Living With COVID-19: What Is Changing in England and What Does It Mean for Employers?

On 21 February 2022, the U.K. government announced its “Living with COVID-19’” plan. This month’s U.K. Employment Law Update outlines the key changes in England and what it means for employers.

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Statement of Changes March 2022 – A Corporate Immigration Perspective

The UK government released a “Statement of Changes to the Immigration Rules” on March 15, 2022. The government believes these changes to be an important part of their post-COVID “Plan for Growth.” The changes are also being implemented with the intention of simplifying the UK immigration system. Further simplified rules will be published later this year, with the government intending to consolidate the Immigration Rules in 2023. The changes will take effect on various dates starting on April 6, 2022.

For the full alert, visit the Faegre Drinker website.

Philadelphia Enacts New COVID-19 Sick Leave Law

In the midst of changing mask requirements and many people believing that the pandemic is now “over,” the City of Philadelphia has enacted a new COVID-19 sick leave law. On March 9, 2022, Mayor Kenney signed into law an amended version of the 2021 Public Health Emergency Leave Ordinance (the “Ordinance”) requiring covered employers to provide paid sick leave for employees who test positive for COVID-19. This law will stay in effect until December 31, 2023.

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New EEOC Technical Assistance Addresses Caregiver Discrimination

On March 14, 2022, the U.S. Equal Employment Opportunity Commission (EEOC) released a technical assistance document, the COVID-19 Pandemic and Caregiver Discrimination Under Federal Employment Discrimination Laws, which explains how discrimination against applicants and employees with caregiving responsibilities can violate federal equal employment opportunity (EEO) laws. Although EEO laws do not prohibit discrimination against caregivers specifically, there are some circumstances in which discrimination against caregivers may be unlawful. Because the COVID-19 pandemic has created — and exacerbated — competing job and caregiving demands for individuals as they navigate hybrid work schedules, unexpected closures of school and care facilities, and potential COVID-19 exposure, the EEOC’s updated information may inform employer decisions and actions as they adapt their workplaces to the evolving COVID-19 pandemic.

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Employers Adjust as COVID-19 Restrictions and Regulations Are Rolled Back Globally

On February 21, Britain’s Prime Minister, Boris Johnson, announced that all of England’s COVID-19 regulations and restrictions would be revoked in coming weeks. Shortly thereafter, countries across the globe began to follow suit.

Brazil Joins the Growing List of Countries Offering “Digital Nomad” Visas

The COVID-19 pandemic is causing many employers to reconsider the need for employees to return to the office in any capacity. At the same time, many employees have requested to work remotely from other countries. This presents potential tax (both corporate and individual), permanent establishment, and immigration issues. In response, as of the beginning of 2022, over 20 countries are now taking a dynamic approach to these changes and have introduced “digital nomad” visas that allow individuals to live in the respective country while working for a company that has no presence there.

Brazil has joined this growing number of countries that are offering digital nomad visas, issuing the long-awaited Resolution No. 45. Resolution No. 45 allows non-Brazilian workers to apply for visas that allow them to work in Brazil as digital nomads for up to 90 days during a 180-day period, or up to 180 days in a one-year period. Such visas will be valid for up to one year and will be eligible for renewal for another year. The maximum period a worker may remain in the country pursuant to Resolution No. 45 depends upon the worker’s nationality.

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