A person’s COVID-19 vaccination status is increasingly determining which events they can attend, where they can travel and where they can work. Vaccines influence the jobs that people can do (some companies require a vaccine to work), as well as when workers are required to take sick leave and the support that they receive during that time.
The discrepancies in self-isolation rules for vaccinated and unvaccinated contacts of positive COVID tests have also also affected employers. Companies potentially have to pay more for unvaccinated workers than vaccinated ones if they have to cover longer periods of sick leave.
A number of companies have opted to remove or reduce the sick pay available to unvaccinated members of staff. This move is controversial and raises a number of legal issues and debates.
The idea behind sick pay is to provide financial support to individuals who cannot work due to illness so that they have the opportunity to recover. There are two sources of sick pay. The first is “statutory” sick pay, which is paid by the government to employees who are absent from work. The second is “contractual” sick pay, which is established in contracts of employment and differs between companies and sectors.
Companies often use these contractual payments to supplement statutory sick pay, as statutory sick pay can be difficult to access and provides only a bare minimum level of support to employees absent due to illness. The level of statutory sick pay in the UK is only...
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