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ONE of the striking aspects of the Covid-19 pandemic has been a dramatic rise in the need for good employment law advice and representation. Concerns over the fairness of proposed redundancies, harassment or discrimination at work, the need to self-isolate, problems with sick pay and accessing the furlough scheme made up a quarter of 4,500 cases at Govan Law Centre (GLC) in 2020/21. Some two-thirds of other GLC cases in Glasgow included worries about money and unmanageable debt, social security difficulties, fear of homelessness and financial hardship. What challenges will 2021/22 present? Lockdown restrictions ease up today as the whole of Scotland moves to “level 0’. Physical distancing will reduce to 1 metre in all indoor public settings and outdoors. A return to office working looks set from next month.
Introduction
This article explores the growing phenomenon of long COVID – the continuation of serious symptoms and effects for a significant period after a person s initial COVID-19 infection and illness. Is disability discrimination law likely to apply in this context and how should employers approach this issue?
COVID-19 was first identified in China towards the end of 2019 and by the end of 2020 it has been contracted by approximately 60 million people worldwide leading to 1.4 million deaths. While many who have experienced COVID-19 have fully recovered, increasing numbers of people who have overcome the immediate symptoms are reporting more prolonged effects.
Fatigue, pain, headaches, breathing difficulties, muscle weakness, lasting fever, anxiety and stress are some of the reported long-term adverse effects of COVID-19, according to individuals suffering from what is coming to be known as long COVID – also sometimes referred to as post-COVID syndrome or long-tail C