Covid-19 Absence Table

Type of AbsenceRight to PayAdditional Information
Covid-19 infection (suspected or diagnosed)Usual sick pay and leave entitlement according to contractual terms
3 day waiting period doesn’t apply to Covid-19
Anyone showing symptoms to isolate for 10 days
Due to testing delays it may be necessary to relax requirements for evidence of illness
Self isolation or quarantine under government/medical advice
Able to work remotely = usual pay
Unable to work remotely = entitled to SSP until end of period (10 days with symptoms, 14 days if household member is first to show symptoms or advised via track and trace or has positive test)
Unable to work remotely and following advice to ‘shield’ = SSP until end of shielding notification
3 day waiting period doesn’t apply to Covid-19
Full pay in all cases may be advisable to avoid employees coming to work against advice and potentially spreading the virus
Absence at employer’s request—e.g enforcing imposed quarantine, following company policy Able to work remotely = usual pay
Unable to work remotely but following self isolation guidance = entitled to SSP as employee cannot attend the workplace
Employer’s request in other circumstance = usual pay unless contractual right not to pay
Absence due to quarantine after returning from abroad / Absence due to being trapped abroadIf sick = usual sick pay and leave entitlements including SSP
If fit to work = no right to SSP
Able to work remotely = usual pay
Not able to work remotely and not sick = no right to pay unless contractual terms say otherwise
Discuss options for additional paid holiday leave or unpaid leave.
If travel for work purposes it would be reasonable to expect full pay.
Be consistent in how employees are treated
Absence due to fear of infection—vulnerable employeesAble to work remotely and in agreement with employer = usual pay
Have shielding notice = SSP until end of notice
Anyone else is not entitled to SSP
Vulnerable employees include those who are pregnant, over 70, have relevant health conditions or a weakened immune system
Discuss options re leave /holiday or furlough with employee
Absence due to fear of infection—not vulnerable employeesAble to work remotely and in agreement with employer = usual pay
No entitlement to pay if employer requires employee to come to work and they refuse
If employee has reasonable belief of ‘serious and imminent danger’ could be potentially entitled to full pay
Serious anxiety means employee is too unwell to work = usual sick pay entitlement
Be consistent in how employees are treated
Workplace closure at employer requestEntitled to usual pay unless contractual lay off terms allow non payment
Employees could be placed on furlough subject to eligibility
Temporary workplace closure ordered by government
Not sick and not following self-isolation advice = no right to SSP
Contractual right to sick pay is unlikely
Able to work remotely = usual pay
Not able to work remotely = usual pay (unless contractual lay-off terms allow non payment)
Employees could be placed on furlough subject to eligibility
Reduced hours at employer’s requestEntitled to usual pay (unless contractual provisions for short-time working)