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Coronavirus: what contingency plans are you putting in place?

Steve Bridger

We've had a discussion thread already touching on the Coronavirus (COVID-19), but things have moved on a bit and we'd like to ask members to use this space to share initiatives and plans around managing the coronavirus threat in your organisation.

Please refer to the CIPD factsheet for current guidance and also the latest information on the GOV.uk website.

The CIPD has been asked to speak on national news channels* about what businesses can be doing to manage issues affecting employees, such as flexible working, A+B teams coming into work, school closures, business travel etc.

*If you are happy to speak to the media, who are looking for real examples of businesses taking action, please let us know as we do sometimes get asked to recommend companies who could be featured. To reassure you, this is a closed thread and no-one can see it except CIPD staff and CIPD members. 

We’re well placed to help if you have any questions... and we’re interested to hear what actions you’re taking in your own organisations.

Please share below. Thanks.

UPDATE: 10th March 2020

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  • Hi All,


    I was after some advice on a couple of scenarios please...

    My company are looking at only paying statutory sick pay if it is related to the coronavirus meaning that those that have enhanced 'contractual sick pay' won't get this. I did not think that they could do that and that the contractual pay stands regardless.

    Also, we only have one person out of 50 people who works from home one day per week and they have asked to change this to working full time from home on the basis that they have a partner who has underlying medical conditions who has been told to isolate for the foreseeable future. What should we do in this instance as we are worried about those who cannot work from home due to the nature of the role feeling that they are being treated unfairly and how to manage this person as it could mean that they are not physically in the business for 3 months?

    Thank you

    Clare
  • in reply to Clare
    Hi Clare

    We are a manufacturing company and we have suspended company sick pay. I am not saying I agree with the course of action but there are business reasons to support this move. Ours is discretionary and we have held communication groups with all staff to explain the decision. Bascially we would not be able to sustain the business if we had to pay sick pay and agency workers/overtime especially if we see a drop in orders or our supply chain has problems. Most people have been understanding of the decision and we have agreed to monitor it and we will reinstate as soon as possible.

    With regards the e'ee who wishes to work from home, we have an employee who has underlying health issues however their role does not allow them to work from home so we have isolated them within the building to limit their interaction with others and we have offered flexible working hours. We have provided the usual sanitisation equipment etc and again will continue to monitor the situation. Could that work for your e'ee? Unfortunately it is not always about whats fair. If you do agree to them being out, could you not arrange regular online meetings etc?
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  • in reply to Clare
    Hi Clare

    We are a manufacturing company and we have suspended company sick pay. I am not saying I agree with the course of action but there are business reasons to support this move. Ours is discretionary and we have held communication groups with all staff to explain the decision. Bascially we would not be able to sustain the business if we had to pay sick pay and agency workers/overtime especially if we see a drop in orders or our supply chain has problems. Most people have been understanding of the decision and we have agreed to monitor it and we will reinstate as soon as possible.

    With regards the e'ee who wishes to work from home, we have an employee who has underlying health issues however their role does not allow them to work from home so we have isolated them within the building to limit their interaction with others and we have offered flexible working hours. We have provided the usual sanitisation equipment etc and again will continue to monitor the situation. Could that work for your e'ee? Unfortunately it is not always about whats fair. If you do agree to them being out, could you not arrange regular online meetings etc?
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