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As well as continuing to deal with workplace issues caused by the coronavirus pandemic, there will be many other important employment law developments for HR to grapple with in 2022. What does HR need to do to meet its obligations and prepare for the coming year?
Encouraging employees to be vaccinated, including encouraging booster take-up among the workforce, continues to be a reasonable step that employers can take to reduce the risk to employees' health.
Employers can remind their workforce of the importance of getting their booster jab. They can also continue to urge employees who have not already had their original doses to book their vaccination appointments (unless they have a medical reason not to have done so). While any employer can encourage vaccination, forthcoming legislation makes this task more urgent for employers in health and social care. It is expected that, from 1 April 2022, health and social care staff in England who have direct, face-to-face contact with patients/service users will be required to have a course of Covid-19 vaccinations to be deployed. Example letter encouraging employees to get Covid-19 booster vaccination Compulsory vaccinations in health and social care: Letter urging staff to be vaccinated in advance of law change How to prepare for mandatory Covid-19 vaccinations in health and social care
Health care entities may be able to pay less than half the steep fines ordinarily associated with False Claims Act (FCA) violations by voluntarily reporting issues under a new pilot program launche...