CIPD experts, leaders and practitioners tackle the key issues and questions around the pandemic
The spread of COVID-19, commonly referred to as the coronavirus, is an exceptional circumstance with ongoing ramifications for organisations, individuals and society on every level. As the situation continues to develop and change, the CIPD will provide updated advice, resources and guidance to support employers and people professionals in their response.
Chancellor Rishi Sunak has announced a new Job Support Scheme that will replace the furlough scheme from 1 November. Employees who are able to work at least a third of their normal hours will receive up to 77% of their normal salaries for six months under the new scheme. The government and the employer will jointly cover part of the employee's salary for the hours not worked. Our content will be updated as more details become available.
The UK Government has advised that office workers who can work from home should do so but in professions where homeworking is not possible, people should continue to attend their workplaces. The CIPD's factsheet, FAQs, return to the workplace guide and planner have been updated to reflect this information.
The UK Government has also announced new measures to support and enforce self-isolation. People on lower incomes who have been asked to self-isolate but cannot work from home will be supported by a payment of £500 for income lost as a result. New fines for those breaching self-isolation rules will start at £1,000 and could increase to £10,000 for repeat offences and for the most egregious breaches, including for those preventing others from self-isolating. This includes business owners who threaten self-isolating staff with redundancy for not coming to work. The CIPD's FAQ 'Is there any financial support for individuals in areas with high incidence of COVID-19 who can’t work from home but are required to self-isolate?' has more information.
Highlights from this page
This guide offers advice on supporting ethnic minority employees who are one group that have faced a disproportionate impact of COVID-19
Use our planner to help navigate the three key tests the CIPD urges businesses to meet
Understand how the COVID-19 pandemic and the Coronavirus Job Retention Scheme impacts on redundancy procedures
Answers to frequently asked questions to offer guidance in responding to the coronavirus disease, COVID-19
Employers’ responses to the COVID-19 pandemic prompts renewed thinking about working practices
New findings and analysis on the ongoing impact of the coronavirus pandemic on working lives
Vacancies including HR, recruitment, learning and development as well as management roles on the official CIPD jobs board
Resources and guidance to help you
Click on the icons below to see a list of relevant resources.
Need more help? CIPD members can call our Employment Law Helpline on 03330 431 217 to get advice on all aspects of UK employment law. Members are entitled to 20 calls per year (25 if you’re a Chartered member). The helpline is available 24 hours a day, 7 days a week.
We know that our members and customers are facing challenging times and we are here to help you. Due to a high number of calls we apologise that your wait time may be longer than usual. We appreciate your patience and will connect you to an expert adviser as soon as we can.
The coronavirus (COVID-19) outbreak is an exceptional event posing a significant threat to people’s health and huge financial disruption across the economy.
The UK Government has put in place an unprecedented package of support for both working people and businesses that will go a long way to protect livelihoods. However, it is vital the Government closes any loopholes to ensure money is made available to workers and firms facing immediate financial hardship as soon as possible.
Many organisations will need to manage or reduce workforce costs during the crisis, but it is important that decisions to make redundancies are taken as a last resort.
Maximising the use of the Government’s Job Retention Scheme, consulting with staff to agree temporary short-time working or changes to pay or benefits, are all ways that can be used to keep people in jobs.
Employers that continue to value their staff and treat them fairly, even under enormous pressure, are much more likely to retain the skills and people they need to bounce back once the crisis is over.
As a new virus, it’s still unclear how long the threat will last. Organisations must therefore continue to plan for months of disruption. It will be a crucial test of their agility and people support capability.
Employee health, safety and well-being during this time is paramount. Employers need to be proactive in protecting their people and minimising the risk to staff and business continuity. The people profession needs to be at the forefront of the plans and critical decisions being made about the workforce.
They must recognise that many of their people will be anxious about contracting or passing on the virus and how they might cope being isolated from friends, family and colleagues for long periods of time. Constant communication with the workforce and early action are key, including ensuring managers are trained to support employees’ continued well-being, both those in the workplace and those working from home.
Organisations have had to swiftly adopt agile and flexible working practices, but they must continue to review these methods to ensure the health of staff is protected and the technology being used is fit for purpose. Businesses must put people first in all decisions they make as it will stand them in good stead for long-term survival.