Self Isolation Reporting and Testing

Last Updated 06/01/2022

Coronavirus - Summary of action to be taken by Employees / Managers 

Self-isolation and those with child caring responsibilities - Manager Guidance

Self-Isolation

Prior to all self-isolation decisions, staff must contact their line manager before the start of their work period / shift to agree the self-isolation arrangements. Employees who are required to self-isolate will be asked to work from home and provided with work to do if this is appropriate/practical to the role undertaken. If it is not possible for you to undertake your normal work at home, the Council will, if appropriate, look at opportunities to find suitable alternative work for you to do at home. 

This will not be regarded as a period of sickness. You will receive full pay during this isolation period and it will not count towards any ‘triggers’ under the Management of Attendance/Sickness Absence procedure.

Should you become ill during the period of self-isolation, for any period that exceeds the 7 day self-isolation period, it will be treated as sickness absence for pay and trigger points under the Management of Attendance/Sickness Absence policy.

Managers should complete the following form regarding any employees that are self-isolating at the earliest opportunity; staff must continue to work from home whilst self-isolating if they are well. This should be in line with the summary of action to be taken by employees / managers guidance above.

Leave of Absence form - Self-isolation (Coronavirus)

Pregnancy (from 28th Week)

Employees in this category who work in care homes or education/childcare settings must have a risk assessment undertaken and unless it is possible to ensure you are able to work in a covid secure environment, in discussion with your manager/headteacher, you will need to work from home. If it is not possible for to undertake your normal work at home, the Council will, if appropriate, look at opportunities to find suitable alternative work for you to do at home.

For any enquiries please contact: COVID-19enquiries@valeofglamorgan.gov.uk

Granting of Annual Leave

If you grant annual leave, inform the employee that it is conditional on the Council being able to support the absence at the time.

If the request for annual leave is refused, advise the employee of the reasons for the refusal e.g. other staff absent from work at that time. You can ask employees to cancel or postpone annual leave if it is necessary to maintain service delivery. However, you must give the appropriate notice, for example, one week’s notice for one week’s leave (annual leave only).