Skip to content
Speak to an expert on
0113 869 8101
×
  • Home
  • Thrive Wellbeing
  • Outsourced HR
  • Events
  • News/Blogs
  • Thrive Women
  • Thriving Minds
  • Thrive Tribe
  • Our Costs
  • Contact Us
  • My Account
Thrive Wellbeing Login
×
Employment Law
Learn about our Employment Law Services
  • Employment Status
  • TUPE
  • Whistleblowing
  • Consultancy Agreements
  • Restrictive Covenants
  • Constructive dismissal
  • Unfair dismissal
  • Discrimination
  • Settlement Agreements
  • Tribunal
Outsourced HR
Learn about our Human Resources Services
  • How does our outsourced HR service work?
Mental Health & Diversity
Learn about our Mental Health Services
  • Mental Health In The Workplace

Update: DWP Leeds office was investigated for failure to enforce social distancing.

Author: #Admin Published 11th September 2020

It was announced today that the DWP Leeds office was investigated for failure to comply with the Covid-secure guidelines and was issued with a Notice of Contravention.

We understand that a whistleblower raised workplace concerns about the office the HSE conducted a Safety inspection at the Government office on 27 August 2020. As a whistleblower, that employee should now be protected from any detriment. We’ve written a blog about whistle-blower protection, here.

In terms of the office, it was found that the DWP was not taking enough precautions in order to prevent the spread of coronavirus. CCTV footage shows 5 members of staff gathered around a computer in the office. The line manager was giving instructions to the group of staff gathered around the desk; therefore, it was found that management had failed to ensure social distancing measures were being followed.

The whistle-blower had been working from home and when he returned to work, he was concerned for his health and safety in the workplace environment. The whistle-blower went onto say the office was so big that it was difficult to monitor, but other staff members were nervous to return. He believes the office is not yet safe enough to go back to work.

The report provided from the inspection stated the office was failing to ensure, so far as reasonably practicable, the health and safety of the employees by not implementing or maintaining the necessary measures to prevent the spread of coronavirus.

The office is currently at 50% capacity which the inspector commented on by saying these numbers were too ambitious and unrealistic, as such capacity leads to the risk of congestion within the office space and could therefore cause difficulties in maintaining social distancing.

The office had designated walkways showing two-way travel, which in places were only one metre wide. Stairwells were also designated as two-way walkways however did not appear to be 2 metres wide. The office had small tables and benches which lacked signage to say out of use.

This story really demonstrates the risks of failing to be Covid-secure; the DWP office itself has been confirmed to have had at least 2 cases of coronavirus. We previously shared a blog on how to ensure a workplace is Covid-secure.

It’s also significant when we think about the return to work; it’s clear that employees can be obliged to return to the office, but only when the workplace is safe and there are no underlying conditions which limits the employee’s ability to do so. But, in cases like this, where the workplace isn’t safe, employees are completely within their rights to refuse to return. Jodie recently did an interview with Stylist magazine where she discussed employees’ rights when returning to work.

Sound familiar? How can we help?

If you are an employee who has concerns about the safety of the workplace, please get in touch. We will be able to help you and ensure that you can whistleblow without causing any detriment to yourself as a result.

If you have been dismissed as a result of raising concerns about health and safety, or any other concerns, we may also be able to help you with a claim for automatic unfair dismissal.

By Deborah Norbury and Alicia Collinson

 

Post Categories

  • All
  • Thrive In The Media
  • Thrive Thoughts

Related Articles

“No win, no fee” Arrangements – How do they work?

Published 27th January 2021

Guest Blog: Health and Safety Maternity rights during the COVID -19

Published 27th January 2021

What Is Discriminatory Behaviour?

Published 9th December 2020

How are whistleblowers protected?

Published 9th December 2020

Do I need a solicitor at an employment tribunal?

Published 9th December 2020

Share this Article

Next Article>>

Subscribe to our Newsletter

loader

#ThriveTribe

We believe that everyone should be enabled to thrive in the workplace and we’ll work with you to understand your business and offer the right solution in terms of employment law and well-being.


Copyright 2020 - Thrive Law. All Rights Reserved JLH Legal Limited (trading as Thrive Law) are solicitors of England and Wales authorised and regulated by the Solicitors Regulation Authority No. 644790. Details of the Solicitors Standards and Regulations can be found at www.sra.org.uk. JLH Legal Limited is a Company registered in England and Wales under Company Number 10737027

Employment Law
Human Resources
Mental Heath
Contact Us
Privacy Policy
Website Terms of Business
Complaints
Manage Your Cookies
Sitemap
0113 869 8101
enquiries@thrivelaw.co.uk

15 Queen Square
Leeds
LS2 8AJ

85 Great Portland Street
First Floor
London
W1W 7LT

Website Designed, Developed & Hosted by Pragmatic Digital

We are using cookies to give you the best experience on our website.

You can find out more about which cookies we are using or switch them off in settings.

Thrive Law
Powered by  GDPR Cookie Compliance
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.

Strictly Necessary Cookies

Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.

If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.

Analytics Cookies

This website uses Google Analytics to collect anonymous information such as the number of visitors to the site, and the most popular pages.

Keeping this cookie enabled helps us to improve our website.

Please enable Strictly Necessary Cookies first so that we can save your preferences!

Cookie Policy

More information about our Cookie Policy