This letter can be used to inform an employee that, due to the easing of restrictions, a temporary period of homeworking implemented because of Government guidance on working from home will end and they are required to return to the workplace.

This policy outlines the Organisation’s expectations now that covid-19 restrictions have been lifted in England.

Separate policies are available for Scotland and Wales.

This letter can be used to offer employment to those dismissed in line with the law requiring workers in care homes, and the health and social care sector, in England to be vaccinated, due to the government revoking the vaccine requirement from 15 March 2022. 

This letter can be used by employers in the health/social care sector to send to staff to rescind previous action, due to revoking of vaccine requirement on 15 March 2022. 

This letter can be used to update workers on the current position and confirm that they will be able to continue in their role regardless of whether they are Covid vaccinated or not.

Where meetings have already been planned or held with individual employees to discuss their vaccination/exemption status, you may need to meet with them to update them on the regulation removal and confirm next steps – e.g. tell them they can return to/remain in their original role.

Legislation to revoke previously enacted laws on mandatory vaccination came into force on 15 March 2022. There is now no legally mandated requirement to be vaccinated against Covid in the UK. We wait to see if a regulatory requirement will be created. 

This letter outlines the right to take time off for dependants as a result of the school closures in the midst of the 2020 coronavirus outbreak. It details the statutory right alongside notification procedures and reminds staff that this is a short-term solution.

This letter outlines that an employee is considered to be on time off for dependants and provides options to be sent either during the time off or after they have returned to work. It also reaffirms that this is a temporary measure and that whilst the Company will aim to be accommodating, it should not be seen as a permanent solution to situations involving dependants such as the 2020 coronavirus school closures.

Use this policy to set out the organisation's emergency plans. This policy covers the fire procedure, bomb threat procedures, evacuation procedures, and a business continuity management plan.

Note - this policy has been updated with additional information in light of the 2020 coronavirus outbreak.

This letter reminds employees of their responsibility to assist the Company in preventing the spread of infectious procedures. It outlines that they should take a period of absence and discuss their return to work with their line manager to assess potential for the spreading of the virus.

Note - this letter has been updated with additional information in light of the 2020 coronavirus outbreak.

This policy includes information on applying for homeworking, trial periods, training, management supervision, care and security, the equipment that will be provided by the company and homeworking abroad.

This contract clause can be inserted into a contract to outline how lay-off and short-time working will apply to their employment, including notice periods and payment during these periods.

This policy outlines steps that the company will take to respond to a coronavirus outbreak and expectations placed upon employees to try and minimise potential implications of its spreading.

Use this policy is to set out the contingency plan that should be followed in the event of an outbreak of bird flu or a similar pandemic. This policy covers preparation for an outbreak, dealing with infected employees, dealing with work activities, working, communication and additional advice.

Note - this has been updated with additional information as a result of the 2020 coronavirus outbreak.

This policy and procedure outlines the employer's responsibility to protect employees from risk of infectious disease in the workplace, and procedures it will follow to fulfil this responsibility.

Note - this policy has been updated with additional information in light of the 2020 coronavirus outbreak.

This letter can be used to seek an employee’s agreement to an amendment to their working hours due to shift staggering as part of social distancing under the Government’s guidelines to prevent coronavirus spread.

This letter outlines that it has been necessary to extend a period of homeworking despite the workplace starting to reopen following the UK lockdown provisions. It also confirms that the period of homeworking will be kept under constant review. 

This letter outlines that whilst every effort will be taken to let staff take their annual leave in the current leave year, they may also be able to carry four weeks over in line with the new law on annual leave. It also outlines circumstances in which the remaining 1.6 weeks of statutory leave, alongside any contractual leave, may also be carried over. 

This letter tells an applicant of all social distancing measures that have been put in place to ensure the safety of everyone concerned whilst they are being interviewed, including whether it should be done remotely. 

This letter should be distributed to staff prior to them returning to the workplace. It outlines all steps that have been taken to ensure their safety, including cleaning and social distancing measures in place. 

It also provides options to list any additional steps taken in response to any particular issues raised by staff, alongside confirmation as to whether they will be required back at work. 

Please note that this letter should be used in line with current government guidance surrounding working from home. 

This risk assessment can be used by a business during return to work after lockdown or in planning for return to work to identify the control measures that should be put in place to protect employees and others from the risk of coronavirus infection.

This template contains a completed example and can be edited for the specific needs of an organisation. 

This policy outlines procedure for letting staff work from multiple locations, such as from home. It outlines eligibility criteria alongside the specific procedure that should be followed to make this request. 

This letter should be distributed to staff when the business is in a position to ask them to return to the workplace and they have concerns about doing so.

This letter outlines the procedures that are to be put in place for mass testing, including the steps that staff should take if they test positive. It also makes it clear that testing will not be compulsory.