If an employee cannot attend work due to sickness, they are usually required to inform their line manager (or other designated person as set out in your Sickness policy) before they are due to start work (or as soon as possible if this is not practical). For sickness absences of more than 7 continuous days employees must provide medical evidence (ie a fit note from a medical practitioner. For absences of less than 7 days, employees can self-certify their sickness absence (eg by using a Self-certification form).
Government guidance no longer requires people with Coronavirus (COVID-19) to self-isolate. However, in light of the ongoing pandemic, employees should consider staying at home and avoiding contact with other people if they develop symptoms of Coronavirus (COVID-19). If an employee is a close contact of someone with Coronavirus (COVID-19), they should consider staying home if going to work might risk infecting people at high risk of becoming severely ill if they contract Coronavirus (COVID-19).
For more information, read the Government’s guidance for people with symptoms of a respiratory infection including Coronavirus (COVID-19).
If eligible, employees would normally receive statutory sick pay (SSP) where:
they have a period of sickness absence from work of at least 4 calendar days in a row, and
3 'waiting days' (ie days on which they would usually be required to work) have passed
Alternatively, you may pay employees contractual sick pay as set out in their contracts of employment or our sickness policy.