Look at each employee individually
Each employee’s personal circumstances will be different. It may not simply be the case that they don’t want to return to work. Some employees will rely on public transport to get to work, some may not have had their vaccine yet and feel unsafe, or others may be protecting vulnerable people at home. Employers should discuss the employee’s circumstances with them so they can understand their reasons for not wanting to return to the office. This isn’t something employers should take a blanket approach to, everyone’s circumstances are different and it may not be reasonable to return all employees to the workplace at the same time.
Returning to work anxiety
It is widely know that the pandemic and lockdowns have had a huge impact on mental health. There will be many employees who will be anxious about returning to work and employers should consider the mental health of their employees. Many of us have become complacent with our new home offices, only seeing colleagues over Zoom and having very little social interaction. For some, the thought of sitting in an office full of colleagues again may seem daunting.
While some employees will crave the normality of returning to their workplace, it’s important to remember that no two people are the same and each employee will have different concerns. Employers can help their employees transition back to the office by:
- Speaking to them about their concerns
- Giving them as much notice as possible
- Informing them of the steps being taken to make the workplace Covid-secure
- Keeping health and safety policies updated in line with government guidance.
Look at alternative options
If your employees are anxious about returning to work, discussing concerns with them may be all the reassurance they need. However, if employees are still unsure, there are alternative options that can be considered and phased returns might be more beneficial to some employees.
By discussing any concerns your employees may have with them, you might also be able to find alternative solutions to allow them to return to the office more comfortably. For example, employees who travel to work by public transport may be concerned about travelling during peak times, in which case a workable solution may be to temporarily change their working hours so they can avoid busy periods on public transport.
Agile working policies
In recent years, we’ve seen an increase in businesses implementing agile working policies allowing employees to work flexibly carrying out either all or a proportion of their work outside of the workplace. This won’t be suitable for all businesses, but for some it might be a good way forward.
Agile working policies can have several benefits for businesses including:
- Staff retention (particularly those with young children who may be juggling childcare)
- Builds trust
- Can improve performance
- Reduced carbon footprint
If an employer decides to implement an agile working policy, it’s important to make sure they are acting consistently in how agile working requests are dealt with.
Consider whistleblowing protection
If an employee is refusing to return to a workplace because it is unsafe, then legally, they do not need to attend. Employers owe a duty of care to their employees and if an employee reports that it is unsafe, the law will protect them in relation to any health and safety disclosures that are in the public interest. Employers can mitigate the chances of any health and safety complaints by carrying out a full risk assessment before staff return to the office.
Disciplinary action
If an employee refuses to return to work without a legitimate reason, disciplinary action can be considered. In the current climate, employers will need to tread carefully in dealing with any disciplinaries.
If you are an employer or an employee and need further advice on this topic, why not book a no-fee discovery meeting with us to see if we can help?