Feature Articles

Since 11 November 2021, anyone working inside a CQC-regulated care home in England must have been fully Covid-vaccinated or exempt to continue in their role.

Throughout the pandemic the Government introduced various rules and regulations for the public to follow to keep them as safe as possible from the impacts of Covid-19. Such measures included the requirement to self-isolate if displaying symptoms of Covid, returned a positive Covid test or identified as a close contact of a positive case, as well as the provision of free testing and vaccines, and support payments to individuals and businesses.

Adaptive learning is an emerging trend in workplace learning. Through the practical use of learning technologies, many L&D professionals now believe adaptive learning has finally come of age. In the second of two articles on adaptive learning, Judith Christian-Carter takes a look at how to implement modern adaptable learning in organisations across the board.

The Met Office has warned that the UK will experience severe weather from Wednesday evening, naming two storms. Storm Dudley is expected to hit Scotland and northern parts of England on Wednesday evening/Thursday morning and Storm Eunice is expected to arrive on Friday, affecting central areas of the UK. Strong winds and snow are predicted. Below, we round up the main touch points for employers during adverse weather.

On 9 February 2022, Boris Johnson announced that he expects to end all Covid restrictions in England by the end of February. The current regulations, including the legal requirement for Covid cases to self-isolate for at least five full days and for SSP to be paid from day one for Covid-related absences, are in place until 24 March 2022.

On 9 February 2022, the House of Commons held a parliamentary debate to discuss the current lack of support for employees who suffer from endometriosis. The disease affects one in 10 women, and those assigned female at birth, from puberty to menopause. Around 1.5 million people in the UK are living with the condition and experience symptoms such as chronic pelvic pain, bladder and bowel problems, heavy and painful periods, fatigue, depression or anxiety, abdominal bloating and nausea, and difficulties getting pregnant.

Many employers are concerned that their employees will raise a claim against them to the employment tribunal, so do everything possible to mitigate risks and avoid this happening. However, it’s important to remember that even where there may not be viable employment tribunal claims, employees, workers, self-employed individuals and trade unions may still be able to take action against organisations through the civil court system. Two recent cases have highlighted this issue well, both on the topic of pay.

Two years on from “Getting Brexit Done”, the Government has marked the occasion with the announcement of a new “Brexit Freedoms Bill”. A campaigner for Brexit and freedom from EU regulation, the Prime Minister Boris Johnson’s Government has declared their intention to review all retained EU law and identify areas within which reform needs to be prioritised so as to reassert UK sovereignty by “unlocking growth” in ways tailored to the UK market.

The Health Secretary, Sajid Javid, threw many employers in the care sector into confusion with his announcement that the Government would be consulting on the removal of the vaccine mandate for those in health and social care.

Gudrun Limbrick considers what responsibility employers have to spot and tackle alcoholism among their employees.