HR Updates and FAQs
Page last updated: 30 July 2021
No change to Covid restrictions for health and care settings post 19 July
England’s Chief Nurse Ruth May has reminded the public that everyone accessing or visiting healthcare settings must continue to wear a face covering and follow social distancing rules after national restrictions were eased on Monday 19 July.
At LYPFT we are keeping our infection control measures in place for anyone coming into our buildings. This includes:
- People with Covid-19 symptoms must re-arrange their visit or appointment
- Everyone wears a mask or face covering
- Everyone washes hands regularly
- Everyone keeps a safe distance of 2 metres apart
- Visits are strictly by booking only and are limited to one close family contact or somebody important to the patient
- Visitors must take a Covid-19 lateral flow test on the day of their visit
- Outpatients are encouraged to take a Covid-19 lateral flow test on the day of their visit.
The risks from Covid-19 are still very much with us. It is possible that any one of us may be carrying the virus, even those of us who have been vaccinated. You may not have any Covid-19 symptoms, but you could still pass it on. This may leave vulnerable service users and staff exposed to the risk of infection. Other infections, such as flu, are on the rise which can make our vulnerable service users very ill.
We have updated the visitors page with this information on our website here.
HR Advice Line support
Your HR Team are available to provide support 7 days a week, Monday – Friday 9am-5pm, with an on-call service available Weekends and Bank Holidays 8am-5pm.
To contact a member of the HR team, please call us on 0113 85 59900, and select option 5 and you will be put through to the HR Advice Line. You can also contact us via HRAdvice.firstname.lastname@example.org.
Should you need an urgent response, please use the phone number in the automated email response to call the HR Manager on duty.
We will aim to respond to all email queries received during our current normal working hours (Monday – Friday, 9am-5pm).
Travelling abroad (updated 22 June 2021)
Arrangements for staff that have to quarantine or self-isolate following travel to a country on the Red, Amber or Green List
With effect from 17 May 2021 the rules individuals must follow to enter England will vary depending on whether the country being travelled from is on the red, amber or green list. Countries and territories can be moved between lists if conditions change.
- Contact details for HR
Your normal HR Support and dedicated HR contacts can be contacted as usual on the details below:
Team Contacts Forensic Services
Learning Disability Services
Children & Young People Services
Janet Twinn, HR Advisor Ext: 59964 / M: 07980 958 784
Faye Pass, HR Manager Ext: 59920 / M:07790 982 584
Workforce & OD
Older Adult Services
Community & Wellbeing Services
Sarah Hannam, HR Advisor Ext: 59905 / M: 07980 956 609
Jane McKeown, HR Manager Ext: 59919 / M: 07980 956 611
Perinatal & Liaison Services
Nursing & Quality Directorate
Adult Acute Services
Charlotte Noon, HR Advisor Ext: 59912 / M: 07814 769 066
Claire Powis, HR Manager M: 07980 957 753
Regional Eating Disorders and Rehab Services
Regional & Specialist Services
(Finance, IT, CPC, Facilities & CEO Team)
Mags Smith, HR Advisor Ext: 59908 / M: 07980 957 466
Curtis Abbott, HR Manager Ext: 59910 / M: 07980 956 085
Head of HR Operations
Mubina Ahmed Ext: 57104 / M: 07790 982 599
HR Business Partners
Mano Jamieson, HR Business Partner M: 07590 034 701
Alison Evans, HR Business Partner M: 07980 960011
Heather Prest, HR Business Partner M: 07951 784723
Jess Shires, HR strategic Change Manager M: 07985 859826
HR Project Manager
Sally O’Connor M: 07801 264060
HR Admin Linzi North Ext: 59902
Kirby Nielsen Ext: 59921
- Guidance for shielded staff and those with pre-existing health conditions (Updated 21 April 2021)
On 31 March 2021, the Government confirmed that national shielding guidance would end.
At Leeds & York Partnership NHS Foundation Trust, the health, safety and wellbeing of all our staff is of the utmost importance and we want to support all staff who have been shielding so that they can return to work in a safe way.
Whilst shielding formally came to an end on 31 March 2021, the national guidance continues to be that people should continue to work from home where they can and this guidance is expected to remain in place until 21 June 2021 at the earliest.
Managers have been asked to talk to any shielding staff to first assess whether or not the member of staff can deliver their substantive role from home and if so, agree that they continue to do so at least until national guidance on working from home changes (expected to be 21 June 2021 at the earliest).
Where it is not possible for an individual to fulfil their substantive role from home, managers have been asked to work with their staff members to explore a supported return to work. Should there continue to be concerns over an individual’s wellbeing which cannot be mitigated, then options to transfer to an alternative role that can be done from home should be reviewed.
Staff who are on immunosuppressive therapy remain at higher risk from Covid-19 and should be supported with an occupational health conversation to help ensure they are deployed to roles and sites with lower risk of infection with appropriate training and protection required.
In all cases, line managers are then asked to complete an updated Wellbeing Assessment to identify any support needed to facilitate working from home or return to work on site giving particular attention to those staff who may be returning to work in a patient facing role.
The Trust fully appreciates that returning to work is likely to be a daunting prospect for many staff some of whom have been away from work for up to year. Where an individual has been shielding for a prolonged period of time, an individual return to the workplace plan should be agreed. This may for example include a phased return or refresh of training.
It is recognised there may be a minority of staff who, because of their role, are unable to fulfil their duties from home but who may have significant concerns about returning to work. We are anticipating National Guidance on options for these staff. Pending the publication of that Guidance Managers should seek advice on a case by case basis from HR.
I have been classed as clinically extremely vulnerable. When can I return to work?
The Government confirmed that shielding would formally end on 31 March 2021.
In light of this, all CEV staff who can undertake their substantive role from home should continue to do so until at least 21 June 2021. Where it is not possible for you to fulfil your substantive role from home, your manager will work with you to explore a supported return to work.
When should I talk to my line manager about working arrangements once shielding has ended?
We recommend that you start talking about your working arrangements as soon as possible.
Am I being singled out because I shielded due to Clinical Vulnerability?
No. The Trust and the NHS generally are following national guidance and responding in advance of the changes to the government guidance. We will communicate to and work with those previously shielding on a phased return to work.
Can I use annual leave to extend a phased return when I return to work?
Yes, subject to agreement with your line manager.
I’m worried about going on public transport, how can you help me?
At present, the Government has not provided any guidance on staff who have been shielding using public transport. If this is a particular concern, please speak to your line manager. The latest guidance for everyone is to wear a face covering at all times when on public transport.
Should I be tested for COVID-19 before returning to work?
No, however, if you do have symptoms you will need to follow the same process as all staff.
Testing has been available since early March 2020 for all staff experiencing symptoms of the COVID-19 virus and any symptomatic member of their household. At the first sign of COVID-19 symptoms in either yourself, or a member of your household, you should contact your line manager and discuss whether you meet the criteria for testing
What happens if we go back into lockdown?
Shielding may be reinstated nationally or in specific areas if infection rates climb again. If this occurs, you may be advised to return to shielding. We will keep you advised of national guidance as it emerges.
My manager and I can’t agree on what my working arrangements should be, what should I do?
Where an agreement cannot be reached, further advice can be sought from HR. Solutions are best reached through open and honest conversations and it is important that you share any concerns you have about returning to work with your line manager.
I’m really worried about returning to work, what support is there for me?
Your Line Manager can signpost you to Occupational Health or you can self-refer. In addition to this, there is an employee assistance programme that you can utilise, which includes counselling provided through Health Assured, click the following links for more information:
We appreciate the change from shielding full time to returning to work may be daunting, there are some actions that you can take to manage any anxiety you experience below:
Take small steps: As shielding guidance is lifted, start with small steps that feel right for you. Do the things that help you to transition back into a sense of normality in a way that feels right for you. This will help you to feel more prepared to re-enter your workplace when it is safe to do so.
Talk to your manager: Your manager is there to support you. Share how you are feeling with them. This could include the things you may be looking forward to when returning to work, and any anxieties that you may have. Your manager will be able to put you at ease by sharing how the workplace has been made safe to return to work, work through any anxieties you still have, and put in place any personalised measures to support you to safely re-enter the workplace when it is appropriate. Keep this conversation going with your manager after you have returned, as they are there to support you.
Work flexibly, where you can: COVID-19 has enabled us all to consider ways of working flexibly. It may be possible to explore more flexible ways of working for the long term when all national guidance has been lifted.
Connect with your team: Whilst you have been shielding, you may have had less contact with your team members. Try and re-connect with your colleagues before you return if you can or make this your main priority on your first day back. If you feel able to, try and share how you are feeling, what it has been like whilst shielding and then returning to work. This may help them to support you a little better when you return.
Monitor how you feel: We are all different and transitions in our lives impact us in unexpected and changeable ways. You may experience mixed emotions, happiness to re-connect with colleagues and re-enter the workplace, or fear and anxiety from having to be in a place where you perceive you could be less safe than in your own home. It’s helpful to notice these emotions and how they are making you feel, as acknowledging them helps you to deal with them. Meditation can also help you with this, and there are free meditation apps on people.nhs.uk.
Seek support when you need to: If you remain feeling anxious, it’s ok to seek support. Speak to your manager and/or the Human Resources team to explore what they can do to support you to feel safe and effectively return to work. If you have any medical-related questions, seek advice from your GP or from Occupational Health. People are there to help.
- Annual leave and pay (Updated 28 April 2021)
Do staff members retain the right to public/bank holidays when self-isolating?
Where the public holiday is rolled up into a leave entitlement for shift workers or part-time workers, yes this would be retained. For staff where the public holiday is not rolled up into a leave entitlement, no this would not be retained.
What is the Trust’s guidance on excessive working?
We’re grateful for all you’re doing to respond to the pandemic and support business continuity. It’s still important that working hours do not become overly excessive or demanding, as this could have a negative impact on your wellbeing and resilience, and the care and safety of service users. In light of this, the HR team has developed guidance on the Trust’s position in relation to working time.
Am I eligible for the national government furlough scheme?
No, the government expects the scheme will not be used by many public sector organisations as the majority are continuing to provide essential public services or contributing to the response of the coronavirus outbreak. Where organisations receive public funding for staff costs, the expectation is that they will continue to pay staff in the usual way and furlough will not be an option.
What do I get paid and will the period go on my sickness record?
If you can work from home, your manager will try to arrange the appropriate equipment to enable you to do so. In this case you will be classed as working and recorded as WFH – Working from Home.
If you are unable to work from home you will be placed on IsolateNW (Isolate – Not Working) for the period of isolation and paid normal basic pay.
This if for staff who are not at work and are not working due to:
- Being symptomatic
- Living with someone who is symptomatic
- Being a member of an extremely vulnerable group that has been advised to self-isolate
Vaccination Hub pay principles (Updated 8 January 2021)
The Trust, and wider NHS, is committed to making sure that no member of staff is left at a disadvantage (financially or otherwise) for work they do during the pandemic that differs to their usual duties. This includes those providing vital support to our vaccination hubs.
A flowchart has been produced to show the pay principles that will apply to those working shifts at both The Mount and Thackeray. Download the Vaccination Hub pay principles flowchart.
- Bank staff FAQs (Update 15 March)
Support for bank workers (November 2020)
In order to receive Financial Support, Bank Workers must meet the criteria for Self-Isolation whereby they are self-Isolating for one of the following reasons:
- They are exhibiting symptoms of Coronavirus.
- A household member is exhibiting symptoms of Coronavirus.
- A direct (authenticated) instruction has been received from the NHS Track and Trace App.
You are not eligible if you have been told to self-isolate following instructions from non-NHS bodies for example, pubs, hair-dresser, schools, friends etc.
Quarantining is defined as workers who need to isolate following a return from holiday / travel abroad. The Trust is currently not able to offer any financial support for those who are under quarantine.
Test and Trace payment £500
This payment is for staff on low-incomes who, having been instructed to self-isolate by an authenticated NHS Track and Trace text, feel unable to do so as it would cause financial hardship.
Most Bank Workers will be eligible for financial support if instructed to self-isolate by NHS Track and Trace. However, if your work history with the Trust is limited, you may only be eligible for little or no pay. In this instance the Trust advise Bank workers to apply via the government website for access to Track and Trace support payments.
As a bank worker how do I report that I am self-isolating and what do I get paid? (updated 6 August)
You will need to contact the Bank Staffing Dept 0113 85 59900 Option 2 or email email@example.com.
Please provide the date that you started self-isolating from and the reasons for your self-isolation so that we know approximately how long you will be self-isolating for. Please also provide information about any shifts, including the date, time and location that you had booked in Healthroster during this period of self-isolation.
You will be paid for any duties that you had booked for the duration of your isolation. This will cover booked shifts for 10 days if you have symptoms or 14 days if someone that you live with has symptoms. If you continue to have symptoms at the end of the 10 or 14 day isolation period you will need to contact the Bank Staffing department to extend your isolation period and ensure any further booked duties are cancelled and then paid.
I’m a bank worker and I have possible COVID 19 symptoms. What should I do and will I continue to receive my basic pay/any enhancements (updated 6 August)
If you have symptoms you are advised to stay at home for 10 days, even if your symptoms are mild. The most common symptoms are:
- a high temperature – you feel hot to touch on your chest or back or a temperature of 37.8 degrees or higher
- a new, continuous cough – this means you’ve started coughing repeatedly
- a loss or change to your sense of smell or taste – this means you’ve noticed you cannot smell or taste anything, or things smell or taste different to normal
Please do not book a GP appointment or attend your GP practice.
If you live with other people, they should also stay at home for at least 14 days to avoid spreading the infection outside the home. After 14 days, anyone you live with who does not have symptoms can return to their normal routine. If anyone in your home gets symptoms, they should stay at home for 10 days from the day their symptoms start. Even if it means they’re at home for longer than 14 days.
The most up-to-date public guidance is always available online at www.nhs.uk/coronavirus
I am a bank worker how do I report that I am in the category of being at increased risk?
If you are 70 or older, are pregnant or have a condition that may increase your risk from coronavirus (refer to www.nhs.uk for examples of clinically vulnerable groups) please inform the Bank Staffing Dept on 0113 85 59900 Option 2 or email: firstname.lastname@example.org.
Should I still be working if I am at increased risk?
The advice for people who may be at increased risk from Coronavirus is the same as for most other people, including travelling for work purposes if you cannot work from home. You will need to be extra cautious in following social distancing rules and infection control guidance.
I have a family member who has received a shielding letter and is self-isolating. What should I do and will I continue to receive my basic pay/any enhancements
If you are not required to self-isolate on medical grounds but feel unable to attend work, please have a conversation with your managers should explore what other options are available. For example:
- working from home
- redeployment into another part of the Trust
- a temporary voluntary move into alternative accommodation
Managers will need to be considerate of any care arrangements that may be compromised by staff not being at home. In these instances, employers are encouraged to use maximum flexibility to ensure the needs of both staff and the service are maintained.
Where staff are required to remain at home for the purposes of maintaining care arrangements, managers will need to consider what work can be undertaken at home and, where this is not possible, exercise discretion and use the flexibilities they already have to support staff during this period.
To find out more please contact your local bank team.
I am a bank worker how do I report that I am shielding?
People most at risk from Coronavirus are sometimes called “shielded” or “Clinically Extremely Vulnerable (CEV)” people, and these will be contacted by the NHS via letter.
If you are Clinically Extremely Vulnerable (CEV), you are strongly advised to stay at home at all times and avoid any face-to-face contact for a period of at least 12 weeks from the day that you receive your letter. Please note that this period of time could change.
Please contact the Bank Staffing Dept on 0113 85 59900 Option 2 and send a copy of your letter to email@example.com.
As a shielding member of Bank Staff what do I get paid? (Updated 15 March)
Full pay by way of reference period, or based on what work you had booked prior to going into self-isolation. This applies to staff who have a bank only contract as well as substantive staff who also hold a bank contract with their employer.
What is the advice for bank staff on working across wards / sites?
When booking duties, Bank staff are asked to limit their working to a particular ward or site to minimise exposure / cross-infection wherever possible.
Bank and Agency staff may be asked to work on another ward for all or part of their booked shift when necessary. Please be assured that we are treating all patients as if they are potentially Covid positive meaning that regardless of ward, appropriate PPE will be made available for all interactions with service users.
All staff should be mindful that the COVID-19 virus is widespread and many staff and service users could have the virus without showing any symptoms. In this regard, the PPE measures in place are designed to ensure that the risk of exposure and transmission is minimised on all wards whether cases have been identified or not.
It is advisable that bank staff who work across Trusts / organisations limit their work to their primary job.
I want to work away from wards with COVID-19 positive patients. Can the bank staffing department send daily updates so I can make an informed choice?
The Bank staffing department cannot keep a daily record of positive cases and advise staff. Coronavirus is wide spread and all your interactions with patients must take place as though they are a COVID19 positive case, in line with the scientific evidence.
More suspected / positive cases can be expected across our wards in the days and weeks ahead and it will be a false assurance to label a particular ward as COVID free.
- General FAQs inc. key worker letter, schools, accommodation (Updated 30 June)
Please visit the working safely page for more information.
Childcare Guiding Principles (updated 5 January 2021)
We recognise every year staff manage child care commitments within usual policy and procedures. However, due to the current pandemic circumstances there has been a request for some additional guidance on how to best support staff with this.
We have updated our Childcare Guiding Principles document (8 Jan 2021) to set out the Trust’s approach to supporting those staff with child care needs, whilst balancing the requirement to provide a number of our services over a 24/7 period and to be as flexible and supportive as we can within those limitations. We also recognise that many staff are working from home and this brings different challenges as well.
How can I prove that I am an NHS Key Worker?
All NHS staff are classified as key workers or critical workers and therefore are permitted to access school or childcare provision, or travel to and from work, as well as for other essential purposes.
To support you we are providing you with a template generic letter which you can obtain by contacting the HR Team (contact details above).
Department of Education – Guidance for schools
To support our staff with school age children we have created the following summary taken from the latest Department for Education Guidance. You can also download the Trust’s COVID-19 Childcare Guiding Principles which covers our approach to supporting those staff with child care needs, whilst balancing the requirement to provide a number of our services over a 24/7 period.
All schools must follow this process and ensure all staff are aware of it.
Ensure that pupils, staff and other adults do not come into the school if they have coronavirus (COVID-19) symptoms or have tested positive in at least the last 10 days and ensuring anyone developing those symptoms during the school day is sent home, are essential actions to reduce the risk in schools and further drive down transmission of coronavirus (COVID-19).
If anyone in the school becomes unwell with a new and persistent cough or a high temperature, or has a loss of or change in, their normal sense of taste or smell (anosmia), they must be sent home and advised to follow guidance for households with possible or confirmed coronavirus (COVID-19) infection, which sets out that they should self-isolate for at least 10 days and should arrange to have a test to see if they have coronavirus (COVID-19).
If they have tested positive whilst not experiencing symptoms but develop symptoms during the isolation period, they should restart the 10-day isolation period from the day they develop symptoms.
Other members of their household (including any siblings) should self-isolate for 14 days from when the symptomatic person first had symptoms.
Where a child is sent home due to a COVID-19 case in their bubble and there is no government requirement for the employee to self-isolate.
Where an employee’s child has been sent home because they have been in close contact with a suspected case, but does not themselves have symptoms of COVID-19, the child should self-isolate but other members of the household are not required to do so. This will often mean however that alternative childcare is not available or appropriate and may happen at very short notice creating childcare issues for the member of staff which mean they are unable to attend their workplace. The employee will not be entitled to COIVD-19 special leave where there is not a government requirement on them to self-isolate and therefore, the Trust will be as supportive and flexible as possible when considering options for these employees. Options available for managers & staff to consider in relation to each episode are included in LYPFT-Childcare-principles-updated-8-1-21.
Does the childcare exemption still apply?
Yes, the childcare exemption, announced on 21 September, still applies. It covers formal and informal arrangements for children under 14 and for vulnerable children, where this is necessary for caring purposes. It allows family members, e.g. grandparents who routinely provide informal childcare, to continue to do so. This exemption acknowledges that the restriction of inter-household mixing in areas of local intervention could cause hardship for families, and may affect the ability of essential workers, such as NHS front line staff, to do their job.
What other childcare support is accessible during the period of national lockdown?
On 2 December, the government expanded eligibility of support bubbles, to mitigate the impact of the restrictions on parents of children aged under 1 (or under 5, but with a disability that necessitates continuous care) and for those households where a single adult cares for someone with a serious disability. Staff who are eligible to form a childcare bubble and eligible to form a support bubble can form one of each with different households.
There are several ways parents and carers can continue to access childcare, in addition to childcare and support bubbles:
- Early years settings (including nurseries and childminders) remain open.
- Vulnerable children of key workers can continue to use registered childcare, childminders and other childcare activities (including wraparound care).
- Nannies will be able to continue to provide services, including in the home.
Further information can be found at https://www.gov.uk/guidance/making-a-childcare-bubble-with-another-household#history
What support is available for NHS working parents/carers and their families?
This year has been extraordinarily difficult for people working across the NHS and, for parents and carers with childcare responsibilities, finding a balance between work and family life can be hard to achieve. NHS England and NHS Improvement produced a guide focused around balancing home working and home schooling at the start of the pandemic which links to useful resources on a variety of wellbeing topics. The following organisations can all support NHS staff and their families:
- Cityparents programme currently offers free of charge access to everyone who works in the NHS, providing expertise and support to help balance work with family life, including podcasts, as well as support groups and webinars.
- PACEY: The Professional Association for Childcare and Early Years provide practical and impartial support and information for families and carers and those advising them. They are welcoming all queries and offering support for keyworkers and their families.
- Every mind matters site: expert advice and practical tips to help you look after your own mental health and wellbeing and that of children and young people.
Has the self-isolation period reduced from 14 days to 10 days?
Yes, after reviewing evidence the Department for Health and Social Care has reduced the self-isolation period from 14 days to 10 days. This was set out in the UK Chief Medical Officers’ statement on the self-isolation period from 11 December. Any new cases identified for self-isolation will be advised to self-isolate for 10 days.
The Department for Education has updated guidance to reflect this change in educational and childcare settings.
Staff needing alternative accommodation
Should staff need to secure accommodation at hotels if they have been affected by Covid-19, please refer to Staffnet for information.
- Retirement, pensions and death in service (Reviewed January)
The HR Team has produced a list of FAQs relating to retirement and pensions.
If you want now to consider or re-consider your retire and return options please discuss with your manager or speak to HR on 0113 85 59900 (option 5)
Local Contacts – useful contact information for further guidance:
If you want further information relating to your personal pension circumstances then you can contact our local pension officers who are part of the Payroll service at: Leedsthfirstname.lastname@example.org or call one of the following numbers:
0113 20 60149
0113 20 65036
0113 20 60641
0113 20 60635
0113 20 60652
0113 20 60137
0113 20 60634
0113 20 60148
The NHS Business Authority have a wealth of pension information available for retirees / potential retirees at this time of the Covid-19 crisis.
NHS Employers are also a useful resource – https://www.nhsemployers.org/covid19/staff-terms-and-conditions/staff-terms-and-conditions-faqs/pensions
Has the increase in tax deduction been taken into account, and something put in place for someone that has retired and returned due to COVID-19? (updated 18 June)
No guidance on tax relief at the moment, on either NHS Employers website or the BMA. Please contact the pensions department or the Inland Revenue directly.
Death in Service – How would my family be supported?
As a Trust we want to really ensure we support all staff members during this difficult time. On 27 April 2020 the government announced a new scheme to provide benefits for eligible NHS staff who perform vital frontline work during the COVID-19 pandemic. This scheme, known as life assurance benefits recognises the increased risks our teams are currently facing. In the event of a staff member dying in the course of COVID-19 related work, the government has confirmed that a lump sum payment of £60,000 will be made to their estate.
This payment will be made regardless of whether or not a staff member has in place their own life insurance or is a member of the NHS Pension Scheme. The payment will be made in addition to any death benefits in relation to NHS Pension Scheme membership.
To be eligible for the scheme the following criteria must be met:
- Staff must be employed by an NHS body, an organisation that supports the delivery of NHS services or work on an NHS contract e.g. primary care medical and dental services
- The staff member must have been exposed to a high risk of contracting coronavirus disease whilst carrying out their work.
- Staff will be covered if they interact directly with coronavirus patients or if they carry out vital duties within these care environments, for example, cleaners and porters.
- The staff member must have been at work in the 14 days prior to the onset of their coronavirus symptoms.
- The Secretary of State for Health and Social Care must be reasonably satisfied that coronavirus was the whole, or main cause of death.
- Staff can be:
- full-time or part-time
- permanent or temporary, including agency workers and locums
- retired staff who have returned to NHS employment
- students taking up paid frontline roles.
The scheme will be administered by the NHS Business Services Authority (NHS BSA) and further details on the eligibility criteria can be found on the NHS BSA website
- Symptoms and self-isolation (Reviewed January)
Please isolate at home if you experience any, or all of the following symptoms:
- a high temperature – this means you feel hot to touch on your chest or back (you do not need to measure your temperature)
- a new, continuous cough – this means coughing a lot for more than an hour, or 3 or more coughing episodes in 24 hours (if you usually have a cough, it may be worse than usual)
- a loss or change to your sense of smell or taste – this means you’ve noticed you cannot smell or taste anything, or things smell or taste different to normal
The self-isolation period is 10 days for those in the community who have coronavirus symptoms or a positive test result. A full list of FAQs on symptoms and self-isolation are available on the Infection control and PPE page.
More information can also be found on the NHS website.
Keeping in touch
We know that many staff are concerned on what measures they should take on when and how they can work. To inform and reassure staff and managers, in line with government guidelines, your line manager will provide support focused on the following key areas:
- Essential updates to staff who are absent, or isolated from work
- Returning staff to work as soon as is safely possible
- Keeping staff and their dependents safe in work
Your line manager will also contact you if you fall into one of the following key groups who are in need of direct support at this time:
- Staff currently on self-isolation – 10 days
- Staff returning to work from long term sickness absence
A record will be kept of the call and advice given, with follow up calls arranged where needed. This will support staff returning to work safely where it is appropriate to do so, enabling some staff to return to work sooner and to provide reassurance.
Who do I tell if I have symptoms of Covid-19?
You should contact your manager immediately and confirm that you have symptoms. Following this, the manager will update ESR accordingly. Please ensure you also inform HR via:
- Phone on 0113 85 59900 – then select option 5
- Or by email at email@example.com
You should do this straight away, whether you’re due on shift, or it’s the weekend or your non-working day. This way we can arrange a test for you or the person in your household with symptoms within the first five days of showing symptoms. To help us do this, please make sure your contact details on ESR are up to date.
Appointments are now available at Regional Drive through Testing Centres for testing staff currently isolating due to suffering symptoms of COVID-19. These appointments are also available to test other symptomatic individuals in the staff member’s household.
Whilst staff can self-refer for testing via the government website, to ensure appropriate support is provided all staff and any household members experiencing COVID 19 symptoms should be referred by LYPFT direct to the appropriate Test Centre. This also allows arrangements to be made to test household members under 18 by accessing testing capacity via LTHT.
The only exceptions are where the member of staff/household members cannot drive, do not have access to a car or are too unwell to travel. In these circumstances a home test is available. Staff who require home tests must self register via the self-registration portal.
In the event a member of staff self-refers for a test, the individual or their Manager must notify the LYPFT Covid 19 inbox : firstname.lastname@example.org.
LYPFT’s primary test site is at Temple Green in Leeds. Other Regional Testing Centres are available for staff that live, or work in Services, outside Leeds.
I’m a manager and I’ve received a call from a member of staff to say they are isolating, what do I do?
Please speak with the member of staff to confirm their symptoms and update ESR straightaway, including up to date contact details for the staff member.
Discuss with the member of staff if they are able to undertake their role or any other role from home during this period. Even if they are working at home you must report this as IsolateWFH (Isolate – Working from Home).
If the member of staff is unable to work from home, their absence should be recorded as absent for COVID-19 related reasons. Line managers will contact all individuals newly recorded as being absent for COVID-19 related reasons for a welfare call and, a part of that call, will seek consent from any individuals who meet the above criteria to refer them for testing, explain the testing arrangements and ask that they contact the HR with their test results.
Please refer to the Testing section on this page for the latest Standard Operating Procedure.
I have reported absent due to Covid-19, do I need to produce a sick note?
If you are sick with COVID-19 or are advised to stay at home by your GP, you need to continue to follow to the sickness procedure. This includes providing a sick note following the end of the ‘self-certify’ period, which is the first 10 days. (If you are self-isolating due to a member of your household having COVID-19, a sick note is not required)
Please note, staff testing is now available so staff are encouraged to make their line manager aware straight away if they have Covid-19 related symptoms. More information regarding staff testing can be found under the Testing section including the Standard Operating Procedure.
If you are self-isolating due to Covid-19 for more than 10 days you can get an online self-isolation note from the:
- NHS website
- NHS mobile phone app
Flexibility around sick notes
Generally we are applying a flexible approach in relation to sick notes during the Covid-19 pandemic, as it is acknowledged staff members may not be in a position to receive a sick note straight away so please keep your manager informed and send in any notes as soon as you can.
- Training and development and appraisals (Reviewed November)
How can I access digital induction resources?
There is now a virtual welcome day every month with new starters being contacted to attend. In addition, the following resources are available
- Digital Welcome Pack – June 2020
- Trust Local Induction Template New Staff v1 3
- Trust Local Induction Template Redeployment v1.2
- Volunteer training pack rewrite updated LATEST
I have training / study leave planned. Can I still attend?
Please check with the provider of the training to see if this is now going ahead. A lot of development has now moved to virtual learning so this may be easier for you to attend. Once you know this, seek agreement from your manager.
Will I still have to go through the step pay process this year?
Taking account of national NHS Employers guidance and as a result the deferment of appraisals and potential reduced staffing levels during this period the new process will not be in place this year. All eligible staff will therefore receive any increment due. The process will start again in April 2021.
As a manager will I have to do appraisals within the normal Trust timescales this year?
Managers are asked to arrange appraisals with their staff, with guidance on this and career conversations coming to managers by the 16th October. Colleagues that had been redeployed have mostly returned to their substantive role and therefore their appraisal should now be with their substantive manager. Managers should continue to check in with colleagues about their health and wellbeing. This can be done through supervision, 1-1’s and when completing the new Staff Wellbeing Framework .
Will I need to keep up to date with my mandatory training?
Some of the extensions to the compliance periods for compulsory training will now be coming to an end. For staff who receive a notification to attend training, please book on in the usual way.