The current corona measures create many questions and uncertainty for both employees and employers. We understand that at this point, as an employer, you would like to look into a crystal ball to predict future measures. Unfortunately, this is not possible. However, you can prepare for the coming weeks as best you can. In this article, we outline the options you have regarding work and your salary continuation obligations during the coronagraph measures. Would you like to spar about this? Feel free to contact our employment law specialists.
The motto at the moment is to work from home whenever possible. This is not possible for every company, but with schools also closed, it can be difficult for employees with children to carry out their work.
When working is no longer possible, it is important to discuss what possibilities the employee may have to do certain work at home and how the employer can facilitate this. Make good agreements about this together.
Should the employee be unable to arrange childcare for the children now, the employee may be entitled to emergency leave. This means that the employee gets temporary paid leave to arrange childcare. If the employee then needs longer leave, the employee can take unpaid leave or holiday days in consultation with the employer. Perhaps the employee can work two long days, and get paid leave on the third day?
The moment an employee is infected with the coronavirus and thus needs to be quarantined or isolated at home, the employee will call in sick. If the employee calls in sick, the employer and employee must abide by the normal rules on sick leave. This means that the employer must continue to pay wages.
If an employer has temporarily run out of work for its employees due to corona measures, it is a good idea to see if short-time working is possible. Your company can apply for short-time working if your company has at least 2 weeks and up to 24 weeks of at least 20% less work for its employees. Your employee will then receive partial unemployment benefits.