Coronavirus | Your Legal Rights

0:00 What should employers do to protect employees?
0:13 Should employers restrict staff travel?
0:24 What if someone with COVID-19 has been in your workplace?
0:32 Will you be paid while in self-isolation?
0:46 Do I need proof to go into self-isolation?
0:54 Can I take time off to care for a dependant?
1:04 What if I don’t have an employer?
1:21 What about nurseries and the food industry?
1:30 Can employers stop you travelling to high-risk regions?

Transcript:
Employers have a duty of care to protect their staff’s health and safety, and that could include things like educating staff or providing facilities such as hand sanitiser or providing information about travel and the company’s policy on self-isolation.
They might consider limiting that during the outbreak of coronavirus, particularly where their staff might be required to go to an area where there’s been an outbreak.
At present there’s no need to close the workplace down or to send people home, but there’s no need to self-isolate unless a person’s had close contact with a person who’s suffering with coronavirus.
Normally, only employees who are experiencing illness will be entitled to statutory sick pay after the third day of illness. However, recently the prime minister has announced that people who self-isolate to contain the virus will be able to receive statutory sick pay from the first day of their leave.
If an employee isn’t either on sick leave or self-isolating it may be that they don’t have a right to be off work.
Workers who have employee status are entitled to take time off to care for their dependants, which could include to care for children in the event their schools are shut. They don’t necessarily have a right to pay during that period however.
Other workers who don’t have employee status won’t have the same rights as employees, for example they won’t be entitled to statutory sick pay or to time off to care for their dependants. If they work for a large employee such as Uber, however, they might consider whether or not they have an obligation to take care of their health and safety.
In some circumstances it may be more likely that a business may have to close, or that additional aids have to be provided to protect health and safety.
An employer shouldn’t try and prevent its staff members from visiting an area where there’s been a coronavirus outbreak. In fact, doing that might be discriminatory.

[XBASS]

I work with venerable adults and too tell the truth I feel at high risk, and really don’t want to be at work while this virus is here, I don’t feel safe

[MrNooneseesme]

My employer Network Rail is making me travel into London daily even though I have a company computer setup and company mobile phone enabled to carry out the exact same work as in the office. Most other office staff have been sent home to work. They are insisting that in spite of being equipped to work from home, they choose to class my presence as being essential to the running of the railway when in fact Im just an admin clerk. The admin I perform as Ive already said can be performed in exactly the same way and to the same degree as in the office. In fact with less distraction at home because Im on my own. It feels as though Im directly being discriminated against but I have no underlying health conditions to enforce a change. Do i just have to continue this farce and accept a lesser form otf treatment than others that are allowed to work from home.? Im an old employee in terms of my years and they really have a take it or leave it attitude towards me because they know at my age I will never find another job if I leave. Like Ive said i just performing simple admin tasks but still they class me as essential