Yes, but considerations must be taken. An employer would need to consider:

1. a justification for mandatory vaccination

2. whether the obligation towards health and safety could be achieved in another way 

3. increased risk of discrimination claims

4. recruitment and retention issues. 

Alternatively, a company may wish to encouraging vaccination, whilst considering other measures such as home working in relation to Covid-19.  

If an employer has implemented a policy of compulsory vaccinations, then this could be considered a disciplinary offence and the employee could face dismissal. 

However, it must be demonstrated that this is a reasonable response to the employees refusal to comply with the vaccination policy. It will be depend on circumstances, for example: 

If an employee’s role requires international travel, vaccination could be mandatory for entry to certain countries. An employer will likely be able to demonstrate that a refusal to get vaccinated warrants disciplinary action. On the flip side, it could be difficult to justify for employees who don’t travel or work with vulnerable people. 

In England, from 24 February there’s no legal requirement to self-isolate when you have Covid-19 symptoms or test positive for the virus. The requirement currently remains in place for Wales, Scotland and Northern Ireland, but will be removed in coming months. 

Although the guidance states they should, employees are no longer be obliged to tell their employer of the need to self-isolate. Employers may consider implementing a policy which requires self-isolation for those who test positive.

As with those who test positve for Covid-19, there's no longer a requirement to isolate when you have been a close contact of someone who tests positve. However, Employers may consider implementing a policy which requires self-isolation for those who have been in close contact. 
In England, from 24 March the Covid-19 special sick pay provisions are removed. Those with the virus will still qualify for SSP, but the pre-pandemic SSP rules will apply. There won't be day one eligibility to SSP and employees must wait 3 working days to be eligible for a payment.

The Government guidance still requires people testing positive to work form home. If this isn't possible, employers must consider paying SSP or company sick pay - a robust policy should outline this. If an employee tests positive or has been in close contact with a confirmed case, but has no symptoms themselves, asking them to isolate is more difficult. If an employee isn't sick, they aren't entitled to SSP so an empoyer must consider paying their usual salary. This is particularly key in case of close contact, as this can't be considered as a period of sickness.

Employers should seek legal advice and review sick pay policies, especially if they wish to differentiate between vaccinated and unvaccinated employees.

Employers should have Covid-19 health and safety polices in place and ensure that hygiene, social distancing, ventilation and other preventative measures are considered and implemented.
Yes, employers can require regular lateral flow testing and can make this a policy. However, from 1 April 2022 free testing will no longer be available for the majority (some vulnerable persons will still have access). So employers will need to consider providing tests, or reimbusing employees if this is a mandatory requirement.
As a result of the pandemic, many employers have changed the way employees work. Many employees now work from home permanently or in a hybrid pattern. It's important for employers to implement a working from home policy to cover this new way of working and should consider updating employees contracts to reflect this. Policies should consider health and safety, risk assessnments, display screen and home office equipment, mental health, data protection and salary and expenses.
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