Following on from Tuesday’s instalment of Daniel Barnett’s Employment Law Matters podcast, we spoke to our employment law specialist, Vina Madhavji about the topics Daniel covered, and she has provided her own thoughts on the topics covered.
Below, is what she had to say! I take the optimistic view that a new dawn is on the horizon. Covid restrictions are on the move.
Since 19 January 2022, workers are no longer required to work from home where possible; and from 27 January 2022:-
- There will no longer a legal requirement to wear a face covering; and
- Venues and events will no longer required by law to check visitors’ NHS COVID Pass.
Like many, I feel grateful for the greater sense of freedom these measures will generate and also remain aware and respectful of the many individuals who continue to suffer from the effects of the pandemic.
In this week’s podcast Daniel Barnett and Anna Harrington discuss ‘Long-Covid’. You can listen to the podcast here.
‘Post-COVID-19 syndrome’ or ‘long COVID’ refers to symptoms experienced by an individual following the experience of contracting the Covid-19 virus. You can read about the symptoms, which are unique to each individual, here.
Employer need to have an understanding of Long-Covid to ensure that they fulfil potential Employment Law obligations that may ensue due to a worker experiencing Long-Covid.
In particular, Employment law offers protection to a worker experiencing Long-Covid if their symptoms fulfil the definition of disability.
The law states that a person has a disability if they have a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. Long term means that the impairment has lasted or is likely to last for at least 12 months.
Where Long-Covid symptoms meet the definition an employer will have a duty to make reasonable adjustments. You can view my post on reasonable adjustments for more information here.
In the podcast, occupation health professional Anna Harrington recommends that an employer conduct an occupational health assessment when responding to individuals experiencing Long-Covid. Such an assessment can detail whether the workers condition meets the definition of disability and what measures can be put in place to support the employee to fulfil their role.
There are many ways to respond to challenges in life and Anna Harrington spoke about acceptance as one such tool.
What works for me is gratitude. I find it to be a valuable way to respond to challenges and there is a lot of research you can google on its efficacy. At the start of this new year, I would like to share some of my list, which includes a sense of gratitude for:-
- The kindness of strangers
- The love of family and friends
- The opportunity to express my purpose through practising Law
- Creativity in all its aspects.
What are you grateful for? If you need any support or advice with any aspect of employment law, then please do reach out to us, we will be more than happy to provide expert advice and support.