Office Return - Post Covid: A Guide for Employers and Employees
The Covid-19 pandemic has had a significant impact on the world of work, with many employees adapting to remote working. However, as the economy begins to recover, many businesses are making a return to the office. While this is a positive step, it has also raised several concerns for employees returning to the office environment. In this article, we will discuss some key points that employers and employees should consider for a successful return to the workplace.
Conduct a COVID-19 Risk Assessment
An employer must conduct a COVID-19 risk assessment to ensure the safety of their team. This assessment should be shared with the employees to ensure that everyone is aware of the risks and safe to work. Employers can find helpful guidance on Covid-19 on the Gov.uk website.
Prepare and Implement Policies and Procedures
As Covid-19 variants continue to pose a serious risk, it is crucial to reassure employees and build their confidence. Employers should provide guidance on hygiene, mask-wearing, social distancing rules, reporting contact with someone with Covid-19, self-isolation, remote working rights, and guidance on when not to come into work. These policies and procedures should be communicated to employees to ensure their understanding and compliance.
Consult Employees
While there is no legal obligation to formally consult employees about a return to the workplace, it is advisable to do so. Consulting employees helps to build a supportive work environment and address any concerns they may have. Employers should approach this with empathy and understanding, recognising that some employees may have had a tough year.
Travel to/from Work
Employees are likely to have concerns about public transport, and employers should consider alternatives to ease these concerns. Employers can consider increasing biking to work by providing safe bicycle storage and implementing a cycle scheme. Alternatively, employers can offer parking spaces for employees' cars or car share schemes for the team. If running or walking to work is an option, employers should provide changing room facilities and locker storage for gear. Employers should also consider remote working as an option and adjust working days/hours to minimise peak travel risk.
Shielding, Vulnerable, and Disabled Employees
Employers should recognise the needs of shielding or vulnerable employees and make reasonable adjustments. Those who are pregnant, disabled, elderly, or have pre-existing medical conditions are at greater risk. Employers should consult closely with their employees and consider their individual risks and needs.
Refusal to Return to the Workplace
Employers should consider all factors when requesting employees to come back to work. Dismissing employees because they do not wish to return to the workplace can lead to legal consequences, including claims for unfair or constructive dismissal, whistleblowing, and discrimination. Employers should be flexible, offer remote working, and access support to make reasonable adjustments and consider their employees' requirements.
Don't Forget Those Working from Home
Employers should continue to support remote workers by offering opportunities for regular communication and social downtime with peers. Supporting remote workers helps to minimise the impact on engagement and retention of valuable team members.
In summary, a successful return to the office requires careful consideration of the employees' needs and concerns. Employers should conduct a COVID-19 risk assessment, prepare and implement policies and procedures, consult employees, consider alternatives to public transport, recognise the needs of shielding, vulnerable, and disabled employees, be flexible and supportive towards employees who refuse to return to the workplace, and continue to support remote workers. By following these guidelines, employers can create a supportive and productive work environment.
Gov.uk Info - https://www.gov.uk/coronavirus-business-reopening
