The first cases of infection have now been confirmed in the Netherlands; in the interests of good employment practices (Section 7:611 of the Dutch Civil Code), it may be wise to put in place some internal measures.
Reduced working hours
The scheme for reduced working hours has now been suspended. See our article New economic measures in response to the coronavirus crisis.
The most important business measure is that, if you are temporarily unable to employ your staff, or can only employ them to a lesser extent, you can apply to the UWV for reduced working hours.
This means that if, for example, there is little or no work left within your company as a result of the coronavirus, you can apply for temporary unemployment benefit for your employees. The employees will not be made redundant but will instead receive temporary benefit payments. Naturally, there are conditions attached to this.
Measures
There is no legislation on how to deal with situations of this kind. First and foremost, it is advisable to follow the advice issued by the RIVM. In short, this means reminding your staff to wash their hands regularly.
Ensure, amongst other things, that there is a sufficient supply of disinfectants and tissues. Instruct staff (for example, by email) to cover their mouths and noses with the inside of their elbows when coughing or sneezing. Extra attention should also be paid to cleaning keyboards, mice, door handles, etc.
You should also keep in touch with your staff to find out, for example, where they have been on holiday or at the weekend. These are, of course, private matters, but staff often share this information voluntarily. It is also important to make employees aware of the symptoms of coronavirus. People with coronavirus have a fever and respiratory symptoms, such as a cough or shortness of breath.
Sick employees
In practice, it is often the case that employees who are unwell still turn up for work for a few days, even though it might be better for them to take proper time off to recover. It is advisable for employers to take a slightly stricter line at present with employees who turn up for work whilst unwell. Ensure that employees stay at home and recover fully.
Leave
In the event that schools close, employees may take paid leave for a short period to arrange childcare elsewhere. This leave shall only cover the period until the employee has arranged childcare.
Employee in quarantine
Employees who are placed in quarantine (either because they have been infected or because they are showing symptoms of the virus) are still entitled to continued payment of their wages (in the event of illness). This also applies to situations where an employee is placed in quarantine whilst on holiday. In principle, these days may not be deducted from the employee’s holiday entitlement. The employee must, of course, provide an official medical certificate issued by a local doctor. Any additional arrangements may be set out in a collective labour agreement or terms and conditions of employment.
Cross-border employment
If your company also operates abroad, you would be well advised to follow the government’s travel advice: https://www.nederlandwereldwijd.nl/actueel/nieuws/2020/02/27/reisadviezen-voor-landen-of-gebieden-waar-het-coronavirus-is-gevonden
For example, ensure that, where employees travel frequently, they are provided with face masks (along with the correct instructions on how to use them and their purpose).
Health and Safety Service
Stay in touch with your occupational health and safety service or company doctor regarding the measures to be taken and preventative action. Finally, you can check with your occupational health and safety service or company doctor to find out how you should proceed if your company is actually affected by the coronavirus.