We very much hope the festive period has provided you with the opportunity for rest and relaxation after a demanding Autumn term to prepare for what appears to be shaping up to being an equally challenging Spring Term 2022.
There have been a number of releases of information between the end of the Autumn Term relating to Coronavirus in addition to other areas of Education HR Practice. Due to the (now seemingly inevitable) information overload we thought it useful to summarise these in one communication. We are aiming to update the relevant website pages over the coming weeks.
For all things non-coronavirus-related (employment law and education policy updates) just a reminder that we published our termly update - HR Outlook - on 26th October 2021 (HR customers can access this here). Our termly HR Bytes which takes an in depth look at HR issues was published on 3rd December 2021 – (again HR customers can access this here).
There was a flurry of employment law and education policy activity immediately before the end of the Autumn Term, there is summary below plus some other items you may have missed in the pre-Christmas rush of in school and out of school activities.
On 17 December 2021 the School Teachers’ Review Body (STRB) published its remit letter which covers a two year pay period (2022/23 & 2023/24). You can find full details in our latest news article here.
Government guidance was updated for schools wishing to hire teachers who are not UK or Irish nationals 10th December 2021. Again, you can find full details in the latest news pages of our website.
There were a number of key updates to government guidance between the end of term and the new year:
On 16th December the government announced that the COVID-19 workforce funding to support schools facing significant staff absences and financial pressures with the costs of staff cover has been extended and will now cover the period from 22 November 2021 to 18 February 2022. Full details of eligibility criteria can be found on Gov.uk.
A temporary amendment to sick pay self-certification regulations was made to increase the number of days for which an employee is not required to provide medical evidence of incapacity for work from 7 days to 28 days as reported in our latest news article of 17th December 2021. The change lasts from 17 December until 26th January 2022.
On 22nd December 2021, new guidance was issued aimed at reducing the 10-day self-isolation period to 7 days in most cases for people who have tested positive for coronavirus (COVID-19). You can find updated information on our Coronavirus Resources Hub.
On 24th December 2021 the government issued updated guidance for people previously considered clinically extremely vulnerable from COVID-19 confirming that shielding will not be resumed and also issued new guidance for a smaller group of individuals defined on medical grounds as being extremely vulnerable from coronavirus (COVID-19). You can find more information regarding these changes on our Coronavirus Resources Hub.
Finally on 2nd January the government updated the guidance document Actions for schools during the coronavirus outbreak regarding face coverings as reported in our latest news article.
Our training offer will continue to be entirely online. We will be running live workshops on safer recruitment, managing difficult conversations, managing, and processing DBS checks and managing the Single Central Record. We will also be running our usual Foundations of HR in Education course.
You can find details of all these courses and how to book on our website here.
You can access a recording of this term's Spring HR Briefing here.
Please download the latest version of our detailed termly employment law, pay and education policy update.
Content is up to date as of 17th March 2022.
Please download the latest version of our termly newsletter (Issue 54).
Content up to date as of 30th March 2022.
You can also view ongoing ad hoc news and updates via our Latest News page.