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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Latest Employment News

Government launches consultation on the Adult Social Care Negotiating Body and fair pay agreement

The government announced on 30 September 2025 the launch of a consultation on the fair pay agreement process in adult social care, and a £500m investment into the first fair pay agreement for workers in the sector.

House of Lords to consider Employment Rights Bill on 28 October 2025

The House of Lords will consider amendments made by the House of Commons to the Employment Rights Bill on 28 October 2025, in what should be the final stage of the process. It is expected that Royal Assent will follow in early November.

The new digital ID scheme

Immigration analysis: The Prime Minister has announced the introduction of a digital identity scheme to be rolled out across the UK. Framed as both an immigration control measure and an administrative reform, the Prime Minister stated that the new system will underpin right to work checks and deliver more efficient access to public services, while simultaneously curbing opportunities for those present in the country unlawfully to enter the labour market. However, critics note that there is already a stringent right to work regime in place, which was recently made digital for overseas nationals, and raise other concerns, eg relating to digital literacy, privacy, function overreach and risk of hacking.

Employment weekly highlights—25 September 2025

This edition of Employment weekly highlights includes: (1) HMRC guidance on new PAYE rules for labour supply chains that include umbrella companies, which will apply from 6 April 2026, (2) the government’s response to the report by the Women and Equalities Committee (WEC) on the UK’s parental leave system, accepting many of the WEC’s recommendations and recognising the need for reform, (3) the Judicial Appointments Commission selection exercise to recruit non-legal members to Employment Tribunals in England and Wales, applications for which close on 7 October 2025, (4) an EAT decision addressing the limits to the open justice principle in relation to remote hearings, (5) from the Lexis+® UK Employment team, a new executive service agreement playbook for use when drafting and negotiating an executive service agreement (or employment contract for a director), and a new Practice Note containing key and illustrative cases involving gender-critical and/or gender identity beliefs, (6) dates for your diary, and (7) other news items of interest to employment practitioners.