{"id":9399,"date":"2024-03-01T09:48:00","date_gmt":"2024-03-01T09:48:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=9399"},"modified":"2026-04-13T15:34:57","modified_gmt":"2026-04-13T15:34:57","slug":"covid-at-work-podcast","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employee-safety\/covid-at-work-podcast\/","title":{"rendered":"COVID and other infectious diseases"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<h2 class=\"wp-block-heading\" id=\"etiquette\">What is the correct workplace etiquette now?<\/h2>\n\n\n\n<p class=\"\">The rules around COVID-19 were very clearly drawn in 2020. But what is the state of play now, not just in relation to COVID but to illness in the workplace generally? What should organisations do about employees who are nervous about returning to the workplace? Or about at-risk employees, particularly when infection rates are high? Or about long COVID &#8211; is it now treated as a disability? <\/p>\n\n\n\n<p class=\"\">Bar Huberman, strategy and practice head of content at HR &amp; Compliance Centre, offers guidance.<\/p>\n\n\n\n<p class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: COVID and other infectious diseases - what is the correct workplace etiquette now?\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/0XqOlCR6H1mniP8eXylqBC?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-89062b324edbcc598b4db7a383a6bd09 is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the XpertHR podcast. XpertHR is a comprehensive source of leading practice, employment law and benchmarking information for HR professionals, providing solutions and expertise for every HR role, challenge and opportunity. <\/p>\n\n\n\n<p class=\"\">My name is Robert Shore, and I am delighted to be joined today by Bar Huberman, HR strategy and practice content manager at XpertHR.<\/p>\n\n\n\n<p class=\"\">Hello, Bar.<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Hi, Robert.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And we are taking as our theme managing COVID-19 and other <br>contagious diseases in the workplace in 2024. And many of the things that we\u2019re going to be talking about have a broader application to attitudes to more than COVID \u2013 other infectious conditions and sickness generally.<\/p>\n\n\n\n<p class=\"\">There was a time, of course, when it seemed we could speak of nothing but COVID. And then there was silence, or comparative silence, after so much noisy messaging. As we all remember, there were lots of guidelines and even mandatory requirements<br>when COVID first began trending in 2020.<\/p>\n\n\n\n<p class=\"\">So to get the conversation started, tell me what are the rules now, Bar?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>Well, largely there are no rules. There is Government guidance around minimising the spread of respiratory infections, including COVID-19. But this is guidance only and it uses terms like \u201cemployers may wish to consider how best to enable their workforce to follow this guidance.\u201d<\/p>\n\n\n\n<p class=\"\">So we\u2019re now in a place where employer\u2019s actions around COVID-19 are falling within their general duties around the protection of employees\u2019 health, safety and welfare. But at XpertHR we have noticed that employers are still interested in our COVID guidance, and there are good reasons for that. Respiratory illnesses, of which COVID-19 is one, are a major cause of illness at the moment. According to the NHS Confederation, in the last week of January 2024 there was an average of 2,226 patients in hospital every day with \u2018flu, up from 41% the previous week. According to Government statistics in the two weeks leading up to 24 January, around 1 in 50 people were infected with COVID-19. So employers are clearly feeling the impact of this and HR teams are looking for ways to help their organisation manage the situation.<\/p>\n\n\n\n<p class=\"\">But beyond that, COVID is still a sensitive subject for many people. Some people have strong opinions about it, and it can still be a significant illness for some people. People will have had very personal experiences around it. So getting the management of COVID-19 right is something employers are focused on at the moment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. So what are the latest symptoms?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Well, turning again to Government guidance, it now says that the symptoms of COVID-19 and other respiratory infections are very similar, and it lists a whole bunch of symptoms. So we\u2019re no longer in a space where the continuous cough, the high temperature or a loss of taste or smell are the factors for employers to be aware of. The guidance also lists symptoms like shortness of breath, tiredness,<br>muscle aches, headaches that are unusual. So employers and employees don\u2019t have the certainty that they once had.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So why it\u2019s possibly quite useful then to think more generally?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>Yeah, that\u2019s right.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So you\u2019re in HR or people management and you hear the word \u201cCOVID\u201d. What areas should HR be thinking about now with regard to it? So you know, if we\u2019re resetting on this, how do we think about it? What\u2019s the main thing?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>Well, I think it\u2019s that lack of clarity that\u2019s causing confusion among the workforce. So I think the first thing to note as an employer is the importance of communication, putting employees at ease by explaining what your COVID policy or approach is, and what you\u2019re doing to protect people is still important. And I do think that actually a lot of the workforce doesn\u2019t know where they stand at the moment if they catch COVID-19, if one of their family members or people they\u2019re living with have it, one of their colleagues has it. So it\u2019s important not to forget that as an HR team you should be thinking about communicating in some way what your organisation\u2019s approach is.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. So there\u2019s confusion. Communication is key. How do you communicate, though, what you have to communicate? What steps should employers be taking?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> You need to tell people \u2013 tell your people, the workforce \u2013 what you expect from them when they\u2019re sick and what response they should expect from their manager. And when it comes to line managers it\u2019s key that they know how to respond to people when they phone in sick with a positive COVID test or symptoms of a respiratory illness. So communication is really one of the most important things here. It will help to avoid a guessing game and it will promote consistency. But I would also communicate the approach you\u2019re taking to keeping people safe. And you could also issue other guidelines around speaking to your manager if you\u2019re concerned, for example, that a colleague has COVID.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And they\u2019re coming into work?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Yes.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Now you said before, there are really no rules anymore, but where do employees stand if they have COVID-19? Are they required to not come into work?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>Well, according to Government guidance the risk of becoming seriously unwell for most people is very low. And as I mentioned, it\u2019s also not possible to tell from symptoms alone if you have COVID. And the guidance says if you have symptoms of a respiratory infection and you have a high temperature or you\u2019re not feeling well enough to go out, then you should stay at home until you don\u2019t have a fever or you\u2019re feeling well enough to do your normal activities. There\u2019s also not a requirement to test for COVID, whether or not you have symptoms. But for the majority of employees there are no actual Government requirements around not coming into work if you have symptoms of a respiratory infection or even if you do decide to test yourself and you test positive. So on the face of it, as a workplace you can deal with COVID as you would deal with any other sickness in the workplace under your sickness policy, which normally says that if you\u2019re not well enough to work you should take the time off as sick and the pay will be according to your company\u2019s sick pay policy. And if that\u2019s your organisation\u2019s approach it is worth explaining that because not too long ago people were really clear that they should be isolating if they have symptoms or if they test positive.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Some employers then are taking a slightly different approach?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Yes. There are some employees who will be at high risk and organisations are also concerned about keeping them safe as well as being driven by wanting to reduce the spread of infection. For those employers whose staff can work remotely, many are choosing to say, \u201cIf you are testing positive you can work from home if you\u2019re well enough to do so for a short period until you test negative, or if you<br>have mild respiratory symptoms then again work from home until you feel better.\u201d<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> You mentioned testing there. Can you oblige employees to take a test and indeed, if you can, should you?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>If the employer wants to keep its workforce as free as possible from COVID-19, you could supply employees with lateral flow tests, and you can ask them to take a test if they have symptoms or just to regularly test themselves. So for example, if you\u2019re in a high-risk setting. You can ask them to do that but in that case you should consider providing the tests because they\u2019re no longer free of charge. And in that case you should also make it clear how many days you expect people to stay at home if they do test positive.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Where are we now then when an employee\u2019s family member or someone they live with has the positive test result or has symptoms?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>Well, there\u2019s no current Government guidance that says you must stay at home if a member of your family or someone you live with has COVID. But as an employer you might choose an approach that says people in this situation should work from home or ask them to test themselves every day for, say, 10 days and if they\u2019re testing positive ask them to work from home where that\u2019s possible.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> How about the case where people want to work from home because they or their partner are testing positive but an employer takes the opposite view and wants people to come into work?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Assuming someone\u2019s well enough to come into work and they don\u2019t, say, need to look after a family member, some employers are taking the approach that  even if they or a family member are testing positive they should come into work. I do think, though, that it\u2019s sensible to bear in mind what we said at the beginning, that COVID is a sensitive subject and some people are worried about catching it, in particular if they\u2019re high-risk or someone they live with is. Or say they\u2019re about to go on holiday, or maybe they just don\u2019t want to be ill. So it\u2019s worth thinking about what additional measures you can put in place to keep people safe and feeling more at ease.<\/p>\n\n\n\n<p class=\"\">And also don\u2019t forget you do have duties around keeping people safe. The Government guidance does say that you should try to stay at home for five days if you  are testing positive. So I do think employers need to think carefully before they ask employees who test positive for COVID to come into the workplace.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Are there other things that employers, then, should be doing to keep people safe or simply make them feel safe?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Employers can absolutely be doing some of the things they were doing at the height of the pandemic, and make it clear to people that they are doing these things. So issuing guidance around hand-washing, perhaps keeping people who are testing positive at a distance, maybe staggering their start and finish times, and of course regular cleaning of workstations. Then there\u2019s mask-wearing and providing masks. And ventilation. Particularly if you do have high-risk employees, it\u2019s worth working with them and their manager to understand how you can keep them safe.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Let\u2019s take another case. An employee wants to come to work but the employer doesn\u2019t want them to, to prevent the spread of disease if they\u2019ve tested positive or their partner has. What\u2019s the position there?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Well, going back to the Government guidance, it does say, \u201cTry to stay at home and avoid contact with others for five days if you\u2019re testing positive,\u201d and if the employer wants to adhere to that, in that case I think your guidance should be: \u201cWork from home if you can and if you can\u2019t, stay at home for the relevant period and we\u2019ll continue to pay you in full.\u201d<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I mean, you mentioned there working from home and we talk a lot about working from home, and that\u2019s obviously always quite a nice route out of this problem, but of course a lot of people have public-facing roles where their work requires them to be physically on-site. Are the rules, such as they are, different for those people?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Well yeah, this is a trickier situation for those employers where workers don\u2019t have the luxury of being able to carry on working while in the safety of their own home. So I think it is important to acknowledge that people in public-facing roles \u2013 and there are many of them in a wide variety of jobs \u2013 are at greater risk of catching viruses because they\u2019re more exposed.<\/p>\n\n\n\n<p class=\"\">So for these employers it\u2019s even more important to be really clear about what your expectations are if somebody has symptoms or has tested positive for COVID. And here the requirement to continue to pay in full if you\u2019re asking people to stay at home applies. <\/p>\n\n\n\n<p class=\"\">When deciding what those expectations are going to be of people, do take into account several things. So again, your duties around protecting health and safety, Government guidance around people staying at home if they\u2019re unwell, the likelihood that people will spread illness if they come into contact, what impact it will have on employee engagement if people are working alongside somebody who has symptoms or has tested positive, and how well you\u2019re able to keep people safe through things such as encouraging good personal hygiene and cleaning common areas.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Should employers be sensitive when they\u2019re drawing out guidelines relating to what we call \u201ctwo-tier workplaces\u201d, where knowledge workers can often readily work from home but others can\u2019t? How can HR ensure that everyone feels equally supported and valued?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman: <\/strong>Well, it is really important to be aware that applying one set of guidelines to hybrid workers and another set to those in public-facing jobs can not only cause tension among people in your workforce but it can also exacerbate the disadvantages that many people in those sorts of roles already face, with research showing that wages tend to be lower, working conditions tend to be worse. But many leading employers have put in place more wellbeing support for workers during and since the pandemic, and they can continue to do more. So things like offering vouchers for the \u2018flu vaccine for everybody, or providing more mental health support. So the NHS, for example, put in place confidential telephone support for their employees during COVID.<\/p>\n\n\n\n<p class=\"\">We\u2019ve got some great guidance on XpertHR about how to support people\u2019s wellbeing, whether you\u2019re starting on your journey or you need to do more. Some workplaces have actually even modified roles and working conditions for public-facing employees  to make them safer, like introducing better ventilation systems. So there\u2019s a lot that you can do as an employer to make everybody feel supported.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So it\u2019s important to be sensitive and also creative about it as well. The question then about what we\u2019re heating in terms of the legacy of the first period of the  pandemic, are employers still dealing with situations where some employees don\u2019t want to return to work on-site at all as a result of COVID?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Yes. I mean, there may be people who feel they\u2019re at higher risk from COVID or maybe they\u2019ve been told they are, or there are people for whom working from home just suits them more.<\/p>\n\n\n\n<p class=\"\">So for people who are at high risk, employers should work with them and their medical practitioners or occupational health to decide what\u2019s best. And it\u2019s important to remember that where somebody has a disability, you really need to think about the duty to make reasonable adjustments.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. And what about where people want to stay at home because it suits them?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> Well, employers know that employees can make flexible working requests to work from home, and if they do then you need, as an HR department, to follow the relevant steps and consider that request appropriately. And there is an argument, of course, that if people have been working from home successfully for four years they should be able to continue to do that. But most employers are finding real positive effects of having people come together in the workplace, even if technically they can do most of their job at home. So as an employer you really need to decide what approach you\u2019re going to take to balancing all the competing needs and issues at play here. <\/p>\n\n\n\n<p class=\"\">And, you know, you should also think about whether you\u2019re providing employees with an enticing place to work. Some leading employers are really taking steps to think about their workplace setup and offering because they realise that they need to do more to encourage people to want to come into the workplace.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. And we can\u2019t leave the topic of COVID without talking about long COVID, because that is a reality for people. What best practices can we share with HR?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> HR should be applying good practices around managing sickness absence to employees who have long COVID. But I think a few particular things to note about long COVID are the symptoms and impact on people are varied and it\u2019s still a relatively new condition so employees and their health practitioners may still be trying to understand what the best way is to deal with it. And for some people \u2013 and this is quite important \u2013 the symptoms can come and go. It\u2019s also really important to be aware that it may be classed as a disability and there has been some case law around that. So I think to manage long COVID it\u2019s really important for HR practitioners to work closely with occupational health, the employee, the line manager, the employee\u2019s medical practitioners, to establish what adjustments can be made to enable an ongoing working relationships. And often flexibility on the part of the employer will be key because there is the potential with long COVID for things to fluctuate.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Finally, then, to return briefly to some of the themes you touched on just before, are there positive things we can say came out of the COVID pandemic, or rather the workplace response to it? Has it changed the way we think about the need to be present in the office, and indeed our duty to protect others more generally?<\/p>\n\n\n\n<p class=\"\"><strong>Bar Huberman:<\/strong> I think it has made employers think about their workforce in a different way. The fact that we were all relying on frontline workers to keep essential services going has made everyone, including employers, think that actually we really need to look after these people, and that\u2019s why there\u2019s been a much greater emphasis on wellbeing. And in 2024 we\u2019re seeing wellbeing is absolutely a priority for many employers.<\/p>\n\n\n\n<p class=\"\">And employees too now do have a greater expectation that their employer will take steps to implement good wellbeing practices. And as part of that there does seem to be more emphasis from employers and employees on avoiding presenteeism. So not coming into work when you\u2019re ill because we want to protect those around us.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> That\u2019s a great note on which to end. Bar, thank you so much. As Bar mentioned, XpertHR has some useful resources on its website and we\u2019ll be putting links to those in the show notes. We hope you\u2019ve found this episode useful. Until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"800\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18070109\/bar-huberman.webp\" alt=\"Bar Huberman, Content manager, HR strategy and practice at Brightmine\" class=\"wp-image-8932\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18070109\/bar-huberman.webp 800w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18070109\/bar-huberman-300x300.webp 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18070109\/bar-huberman-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18070109\/bar-huberman-768x768.webp 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><\/figure>\n\n\n\n<p class=\"\"><strong>Bar Huberman<\/strong><br>Content Manager, HR Strategy and Practice, Brightmine<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-6270f3cea59237bff9069095e49808ec\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#etiquette\">What is the correct workplace etiquette?<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-a7e80f5980a3637f47ca7c36674d307e wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter editor-posts-filtered-types  \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/the-ai-challenge-performance-expectations-and-measurements\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: 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class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-trends\/pay-reviews-in-2026-balancing-budgetary-pressures-and-employee-expectations\/\">Pay reviews in 2026 &#8211; balancing budgetary pressures and employee expectations<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">What do pay reviews look like in 2026? 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But what is the state of play now, not just in relation to COVID but to illness in the workplace generally? Bar Huberman, strategy and practice head of content at Brightmine, offers guidance.<\/p>\n","protected":false},"author":11,"featured_media":9362,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[63,24],"class_list":["post-9399","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-employee-safety","topic-hr-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>COVID and other infectious diseases | Brightmine<\/title>\n<meta name=\"description\" content=\"What are the rules around COVID-19 in the workplace now? 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