Seven Considerations for (Staff) Returning to the Office

As restrictions start to be cautiously lifted and we are seeing businesses opening up after many months of enforced closures, it’s important to think about what impact the past year has had on those employees who have been forced to work from home or furloughed. There are so many considerations for businesses, balancing the health & safety imperative while ensuring business viability, employee wellbeing and customer/stakeholder satisfaction. Priorities don’t always align and the needs of individual employees may sometimes get lost in the mix. Here are seven considerations for employers navigating today’s complex workplace conundrums. Note: these exclude compliance with health & safety requirements. For more information on HSE requirements please refer to https://www.hse.gov.uk/coronavirus/working-safely/index.htm.

Vaccination stance–There has been much debate around the right of employers to mandate that employees have a Covid vaccination. The reality is that there is currently no legal basis for this. As yet the Government’s stance is that whether or not to have the vaccination is a personal choice (although recommended) and it is likely that employers should adopt the same approach. That is to encourage and recommend that their employees are vaccinated. Being accommodating and flexible around vaccination appointment times during working hours is a simple and effective way to demonstrate commitment to the vaccine programme.
Anti-vaxxers– Everyone is entitled to their opinion. Where this becomes an issue is when having an opinion crosses a boundary and becomes disruptive and/or impacts negatively on your company stance. Consider managing disruptive anti-vaxxers in the same way you would manage other employees who are negatively disruptive; through your disciplinary procedure. Check your procedure to ensure it is up-to-date and fit for purpose.
Work location and flexibility– As is evidenced in the media, different organisations are taking a varying approach to their return to the workplace where employees have been required to work from home. These approaches range from permanent home-working, to a return to being 100% office-based, with a range of hybrid options in between. Ultimately, this decision rests with the employer, however it is worth considering whether increased flexibility could benefit the organisation, through reducing the cost of office space and fuel costs as well as promoting your business as a flexible, inclusive employer. Bear in mind that this is likely to be a change to contractual terms & conditions and may affect your business insurance.
Bereaved employees–Given the events of the past 12 months, sadly it is likely that someone in your organisation will have been bereaved in that time. Returning to work following bereavement is difficult under ‘normal’ circumstances. With the added impact of a prolonged period away from work, restrictions on funeral numbers and on visiting loved-ones in hospital, many individuals are finding things even more tough. It’s really important that line managers are encouraged to talk to their team members, to get to know what’s going on and provide support where needed. If your organisation has an Employee Assistance Programme this would be a good time to remind your employees about this or other support services available.
Long Covid and post-Covid sufferers– Your Company’s sickness absence processes, including return to work meetings, should have continued remotely so you should have a reasonable handle on who has been directly affected by Covid. If you are looking to bring employees back to the workplace, consideration should be given to what adjustments might be needed for anyone who continues to suffer longer term symptoms, which can include both physical and mental health impacts. Further return to work meetings and risk assessments may be required to ensure a safe and appropriate return to the workplace.
Anxiety and mental wellbeing– The impact of the last 12 months on mental wellbeing has without doubt gone beyond those directly affected by Covid, with many charities such as Mind and others reporting surges in calls to their helplines. Employers can’t and shouldn’t take the place of mental health professionals but can take steps to make their workplace a safe and positive environment. Training Mental Health First Aiders and mental health training for line managers could be a great investment. Check out: https://mhfaengland.org/ for more details. It’s also worth reviewing your sickness absence policy to consider whether it reflects the needs of those with mental as well as physical health problems.
Motivation and engagement– Your employees are individuals and recent events will impact them in different ways. Many of your employees may be excited about coming back to the office and keen to get back to some face-to-face interaction. There may be others who are less keen to return. This might be as a result of concerns about their safety, a desire to continue working from home or some other reason. For many, the past 12 months have provided opportunity for reflection and stock-taking and we may see a bit of movement from employees looking to make changes as things start to open out more. Consider your approach to engaging with your employees. Is it still fit for purpose? Have you provided opportunities for employees to talk about their experiences and share any concerns? Have the adjustments you’ve made in response to the Covid pandemic proved successful in motivating and engaging your employees in the longer term? If something good has come out of this experience, it’s a shame not to harness that benefit.

There’s so much to think about for employers bringing employees back to offices, either from remote working or furlough. This is just a brief summary of some key considerations which I hope is thought provoking. Sarah Marrow FCIPD, Director, Mahler Marrow Consulting Limited Tel: 07950 863981

(c)Mahler Marrow Consulting Limited April 2021