The final stages of the Government's roadmap for emerging from lockdown are under threat, as the 'Indian variant' of COVID-19 threatens to delay the plan to remove remaining restrictions from 21 June 2021. It's unclear how this could affect the current 'work from home' guidance, which was due to be reviewed at the same time. Some employers might feel tempted to wait until a definite announcement before putting in place any plans to return to the office. However, despite frustration at the constantly shifting goalposts, there is plenty that employers can do to plan the return. Some key areas to consider:
1. Vaccines, testing and health and safety
Employers should consider whether they will require returning and/or new staff to have been vaccinated. This is likely to be legally problematic for most office-based staff, although may be justifiable in particular high-risk environments or roles. Similarly, employers should consider whether they intend to set up workplace testing - the Government's detailed guidance on this is here.
Once government guidance permits a return and before office workers return to the workplace, employers will need to carry out an updated COVID risk assessment, identify any risk-reduction measures needed and share this with staff.
2. Remote, flexible and hybrid working
Employers should review and update their policies on flexible working and home working, as well as considering how to address practical issues. You may want to instigate a core hours system, where staff are expected to be working and contactable within certain hours, or are hours completely flexible as long as the work gets done? Many employers have indicated that they will adopt a hybrid model, with some home-working and some in-office working. Although this can offer the best of both worlds, the practicalities require careful thought to avoid creating a two-tier workforce. For example, how will you ensure that all staff have fair access to training and career progression - both formal and informal? How will you manage employee health, safety and wellbeing? Although businesses have in many cases adapted to dealing with these issues during remote working, a hybrid model means that businesses will need to undertake a further shift, to ensure that staff don't fall between the cracks.
3. Workplace changes and training
Many businesses have significantly changed the way they operate during COVID, switching focus or developing new lines of business. Furloughed staff who are returning to work may need to be briefed and trained in new working methods or new technology to ensure that they can hit the ground running on their return.
4. Adapting to your workforce
Staff who have worked remotely for over a year may have a different attitude to their work than they did previously - having become accustomed to greater independence, they're likely to resist micro-management. Some staff will be apprehensive about the prospect of returning, particularly those who need to commute. Employers should ensure that they build in time for workforce consultation and, if possible, time for staff to adapt to the return to the office on a gradual/phased basis. Although some employers may be impatient for staff to return, allowing them some time to adjust may help to avoid time-consuming and disruptive disputes.
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