There should be a process in place to secure alternative PPE options for those who are unable to pass a face fit test with the standard options. This should include accommodating cultural and religious concerns.47
Where individuals within the department have specific health concerns, reasonable adjustments must be made to an individual’s work duties as required in the Equality Act 2010.4 The department should have procedures in place to ensure that these concerns are discussed with the individual concerned, with support from the consultant occupational physician where appropriate, and should consider tailoring work duties...
When required departments should ensure that adequate social distancing is possible for non-clinical working. This may include enabling staff to work from home if necessary.
Departments should openly discuss fatigue and consultants should act as role models by acknowledging their own tiredness and promoting the need for rest and taking rest themselves.48
Education should be provided for all members of the department about fatigue, including sleep hygiene and the legal implications of driving while tired.48
Standardised scoring systems such as fatigue tools identifying team members’ level of fatigue should be used at handover and there should be no criticism of the need to rest.49
Departments should have processes in place that promote a sensible work-life balance and should identify and reduce stress and burnout.53
Stress, 'burnout' and mental ill health are major causes of sickness absence. NHS organisations should ensure that those in leadership positions work to promote and protect the health and wellbeing of staff.54
