With the Prime Minister setting out a ‘roadmap’ for easing lockdown and the vaccination rollout progressing at speed, employers need to plan their own routes out of lockdown. Whether that is the re-opening of workplaces in the hospitality sectors or the migration of the workforce back to the office after 12 months working from home, there are challenges employers are likely to face…
The end of home working?
At the time of writing, the current advice to ‘work from home if you can’ remains in place and it is not expected to change at least until 21st June 2021.
In practical terms, whilst employers have had to adapt to allowing home working, this continues to present challenges and many employers are very keen for their workforce to return to the office- as are many of the workforce. However, employers are likely to see some resistance to the re-opening of offices. There are several factors to consider here:
- Travel and travel costs
To many people the commute to the office is often fraught with battling through endless traffic jams and paying extortionate rates for parking. For many, not having to pay for travel costs has been a welcome and unexpected benefit to working from home. Will employees want to resume the burden of those costs? Likewise, public transport is often crowded and is likely to result in health concerns regarding social distancing.
- Are the above valid reasons for employees refusing to attend their places of work?
The place of work is largely dictated by the contract of employment and custom and practice. It is the employee’s responsibility to get themselves to work, however, just as it would be unreasonable to expect employees to make a dangerous journey to work in adverse weather conditions, the threat of COVID-19 is still very much out there.
Whilst the employer has no control over safety measures on public transport, if employees are concerned about the dangers of traveling on public transport then it is advisable to see if a mutually agreeable solution can be found, such as varying the shift patterns to avoid rush hour for example.
- A return to the office is likely to trigger an increase in flexible working requests.
Its vital that if an employee does make a request to be allowed to work from home on a permanent basis, that this request is given due consideration. If you can’t agree to the employee’s specific request, you may be able to reach a mutually agreeable compromise.
- Communicate Well
You know how hard you have worked to make your premises COVID-secure but do your staff? Make sure they are being kept up to date with the measures which are or will be in place on their return and make sure that if you are working to re-open your premises in line with government’s advice.
And finally…. as usual, there is no ‘one size fits all’ approach to managing staff. We here at MPCG we understand the needs of our clients and will provide practical, straight forward advice to help you navigate your way out of lockdown. Call us today.