PREPARING FOR AUTUMN AND WINTER VIURSES
Autumn and winter are when viruses that cause respiratory disease usually circulate more heavily. Before the COVID-19 pandemic, influenza (flu) and respiratory syncytial virus (RSV) were the main causes of respiratory disease during these times of year. Although some people have mild symptoms when they catch the flu or RSV, others may become ill enough to be hospitalised.
Typically, respiratory disease season lasts from October to May in the UK, usually peaking between December and February. However, some seasons are more severe than others based on strains of the viruses circulating and immunity to these viruses. Additionally, future waves of COVID-19, paired with flu and RSV cases, could make autumn and winter a difficult time for optimal health.
Therefore, it’s important for employers to consider ways to mitigate or address seasonal viruses among employees to help keep them healthy and productive. This article explains the impact of autumn and winter viruses and highlights best practices for employers to consider during respiratory disease season.
The Impact of Autumn and Winter Viruses
While autumn and winter viruses are common and occur each year, their potential impact should not be downplayed. If a major respiratory disease outbreak occurs, organisations may face elevated employee absenteeism rates, which could lead to business interruption concerns and lost production. Moreover, living through the COVID-19 pandemic has heightened many individuals’ worries about infection. Consequently, mental health concerns, such as anxiety and low morale, could hinder operational continuity during respiratory disease season as well.
Ultimately, employee ill-health costs organisations financially. In fact, the flu costs the UK £30 billion in sick days every year, according to think tank company the International Longevity Centre, making proactive workplace well-being strategies essential.
Employer Guidance
As respiratory viruses spread during autumn and winter, it’s crucial that organisations continue to incorporate employee health and safety into current workplace plans, policies and benefits.
The impact that respiratory viruses can have on business operations is significant. Preparing now can minimise business interruption during outbreaks.
Employers should consider the following best practices for promoting employee well-being during respiratory disease season:
• Review organisational risks. Even though there are no longer any mandates related to COVID-19, employers can independently assess their exposures and determine how to respond. Employers should identify the specific hazards and risks affecting their worksites and implement necessary measures (eg personal protective equipment requirements and administrative or engineering controls).
• Establish remote work policies. If their workers are primarily on-site, employers can consider having a backup plan to allow employees to work from home when dealing with virus-related symptoms (if they feel well enough to work at all). This can reduce the chances of widespread virus outbreaks.
• Review paid time off and leave policies. Expanding leave policies, such as allowing negative balances in paid time off banks or expanding sick pay offerings, could be helpful to employees battling viruses in autumn and winter. These policies may also accommodate employees to take time off when their family members are ill.
• Encourage healthy employee behaviours. Employee education is critical for healthy employee behaviour changes. Employers should stress the importance of washing hands thoroughly and disseminate guidance relating to personal well-being. Additionally, organisations could encourage employees to get vaccinated against seasonal viruses each year or consider offering flu and COVID-19 jabs on-site.
• Keep cleaning supplies on hand. If employees are working on-site, it can be beneficial to have hand sanitiser and cleaning supplies available for them to use. Organisations should also ensure that commonly touched objects (eg lift buttons, doorknobs and keyboards) are disinfected frequently.
• Remain flexible. Organisations should remain flexible and consider a range of measures to prepare for workforce ill-health concerns. For instance, employers could consider cancelling non-essential face-to-face meetings and travel to avoid close contact between employees during virus outbreaks. Overall, employers must stay agile and accommodating to address employee ill-health and bolster organisational resilience.
Conclusion
Along with the flu and RSV, COVID-19 has become a part of the respiratory disease season. As these and other viruses can severely hinder employee well-being and subsequent productivity, it’s vital that organisations consider ways to protect and support their workers.
Contact us for further risk mitigation strategies and workforce well-being guidance.
