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Employees want to travel to Coronavirus affected area on holiday - can I ask them not to?

Lola

Hello

A manager has mentioned that two of their team members have a booked holiday to one of the badly hit areas of coronavirus. We are leisure facility that cater for all ages and abilities. The two employees jobs are such that they can not work remotely. 

some members of staff are aware of the employees holiday and are already apprehensive that they may come back with the virus. Any advice on how to handle this will be greatly appreciated.

Thanks. 

Parents
  • Thanks Peter and Keith.

    To put things in a bit of perspective. We have several people visiting our facility for one form of sporting activity or the other. Some of these people are children, those recovering from medical conditions that have been advised to try out some form of fitness activity, etc.

    We also offer enhanced sick pay for staff after probation. The staff have been with us for a while, so if they come and have to be isolated/sick with the virus, they know they can claim this.

    I had advised the manager to remind them of the risk they are exposing themselves to by going for the holiday and the potential impact for other employees and our customers. But what I would like to know is if the enhanced sick pay can be withdrawn, if they go into quarantine/get the virus - as it is a premeditated decision on their part to go to a high risk area.
  • in reply to Lola
    Hi Lola, we've made the decision that if an employee chooses to travel to one of these areas then they will not be paid company sick pay when/if they have to self-isolate as a result of their holiday.

    Our Company Sick Pay clearly states that is paid at the discretion of the company any way and it is not contractual.

    Given that it is not only employers with H&S responsibility it is the employees as well to ensure their own H&S and not to put themselves or colleagues at risk, then we have reached the decision that this is a fair approach.

    We've encouraged staff to speak to their manager before any travel and to monitor the situation closely.
  • in reply to Gemma
    If I knew you werent going to pay me to self isolate I would (a) either attend work (potentially) or (b) self certificate for some other reason to get sick pay (especially as potentially to self-certificate maybe increased to two weeks.

    Unfortunately this ones potentially a game changer in our flexibility and approach to things.
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  • in reply to Gemma
    If I knew you werent going to pay me to self isolate I would (a) either attend work (potentially) or (b) self certificate for some other reason to get sick pay (especially as potentially to self-certificate maybe increased to two weeks.

    Unfortunately this ones potentially a game changer in our flexibility and approach to things.
Children
  • in reply to Keith
    I've just advised my Director the same thing - while it might seem daft to us to still travel to an affected area, if travel advice doesn't outright state they can't go, then I'm not sure its fair to take the stance that its their own fault if they have to self-isolate and therefore lose out on sick pay, especially as you say Keith, they will probably just come in to work or use another excuse and get a fit note for "work related stress [of not getting paid for following official advice, before and after their holiday]"

    Plus, I'm thinking of the impact in general if Bill has to come in to work because he couldn't afford to self-isolate and does actually have it and spreads it around.....