The coronavirus has been making news headlines for the past couple of weeks, and many business owners and employers have been getting in tou...
Policies, Procedures & SafeguardsMarch 17, 2020
More than 25% of calls to Employsure’s Advice Line now relate to the Coronavirus outbreak as employers scramble to understand their workplace obligations.
Potential business shut downs, advice on isolating staff who have travelled through high-risk areas, and leave entitlements top the list of employer concerns.
The spike in calls has prompted Employsure to set up a dedicated Coronavirus Advice Line for its clients, which has already surpassed more than 50 calls per day. This number is expected to increase after the World Health Organisation declared the outbreak as a pandemic, and New Zealand feels the pinch of isolation and quarantine measures.
Employsure’s Managing Director Ed Mallett said the outbreak had caused anxiety for business owners who want to know where they stand with their employees.
“There’s certainly some trends emerging in the type of information employers are looking for,” he said. “They want to know what to do in the event that one of their staff members is diagnosed with Coronavirus. They also want to understand their obligations should they have to shut down their business. Employee leave entitlements is a common question as employers brace for a situation where they have employees who have to self isolate.
“We’ve set up a dedicated line for our clients and our Advisers are fielding more than 50 calls per day. We’re expecting that number to top 100 within days.
“Our primary advice to employers is that if they have staff who are presenting as sick, or who are diagnosed with Coronavirus, normal sick leave entitlements will apply. However, if you are forcing an employee to self-isolate who doesn’t meet the criteria for self-isolation and who hasn’t returned from overseas, the employer will need to cover the cost of that leave.
“Should the government mandate a shut down, your employees will not be required to come to work. During such time, you may wish to explore the option of having your employees work remotely if possible. Alternatively, you can, by agreement, allow your employees to access any accrued paid leave entitlements in these circumstances. If there is no reasonable alternative, then employees can remain on leave without pay for the remainder of this government directed shut down.
“New Zealand’s workplace relations system is complicated enough. Navigating it through a pandemic takes it to a whole other level. But we’re here to help.”
Employsure has put together an article explaining frequently asked questions for employers that can be here.