It is anticipated that the full impact of swine flu is yet to be felt by employers in the UK.   The government has admitted that they can no longer contain the outbreak, and have predicted that over the coming months up to 12% of the workforce may be absent due to swine flu.

Due to this and the contagious nature of the illness, employers need to ensure that they put measures in place to fulfil their legal obligations and keep their businesses running without compromising the health of their employees;

Firstly employers should review and update their policies and procedures to incorporate the possible affects of swine flu.   These should include absence and sickness, flexible/home working, dependency leave, sick pay provisions etc.   Although employers are usually keen for their staff to return to work as soon as possible following absence, due to the infectious nature of swine flu, employers should be flexible and attempt to accommodate employees as much as possible to prevent the risk of spreading swine flu among their remaining work force.  

For example, employees with swine flu symptoms may wish to return to work to sustain their income.   Employers should ensure that opportunities are in place for remote working from home or a review of sick pay provision.

In addition to this, measures should be put in place to protect the health and safety of all employees, particularly those who may be more vulnerable to swine flu e.g. pregnant employees.   A risk assessment should be carried out to assess whether any factors which could make employees particularly vulnerable to swine flu can be prevented e.g. travel or high levels of contact between people.   Furthermore employers should encourage positive hygiene measures such as antiseptic hand gel and ensure that the work place is kept clean and surfaces are regularly disinfected to minimise the risk of spreading the disease.

Employers should also ensure that they promote an environment where staff who do feel unwell are not afraid to contact their employer and remain at home until they are well.   Furthermore, it is important for employers to consider the affects of high absence levels on their remaining employees.   Work loads are likely to increase and stress levels are likely to rise so effective provision needs to be put in place to relieve some of the possible added pressure.

Lastly it is important to ensure continued communication with staff is retained.   This is important for management and business purposes along with keeping employees informed of any policy changes, raising awareness and providing additional training if necessary.   While the current economic climate means that many employers are already operating with a reduced workforce, the advice provided by the Health Protection Agency in respect of communicating information regarding the symptoms of swine flu, how absence will be dealt with and the affects of pay should continue to be publicised by employers to their staff.