HR Help Desk

Right back where we started – or maybe not?

By Cath Grawe, HR Central Communications Officer

Nearly a year and a half ago, the COVID-19 pandemic saw the majority of workers being instructed by medical authorities and government, where possible, to move out of the office to work remotely in an attempt to combat the spread of the virus. Now, at nearly zero case numbers in Australia, many employers have been given the green light to request employees to return to the workplace. And with the introduction of the COVID-19 vaccine into Australia, this is more than likely to ramp up requests to come back in the ensuing months.

So, let’s look at that scenario and how it should and could play out

If you have roles in your organisation based on administrative/computerbased tasks, since early to mid-2020 when everything went a little pear-shaped, you would have ensured your ‘home workers’ were fully equipped to work safely and efficiently from their chosen place of residence.

If you have the all-clear to request those workers to come back into the workplace, before doing so, ask yourself why? Why do they need to work from the office as opposed to home?

Do you feel they will do a better job in the office (maybe as an employer, you think that if you can’t see what your employees are doing, it may make you uncomfortable or unsure whether they are fulfilling their work obligations)?

But surely after 12 months, you have an indication as to whether or not this is true? Has productivity by these employees dropped? If not, then unless that role is customer-facing, perhaps it is a better option for both the business and employee to continue to work from home.

Consider:

l Travel times to and from work.

Remaining at home may add to an employee’s available time, concentration, productivity and stress levels by two-three hours. l Legal allowances. In some instances, it is the employee’s right to request to work from home (carer roles, for example), and they have to be acknowledged and discussed openly with the employee. l The task involved in the role. If it is a computer-based or an over the phone role, does it matter where the employee is working? Really?

Suppose you have a role in your business that requires customerfacing exchange (consider front desk/ check-in roles, roles where employees need to meet with customers). In that case, you may need to have that conversation with your employee that the position they are required to do needs them to be onsite.

If an employee rejects your request to ask them back to fully execute their role in the workplace, remember that an employee has the right to ask for a flexible working arrangement, i.e. an amendment or change to their original contract. In doing so, you will need to look at:

Essential duties and when they need to be done: can they be done at the requested hours (i.e. instead of 9–5, can they be managed at 11–7?)

Customer-facing duties: can they be done at home (i.e. phone inquiries, emails and zoom training instead of face-to-face showing an alarm keycode, or where things are situated in a store/facility).

Can they execute the role via video conference/mobile and home office? If so, do they have a safe WHS environment that is equipped with mobile access to files etc., that are required?

Why is the employee requesting this new arrangement? Do they have personal issues such as carer issues, illness or something that inhibits them from leaving their home for work?

What are the consequences for the employee if the request is refused?

Remember, employees who feel supported in meeting their work commitments in a way they feel most comfortable are generally more productive, less stressed and more committed to their workplace.

Whatever, when you decide to accommodate an employee’s change requests to the original hours and duties to which they were employed, it is best practice to either re-issue a new letter of agreement or flexible working arrangement

COVID-19 has brought about disruption for sure and has also tested an employer’s ability to be flexible, listen, be empathetic, and be a better communicator. The workplace is changing, and as an employer, you need to be adaptable and open in your communication

If a request is made for an employee to remain at home to work or work part-time in the office, you will also need to consider the operational/economic impact to your business with these changes? What are the implications regarding the execution of tasks and customer service? Can operations continue to flow if individuals are all working at different times and in other locations?

Maybe discuss with your employee and suggest a trial period. If it works and tasks are executed as

“Employees who feel supported in meeting their work commitments in a way they feel most comfortable are generally more productive.