Editor's message: The message across the UK remains that employees should work from home if they can. However, the ongoing easing of the coronavirus (COVID-19) lockdown restrictions means that many workplaces will be reopening. The Prime Minister has said that anyone who cannot work from home should be actively encouraged to go to work.
As public health is a devolved matter, HR in organisations in Northern Ireland, Scotland and Wales should follow the guidance and comply with the restrictions that apply to your location.
HR needs to plan for a safe return to the workplace, whether employees are being asked to return now or further down the line. The UK Government’s “COVID-19 secure” guidelines set out a process for employers to follow, based around risk assessment, social distancing measures and actions to mitigate the risk of coronavirus transmission.
HR will be required to manage the needs of employees with particular circumstances that make it difficult or impossible for them to return to work, such as health concerns, childcare or transport issues. Applying a blanket approach to all employees will not be appropriate.
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Susie Munro, senior employment law editor
A model HR letter to arrange a discussion with an employee with a health condition who is clinically extremely vulnerable to review what steps could be taken to allow them to return to work safely as the coronavirus (COVID-19) lockdown is eased.
A model letter to set out what steps are being taken to allow an employee with a health condition who is clinically extremely vulnerable to return to work safely as the coronavirus (COVID-19) lockdown is eased.
A model HR letter to offer alternative work to an employee with a health condition who is clinically extremely vulnerable, meaning that they cannot return to their normal job safely as the coronavirus (COVID-19) lockdown is eased.
Chancellor Rishi Sunak has announced a £1,000 "job retention bonus" for employers that bring workers back from furlough.
Updated to reflect government guidance that social distancing by keeping 1m apart is acceptable, with risk mitigation, if 2m is not viable and that shielding is expected to be paused from 1 August 2020.
Victoria Lewis, CEO at byrne-dean, takes us through the challenges of returning to work after the lockdown and outlines measures to address them, while also incorporating and retaining the many benefits that have emerged.
The return to the workplace has started for many organisations, but that workplace is likely to look very different to the pre-coronavirus (COVID-19) one, and HR professionals are already looking at how their practices will need to change to adapt.
As employers survey the economic legacy of the coronavirus (COVID-19) lockdown, XpertHR asked HR practitioners about flexible furloughing, job losses and the new realities of workplace life.
HR and legal information and guidance relating to employees returning to work during the coronavirus (COVID-19) pandemic.