Coronavirus (COVID-19)

This subtopic contains materials, commentary and analysis of the employment issues that may arise in relation to the coronavirus (COVID-19) pandemic and as a result of protective measures implemented in England.

Living with coronavirus in the workplace from 24 February 2022

Practice Note: Living with coronavirus (COVID-19) in the workplace from 24 February 2022 [Archived] provides an overview of the issues for an employer to consider when managing the workplace during the coronavirus pandemic, reflecting the government’s plan for living with COVID-19 from 24 February 2022 onwards, including in relation to self-isolation for those who test positive or have symptoms of coronavirus and their close contacts, testing, contact tracing, self-isolation support payments, statutory sick pay (SSP), obligations on workers and employers, and at-risk groups including those who are immunosuppressed or were previously considered clinically extremely vulnerable.

Living with coronavirus (COVID-19) in the workplace from 1 April 2022—FAQs

Practice Note: Living with coronavirus (COVID-19) in the workplace from 1 April 2022—FAQs [Archived] considers various commonly-raised questions about living with coronavirus (COVID-19) in the workplace following the removal of coronavirus-related measures from 1 April 2022, including:

To view the latest version of this document and thousands of others like it, sign-in with LexisNexis or register for a free trial.

TAKE A FREE TRIAL

Latest Employment News

MoJ announces NDA reform to prevent silencing of crime victims

The Ministry of Justice (MoJ) has announced draft amendments to section 17 of the Victims and Prisoners Act 2024 (VPA 2024) to prevent the misuse of non-disclosure agreements (NDAs) that conceal criminal conduct. The current VPA 2024, s 17 makes NDAs void to the extent that they preclude a victim from disclosing information to specified categories of recipient. The proposed new VPA 2024, s 17 will allow victims of criminal conduct, or those who reasonably believe they are victims, to disclose information to anyone, including family, friends, employers and journalists, for any purpose. NDAs will be void insofar as they attempt to prevent such disclosures relating to criminal conduct or the response of an employer or other party to that conduct. The amendment will also empower the Secretary of State to make regulations setting criteria for ‘excepted agreements’ in limited, legitimate circumstances, and will include express exemptions for NDAs entered into by His Majesty in a private capacity, the Security Service, the Secret Intelligence Service and the Government Communications Headquarters. Supported by Victims Minister, Alex Davies-Jones MP, and campaigners such as Zelda Perkins of Can’t Buy My Silence UK, the reform forms part of the government’s Plan for Change to restore confidence in the justice system, strengthen victims’ rights, and help halve violence against women and girls.

Employment weekly highlights—23 October 2025

This edition of Employment weekly highlights includes: (1) a revised draft regulation amending the list of bodies to which permitted disclosures can be made under section 17 of the Victims and Prisoners Act 2024, (2) a further draft regulation replacing VPA 2024, s 17 in its entirety, to allow a victim of criminal conduct (or a person who reasonably believes they are a victim) to make a disclosure to anyone (including family, friends, employers and journalists), for any purpose, (3) EAT decisions highlighting the need for clarity when a disciplinary process is initiated during notice period and providing a reminder that a debarred respondent should generally be able to participate in a remedy hearing, (4) news that the DBT has ‘named and shamed’ 491 companies for failing to pay the national minimum wage, (5) a joint submission by the Trans Advocacy and Complaints Collective and the Trans Exile Network to the Council of Europe’s Directorate General of Human Rights and Rule of Law, asking it to reopen enforcement of ECHR judgments in Goodwin v UK and Grant v UK, (6) a letter from the EHRC to the Minister for Women and Equalities, urging her to approve the updated Code of Practice for services etc without further delay, (7) a letter from the Council of Europe’s Commissioner for Human Rights, Michael O’Flaherty, to the Chairs of the Joint Committee on Human Rights and of the Women and Equalities Committee outlining concerns about the current climate for trans people in the UK, (8) a planned employment tribunal outage on 11 November 2025, (9) a new playbook for a pro-client, company-to-company consultancy agreement, (10) dates for your diary, and (11) other news items of interest to employment practitioners.

European Commission adopts 2026 Work Programme

The European Commission has adopted its 2026 Work Programme, Europe’s Independence Moment, setting out a new plan for Europe’s sustainable prosperity, competitiveness, and resilience. Building on its previous efforts under the 2024–2029 Political Guidelines, the 2026 Work Programme aims to strengthen Europe’s technological autonomy, energy security, and social cohesion while driving simplification and competitiveness across all sectors.

Minister and watchdog spar over equality law update delay

Law360: The equalities watchdog hit out at a government minister on 15 October 2025 over her delay in approving a proposed update to the Code of Practice for Services, Public Functions and Associations after the UK Supreme Court ruled on the legal definition of a woman.