WATCH: Damien McCarthy, founder of HR Buddy, on new guidelines that refer to vaccination status, despite employers not having access to staff vaccine information #TonightVMTV pic.twitter.com/25Dmnso7qp — TonightVMTV (@TonightVMTV) January 12, 2022
58% of women say they have experienced harassment in their workplace, 4 in 5
experienced sexualised comments being made towards them at work whilst 3 out of 4 say
they are not confident that they will not experience harassment in the future.
Wellbeing is going to be critical. People have been impacted in different ways. Some may have lost a love one, some may have struggled financially, a lot will have gotten used to doing things differently, many will have a different outlooks and sets of values out the other side of this. Parents who were working from home may see detachment issues with their young children, when they return to the office. Some will have thrived through homeworking, some will have hated it and although many employees will be happy to see restrictions lifted, there will still caution and a worry with regard to health & safety in the workplace as the restrictions may have eased but the threat of Covid-19 still remains in the background.
The GDPR issue with regard not being allowed to ask, learn or disclose vaccination status of employees is particularly awkward and almost conflicts with the safety, health and welfare act. But the pandemic has thrown up some confusing and difficult situations and it is no different when it comes to workplace relations and employment law.
To avail of Enhanced Illness Benefit, depending on your circumstances, the Department of Social Protection will accept: 1. Confirmation from the HSE that you have ordered an antigen test 2. Text message from the HSE that you are a close contact 3. Certification from your GP that you have symptoms of Covid-19 and/or are a probable source of infection. As has been the case to date, a positive PCR test result will also qualify for Enhanced Illness Benefit. A lot
How is COVID-19 affecting our mental health?
There are many factors to consider including the impact of the past lockdowns and ongoing restrictions such as social distancing and self-isolation.
The government’s statutory sick pay scheme will be phased in over a four-year period, starting with three days per year in 2022, rising to five days payable in 2023- and seven-days payable in 2024. Employers will eventually cover the cost of 10 sick days per year in 2025.
The PUP will be closed off to new applicants from 1 July,
After 7 September, the PUP will be gradually reduced on a phased basis by €50 a week.
A NEW CODE of conduct aimed to give workers the right to disconnect has been signed into effect from today.
The code of practice comes into effect immediately and applies to all types of employment, whether you are working remotely or not.
The new code of practice on the right to disconnect from work – covering phone calls, emails and switch-off time – is legally admissible.
Employers will face dilemmas never experienced before as attention turns to the Covid-19 vaccination programme. While widespread vaccination of the workforce might be desirable, it is highly unlikely that employers will be able to insist that all of their employees are vaccinated. Any employer who issues a mandatory instruction to an employee to be vaccinated is in unchartered waters and could be exposed to legal claims and employee relations issues. For employees who do not wish to be vaccinated, an