WITH swine flu now being confirmed as a pandemic, a North-East employment expert is warning businesses to ensure they have a disaster recovery plan in place to prepare for the worst-case scenario.

Figures show that employees across the country who take time off for illness are increasingly citing swine flu as the cause. On the day the news of the outbreak was revealed, there was an 8.2 per cent rise in UK employees calling in sick.

Further research has revealed that the flu could cost UK business up to £1.5bn a day.

And with uncertainties over how catastrophic the effects of swine flu could be on the country, James Wilders, employment law partner at Newcastle-based Dickinson Dees, is warning companies to ensure they are prepared for all eventualities.

“All organisations, regardless of size, should have a disaster recovery plan in place for this kind of situation,” he said.

“This will be very different from the strategies in place for something such as a terrorist attack or catastrophic IT failure, but it is no less important.

“Preparing the plan need not be seen as alarmist; rather it can lead to a sense of security that the employer is taking adequate steps to protect the interests of both its business and its employees.”

Mr Wilders has highlighted five points he believes will provide an effective disaster recovery plan:

● Involve the relevant people within the organisation. If there is a health and safety officer, they are likely to be the best person to lead on this. Larger employers may have works committees who will want input, as will trade unions;

● Consider the position of vulnerable employees, including those who are pregnant or who suffer from conditions that might make them particularly susceptible to flu or other viruses;

● Be very clear about what is expected of the “worried well”. Some employers are experiencing problems with employees refusing to come to work because they are concerned about working with colleagues who have recently returned from holiday in Mexico.

While each case should be considered on its own merits, an unjustified refusal to work on these grounds could be treated as a disciplinary offence;

● Identify the minimum number of employees required at each site to ensure that business needs continue.

If a disease outbreak occurs at one site consider how numbers of employees can be kept to that minimum number. Some employees can be encouraged to work from home;

● Consider steps to reduce the spread of infection, such as reducing travel between offices but encouraging conference calls; review service level arrangements with cleaning staff to ensure that communal areas are cleaned regularly to reduce the risk of cross-infection.