search.noResults

search.searching

saml.title
dataCollection.invalidEmail
note.createNoteMessage

search.noResults

search.searching

orderForm.title

orderForm.productCode
orderForm.description
orderForm.quantity
orderForm.itemPrice
orderForm.price
orderForm.totalPrice
orderForm.deliveryDetails.billingAddress
orderForm.deliveryDetails.deliveryAddress
orderForm.noItems
FEATURE


Refused the jab? Here's what to do


Vaccinations for care home staff is a divisive topic and employers that fail to follow correct procedures could soon be facing successful claims from their unvaccinated employees, according to employment law specialist James Austin, from Yorkshire law firm LCF Law. ● Had adverse reactions to the first dose.


The 11th November 2021 is fast approaching when amendments to the Health and Social Care Act 2008 (Regulated Activities) Regulations will require workers in CQC regulated care homes to be fully vaccinated, unless they are exempt.


Given the nature of the


amendments to the regulations, it may be tempting to simply dismiss employees who are not


vaccinated. However, guidance sets out that employers should discuss the position with staff and follow a process similar to a disciplinary hearing before deciding whether to dismiss. Failure to do this is likely to result in successful unfair dismissal and discrimination claims. The issues to discuss with workers include: whether they will have the vaccine but are yet to arrange it; whether they have an exemption; and/or whether there is any way of redeploying them; and finally the possibility of dismissal if they are not fully vaccinated in time.


Employees should be allowed to be accompanied by a work colleague or trade union representative in related meetings.


The 16th September 2021 was the last day staff could receive their first vaccination in time to be fully vaccinated by 11th November 2021, so employers have hopefully already started this process.


If not, and/or workers claim they will get fully vaccinated, but they cannot by 11th November, employers should consider allowing them to take holiday or unpaid leave.


Employees can be medically exempt for a number of reasons including when they can’t be vaccinated for clinical reasons.


A key question lots of care homes are currently seeking an answer to is whether employees can self-certify as exempt.


On 15th September 2021 the Government set out a temporary system of self-certification for care home workers. The system allows workers to complete a form self-certifying that they are medically exempt if they have:


● Learning disabilities, autism or other impairments which result in the same distress and who find vaccination distressing and because of their condition a reasonable adjustment can’t achieve vaccination.


● Experienced medical contraindications to the vaccines such as severe allergy to all COVID-19 vaccines or their constituents.


- 16 -


The scheme will end 12 weeks aſter a pending (new) NHS Covid Pass is introduced. A time-limited exemption is also available for pregnant women if they choose to take it.


As the list is not exhaustive there will be some room for argument and it’s important to carefully consider whether an employee attempting to self-certify is covered by the scheme rather than simply rejecting such evidence, as doing so could result in successful disability discrimination and unfair dismissal claims.


“Employers should discuss the position with staff and follow a process similar to a disciplinary hearing before deciding whether to dismiss.”


DO YOU HAVE TO DO ANYTHING DIFFERENT


FOR STAFF WHO ARE EXEMPT? You should undertake a risk assessment to reduce the risk of transmission. Precautions to consider include a change to duties or wearing more or different PPE. It’s also vital that care homes review their procedures surrounding record keeping.


The Department of Health and Social Care’s Operational guidance advises registered persons to have procedures for checking that workers are either fully vaccinated or exempt.


The guidance also advises that existing data protection and privacy documentation are reviewed and updated to ensure compliance with the GDPR (for example it may not be appropriate to record the reason for a medical exemption). Documentation should set out who has access to the data, how much it’s processed, where it is stored and how long it will be retained.


As has been the case with so much of the regulations affecting care homes since the pandemic began, the guidance is under constant review, so it’s vital that care homes seek professional advice to ensure they follow the latest requirements when dealing with any of these issues.


www.lcf.co.uk www.tomorrowscare.co.uk


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52