Dáil Éireann Debate, Tuesday - 13 October 2020
322. Deputy Bernard J. Durkan asked the Minister for Social Protection if a health worker that was in receipt of €600 to €700 per week that has had to stand down due to a Covid-19 contact can avail of a Covid-19 support payment; the level of payment at which they can avail; and if she will make a statement on the matter. [30203/20]
Amharc ar fhreagraUnder the Health (Preservation and Protection and other Emergency Measures in the Public Interest) Act 2020 (No. 1), the Government, having regard to the manifest and grave risk to human life and public health posed by the spread of COVID-19, extended the Social Welfare Acts to provide for entitlement to illness benefit for persons who have been diagnosed with, or are a probable source of infection with COVID-19.
The personal rate of payment of the enhanced Illness Benefit payment in respect of COVID-19 is €350, which is higher than the normal maximum personal rate of illness benefit. Additional payments may also be made in respect of a qualified adult and qualifying children. The measures were designed to ensure that where a registered medical practitioner or a HSE medical officer diagnoses a person with COVID-19 or identifies him or her as a probable source of infection of COVID-19, the person concerned can comply with medical advice to isolate, while having their income protected. This is essential to limit and slow down the spread of the virus, to keep the number of people affected to a minimum, and to reduce a peak of cases which would cause extreme pressure on the health system.
The enhanced rate of Illness Benefit was brought in as a short-term public health measure and is not a long-term income support payment. It is payable for 2 weeks where a person is isolating as a probable source of infection of COVID-19 and for up to 10 weeks where a person has been diagnosed with COVID-19. There are no waiting days in respect of the enhanced illness benefit payment.
From the outset of COVID-19, many employers have taken the initiative, in line with subsequent requests from the Government, to be as flexible as possible in allowing staff time off where required. Employers have a general duty of care towards their workers and that care is often expressed in the form of negotiation, compromise and flexibility. Some of the options to be considered for workers with responsibilities that preclude them from working their normal hours in the normal, pre-COVID-19, may include:
- offering paid compassionate leave,
- allowing employees to work from home,
- altering shifts, so that employees can co-ordinate caring between themselves and partners, or another person,
- allowing employees to take or rearrange annual leave,
- allowing employees to rearrange parental leave,
- allowing employees to take paid time off that can be worked back at a later time etc,
- allowing employees to take unpaid leave until they can return to work full or part-time.
In the event of an employee being told by their employer to go home or stay at home for a period of time without pay they may be entitled to claim the Pandemic Unemployment Payment or Jobseeker's Benefit/Allowance. If they are not eligible for those payments, then they may apply for Supplementary Welfare Allowance.
I trust that this clarifies the matter.
