Government Ends Covid Restrictions – What Employers Need to Know

The government has now confirmed the end of all remaining legal Covid restrictions in England, setting out a new ‘Living with Covid’ plan. While this marks a major step towards normality, it also raises some important questions for businesses.

Here’s a summary of what’s changing and what you should be aware of.

Key Changes

• No legal requirement for people who test positive to self-isolate.

• Those with Covid are advised to stay at home for at least five days and avoid close contact with others.

• The £500 self-isolation payment for low-income workers ends.

• Contact tracing has stopped – close contacts are no longer required to isolate or test daily.

• Employees are not legally obliged to inform their employer if they test positive.

From 24 March:

• Covid-related adjustments to Statutory Sick Pay (SSP) and Employment & Support Allowance will end.

From 1 April:

• Free Covid testing (symptomatic and asymptomatic) will no longer be widely available, except for the most vulnerable.

• Domestic Covid certification (Covid passports) will not be recommended, although they may still be required for international travel.

• Beyond this date, the government will rely on people making personal decisions about staying at home if they have symptoms.

What This Means in Practice

The decision to lift restrictions earlier than expected isn’t a surprise, as ministers had signalled changes might come before 24 March. Falling hospitalisation numbers, stable death rates, widespread vaccine uptake, and new treatments have all contributed to the government’s decision.

For many, this feels like the return of “normal life”. For others, it creates uncertainty, particularly with the removal of free testing and the likelihood of new Covid variants in future.

Employers, however, cannot simply ignore the risks. You still have a legal duty of care to protect employees from harm at work. If reasonable steps aren’t taken, businesses could face claims such as constructive dismissal or personal injury.

Steps Employers Should Take

To manage the transition effectively, we recommend:

• Reviewing your risk assessment – update it to reflect changes, ensuring you’ve taken reasonable measures such as good ventilation, regular cleaning, and promoting good hygiene.

• Setting a clear company policy – decide how you’ll handle cases where employees test positive, including those who feel well enough to work from home.

• Clarifying absence procedures – make sure employees understand whether they can self-certify if too unwell to work.

• Communicating consistently – managers should follow the same approach across the business to avoid confusion or claims of unfair treatment.

• Gathering employee feedback – consider a short survey to understand how staff feel about the end of restrictions, especially if some are anxious.

Supporting Your People

The end of Covid rules doesn’t mean the end of employer responsibility. A fair, transparent, and consistent approach will help maintain trust and reduce risks as the country adjusts to living with Covid.

How Kirby HR Consultancy Can Help

At Kirby HR Consultancy, we support businesses in adapting policies, conducting risk assessments, and communicating changes effectively with staff.

Need Any Help?

Kirby HR Consultancy can provide the advice and tools you need to do it safely, legally, and effectively.

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