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.
Last reviewed: 5.25pm, 6 April 2020
Join our expert panel for this week's live Twitter Q&As focusing on coronavirus homeworking issues at 11am-12pm, Wednesday, 8 April. Use the hashtag #AskTheCIPD to follow the conversation and post your questions.
The Government has expanded its guidance on aspects of furloughing including more details on eligible employers, eligibility for different kinds of employment relationships, those with childcaring responsibilities as well as clarification on what is included in 'regular wages' and dealing with benefits in kind.
The CIPD is running new webinars bringing together experts, leaders and practitioners to tackle the key issues and questions around the coronavirus pandemic. The latest webinar on protecting staff health and well-being can now be viewed on demand with accompanying slides available as a download. The previous webinar on the new furlough leave can also be viewed as a video.
Highlights from this page
Answers to frequently asked questions to offer guidance in responding to the coronavirus disease, COVID-19
Use our questionnaire and guide to help prepare and support your staff to work from home
CIPD factsheet on how to support your business and workforce through a global health emergency
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.