Edge Legal
In the wake of the 14 October 2022 scrapping of the mandatory COVID-19 isolation periods, employers and employees alike are being urged by public health bodies to continue to appropriately manage COVID-19 return to work timeframes.
The NSW Chief Health Officer has recently stressed:
the importance of continuing conversations between employers and employees about returning to work following a COVID-19 infection or displaying symptoms; and
that all employers and employees should be continuing to abide by COVID-19 safe practices where possible.
Tips for Employers
Employers have a continued obligation to manage all workplace health and safety risks under WHS frameworks, despite the isolation periods no longer being mandatory. Employers should:
encourage all employees not to attend work if they are displaying symptoms of illness (including COVID-19) and to test as soon as possible;
develop a COVID-19 return to work plan for those who have tested positive; and
continue to maintain and encourage safe hygiene practices at work to limit the potential spread of infection (not just for COVID but also the common cold and influenza).
These are important practices to implement and comply with in your workplace in order to ensure compliance with WHS protocols. The key take away here is that just because COVID-19 isolation is no longer mandatory, employers still have continuing WHS obligations to make sure their workplaces are safe.
