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:

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Right to work guidance updated on Digital Verification Service checks

The Home Office has issued an updated version of its ‘Employer’s guide to right to work checks’ document, with the changes primarily related to simplifying the information on digital checks for employers of British and Irish citizens who have a valid passport (or Irish passport card). The new version has removed various technical details which were previously intended for providers of these digital verification services, and revised the relevant terminology, so that ‘Digital Verification Service (DVS)’ now includes both the terms Identity Service Providers (IDSPs) and Identity Document Validation Technology (IDVT). This is stated to align the guidance with the terminology used in the UK digital identity and attributes framework and the Data (Use and Access) Act 2025. Guidance and requirements specifically for DVS are now set out in a separate, supplementary code for digital right to work checks. The relevant guidance for employers has been revised. Although it is not currently mandatory for employers to use a DVS certified against the ‘trust framework’ and the supplementary code, this position will change ‘in the near future’, and it will become mandatory to use a DVS listed on the register of certified DVS (maintained by the Office for Digital Identities and Attributes (OfDIA)). In other changes, the new version reiterates that an original expired BRP is not proof of a right to work, and instead an online check must be taken. It also confirms that short-term entry clearance vignettes are being phased out, and that increasingly persons recently issued entry clearance will only have their eVisa to rely on for these purposes, so will need to create a UKVI account as soon as possible and can do this from overseas. In relation to asylum seekers with a pending claim, the guidance now states that they can also volunteer whilst their claim is considered without being granted permission to work, but they can only carry out 'paid' work if they have been granted permission to work under the Immigration Rules, Part 11, paras 360 or 360C. Previously the reference in our quotation marks to ‘paid’ work stated ‘voluntary’ work

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