that employees build up large amounts of annual leave or even Time Off In Lieu (TOIL) where employers operate such schemes.
Employees’ health, safety and wellbeing during this pandemic should continue to be paramount. Employers have a statutory duty of care for people’s health and safety, and to provide a safe place to work, but there is also a strong moral responsibility to ensure that employees feel safe and secure in their employment. Employers need to be proactive to protect their people and minimise the risk of the virus spreading.
Eligibility for Statutory Sick Pay (SSP) has been extended to those who do not have symptoms of COVID-19 but who are self-isolating, for example, due to NHS advice. The normal three day waiting period before SSP is payable has also been removed if the incapacity is due to COVID-19.
Employers should enable employees to self-isolate in accordance with the relevant guidance. This may include working from home (where the role permits), transferring employees to duties that can be undertaken from home, or paying SSP during the required period of self-isolation.
Employers may ask employees to be tested and vaccinated, which may be especially important for frontline workers. Employers cannot insist on vaccination, nor a test, without an employee’s consent. However, if it is critical for public safety or to protect others (such as a healthcare worker) it may be reasonable for an employer to request that they do so. If an employee refuses, the employer’s ability to respond will depend on the specific circumstances, and they may wish to seek legal advice. The best course of action will likely be for employers to encourage staff to be vaccinated and publicise the benefits.
Employers may also need to keep records on whether or not employees have been vaccinated. This will amount to sensitive personal data and should be managed in accordance with relevant policies and procedures for data handling and security.
The pandemic has fundamentally changed working arrangements. Some employees have been furloughed while others have been working from home for many months. Frontline workers have continued to go to work and many of them have done so under difficult circumstances and in drastically altered working environments. Combined with the potential of increased levels of stress and anxiety caused by the pandemic, it is possible that tensions between these different groups may lead to workplace tensions in the future.
The children of key workers are still able to attend school during wider school closures. A list of these workers are contained within government guidance. Although schools are open to these children, additional wrap-around care such as breakfast or after school clubs may not be available. Some schools have also set their own rules relating to the acceptance of children of key workers.
Employers can help frontline workers to find the right balance between looking after their children whilst also undertaking their critical work.
The pandemic has placed significant demands on most employees, especially frontline workers. Wherever possible their efforts should be recognised and rewarded. The term ‘reward’ usually refers to financial or similar benefits such as pay, bonuses and pensions. ‘Recognition’ is about the acknowledgement of high performance or contribution. Both reward and recognition can play a role in motivating, engaging and retaining employees.
Many frontline workers are working extremely hard during difficult circumstances and it is important to acknowledge their contribution to the organisation – and possibly to the wider society.
Effective internal communication is important for developing trust within an organisation and has a significant impact on employee engagement, organisational culture and, ultimately, productivity. During this uncertain time, effective communication and keeping in touch with employees is of paramount importance.
Employee voice is a key aspect of internal communication. It is the means by which people communicate their views to their employer and influence matters that affect them at work. It helps to build open and trusting relationships between employers and their people which can contribute to organisational success.
There is no general right for employees to take time off following a bereavement, unless it is the death of a child, where the bereaved parent (which is not limited to biological or adoptive parents) is entitled to take up two weeks paid leave. However, many employees will unfortunately have experienced a bereavement during COVID-19, and a supportive employer and manager can make a big difference to an employee experiencing grief. As a result of the pandemic people are also experiencing bereavement differently, with limitations on funerals and continuing social distancing measures, which can further impact bereaved employees.
DISCLAIMER: The materials in this guidance are provided for general information purposes and do not constitute legal or other professional advice. While the information is considered to be true and correct at the date of publication, changes in circumstances may impact the accuracy and validity of the information. The CIPD is not responsible for any errors or omissions, or for any action or decision taken as a result of using the guidance. You should consult a professional adviser for legal or other advice where appropriate.
Watch a video and download the slides from our webinar on supporting the health and well-being of workers classed as essential
Watch a video and download the slides from our webinar discussing how people professionals can best support staff dealing with anxiety and the psychological impact of COVID-19
This guide outlines considerations and provides advice on how mental health can be supported during the COVID-19 pandemic