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Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Coronavirus restrictions lifted

Posted on: July 22nd, 2021 by Ginny Hallam

Here are the key considerations for employers following the lifting of coronavirus restrictions.

Working from home – the government is now recommending a gradual return to the workplace over the summer (as opposed to the work from home message). If maintaining flexibility is part of your future, you’ll want to take a look at our latest update series.

Self-isolation – if an employee tests positive or is contacted by NHS Track and Trace as having been in contact with someone who has tested positive, they are still required to self-isolate. If an employee is ‘pinged’ by the NHS Covid-19 app, there is no legal obligation to self-isolate, however government guidance is that they should still do so.

Health and safety concerns – whilst there is no legal requirement for an employee ‘pinged’ by the NHS Covid-19 app to self-isolate, requiring them to attend work raises the risk of transmission to a colleague or customer. In this event, you’re open to potential claims of negligence and constructive dismissal if an employee resigns on the basis of an unsafe workplace. We recommend insisting an employee does not attend work in these circumstances.

Get in touch if you need further support in managing anything we’ve outlined above.


This update is accurate on the date it was sent (22 July 2021), but may be subject to change which may, or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.