INFORMATION

Communication and a successful return to the workplace

As the gradual return towards a sense of normality begins with the easing of lockdown, many will wonder what this means for the world of work. For some it will mean an eventual return to the workplace, while for others it may involve permanent homeworking. The key factor for businesses in how they manage either process is communication, says Rachael Moyers, HR business partner at My HR Hub. She explores how best to manage communication with staff, wherever they will be based.

USING POLICIES AND PROCEDURES

Having a Covid-secure workplace policy is a great way to inform staff of the measures you have taken to help prevent the spread of Covid-19 at work and of any procedures employees need to follow – for example, what to do if they come down with Covid symptoms. This should be accompanied by your Covid-19 risk assessment, which should also be shared with employees in advance of their return to the workplace.

Employees may also question if the company plans to have on-site Covid testing or if they are allowed time off to have the vaccine. Having a vaccine and Covid testing policy in place can help answer these questions. It’s vital you don’t forget about your homeworkers – consider them when writing your policies and share these with them so they are kept informed about what is happening within the business.

RETURN TO WORK DISCUSSIONS

Some employees may feel anxious about returning to work, especially those who have been required to shield during the pandemic. Having return-to-work discussions with all employees will allow them the opportunity to address any concerns they may have about returning to the workplace or continuing to work from home.

HOMEWORKING CONSULTATION

While employees may have agreed to work from home on a temporary basis, if this is to become a permanent arrangement, you will need to consult them about this change.

If both parties agree to permanent homeworking, you will need to confirm the new terms in writing to the employee, either via an updated contract of employment or a “variation to terms” letter.

ENDING FURLOUGH

If you are bringing employees back to work from furlough, then you will need to discuss this with them beforehand to confirm the date and arrangements of their return.

They may be feeling nervous about returning, especially if they have been on furlough for a while, so this discussion is a good opportunity to address any concerns they may have. Arrangements for the employees’ return to work should be followed up in writing to them.

Rachael Moyers