There is a lot of uncertainty on the protocols around staff returning to the workforce after having contracted COVID or been in contact with someone that has contracted the disease. Not only is there a psychological affect on that person but those working around them. No case will be the same in these circumstances and every employer needs to set their own guidelines around their working environment. We have unpacked some of the recommendations around this subject.
Should an employee who has tested positive for COVID re-test before returning to the workforce? This process is not recommended should the employee have had mild symptoms. There is currently no requirement to be re-tested before returning to the workplace should the isolation process have been completed and no symptoms are present. Symptoms that developed 14 days prior to their return and if they have not had any symptoms for at least 3 days, they are considered safe.
The most infectious period is thought to be 1-3 days before any symptoms are present and in the 7 days after symptoms begin. The highest risk with any workforce are the 1-3 days prior to symptoms as this is where the spread begins and is undetected. The “viral load” is when the virus is rampant and there would be a higher risk of transmitting the disease. The more sever the illness, the longer the virus remains and can be spread.
Employers who are concerned about the workforce should put strict guidelines in place for staff who have been diagnosed with COVID before they return:
- The employee must have completed the mandatory 14 days of self-isolation;
- The employee may need to undergo a medical evaluation confirming they are fit to return to duty, especially if they have had a severe infector or if they have a strenuous position that will put strain on their body;
- The employee returning to work must wear a surgical mask at all times for at least 21 days from the positive test (this should be compulsory in every work environment regardless of the 21 days);
- Practice strict social distancing and ensure ventilation in the area is good. Body and hand hygiene needs to be very strict at all times and contact with any area sanitised regularly.
Is self-isolation regarded as annual or sick leave? Should the employee be able to work from home and is able to do so, they may self-isolate and continue to work in consultation with the Employer. If the employee is too sick to work or been booked off, this is taken as sick leave with the relevant doctor’s note and return to work date. If the employee is in self-isolation and does not have the means to work from home, consultation with the employer is vital if annual leave has been exhausted. The BCEA gives clear guidance on leave.
At times, after a negative test, the employee may still have symptoms (cough, fever, shortness of breath), it is recommended that the employee seek medical advice. There may be an underlying medical problem or while taking the test the specimen may not have been taken properly.
Should an employee suspect that they have COVID and are awaiting results, the employee should not return to the workplace until they are confirmed negative.
Constant communication by the Employer and Employee is vital during these times so that the workplace and employee can be managed properly. Ensure that no employee is treated with disrespect or differently should they have contracted the disease. The most important aspect is mental health for all involved.
Our best advice in these trying times is rather be safe than sorry!
For all your outsourcing payroll requirements, contact:
George Guirguis
Director
T +27 10 599 0224