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As we all settle back into office life, many will be suffering ‘re-entry syndrome’
Credit: Stefania Infante
When Sylvia , 51, interviewed for a job at a local marketing company, she immediately warmed to her younger female boss. ‘She seemed ambitious and into her work,’ recalls Sylvia. But soon after starting the job – at a lower salary than her previous London-based role, though conveniently closer to her home – their relationship soured.
‘By day two, she was rolling her eyes every time I talked,’ says Sylvia. ‘She began to take credit for my work in front of senior staff and found fault with my French accent – she showily bought me a dictionary, even though I’d been writing professionally in English for decades… My brain shut down and I started messing things up. I felt nauseous and totally helpless.’ Sylvia says she made five complaints to the human resources department, one of which was answered. ‘I was told that I needed to provide evidence of bull
Tackling the effects of long COVID in the workplace 11 February 2021: Employers are increasingly having to assess employees diagnosed with ‘long COVID’ to determine if they are classed as disabled for employment law purposes and make reasonable adjustments to assist those suffering from the condition.
The development follows growing evidence of long COVID in the UK, where those who have had COVID-19 continue to suffer health issues such as chronic fatigue, breathing problems and stress after their initial symptoms have disappeared.
Figures suggest that long COVID has a higher prevalence among those of working age. It affects around 10% of 18–49-year-olds who become unwell with COVID-19, rising to 22% of over 70s, according to research conducted by King s College London. Women are 50% more likely to suffer from long COVID than men (14.5% compared with 9.5%).
Vaccinations: employer obligations and employee rights 8 February 2021: As the nationwide COVID-19 vaccination programme gathers pace, employers are beginning to assess the dilemmas and responsibilities facing them if an employee refuses to be vaccinated.
Just over 10 million people have received their first vaccine dose in the largest vaccination programme in British history, with the UK closing in on the 15 million mark to hit by mid- February – a figure which represents the most vulnerable who are at a high risk of dying from COVID-19.
As this figure approaches and the programme moves into the general workforce, more employers are beginning to assess the legal dilemmas around employee rights and employer responsibilities if an employee declines to be vaccinated.