1. When a member of staff needs to self-isolate what should the organisation consider?
- Follow your emergency preparedness procedures.
- Have a conversation with the individual to see if they can work from home.
- Review/update your local homeworking policy.
2. How do you record self-isolation on ESR?
COVID-19 related absence needs to be recorded accurately so that any additional national funding can be channelled accordingly.
Any absence due to self-isolation should be recorded as special leave. An appropriate reason should be selected (for example: medical suspension or infection precaution) and Coronavirus (COVID-19) selected from the Related Reason field.
3. Do we have to record on ESR when members of staff are self-isolating but working from home?
No, where staff are able to work from home there is no requirement to record anything on ESR, as the member of staff is still working (albeit from a different location).
UPDATED 8 JAN
4. Our special leave policy only allows for up to five days paid leave a year, what happens where they need to self-isolate for seven or 10 days?
You should use COVID-19 special leave, which is a temporary additional national entitlement separate from any local special leave entitlement.
COVID-19 related absence needs to be recorded accurately, so that the local and national impact can be accurately assessed.
5. What if an individual needs to self-isolate more than once?
The national special leave would apply to each episode of self-isolation.
6. We have a member of staff who needs to self-isolate and is able to work from home, how should this be recorded?
Where a member of staff can work from home while self-isolating, no further recording action is required. If they subsequently become sick with COVID-19, then you would need to record this period as COVID-19 related sick leave.
Where the member of staff is unable to work from home while self-isolating, they would need to be recorded under the national temporary COVID-19 special leave.