Whether it’s allowing employees to work from home on a permanent basis, how to transition those that can’t (and indeed don’t want to work from home) back into the workplace or how to adjust the workspace to comply with the latest government guidelines we are all heading towards a new way of working.

There is so much for employers to consider and there will of course be no one size fits all but, with people starting to share their own experiences we can all start to learn from one another.  

From WIFI connections for those working at home to DSE assessments, from how you make a cup of coffee in the office to where you hang your coat……what can we learn from the likes of Google and Twitter who have already planned the next steps of their return to work plans?

• Some big organisations such as Google, Twitter and Mastercard have told staff they are be able to work from home until the end of the year if they choose to, a trend that we are starting to see amongst many of our own clients and something you may want to consider in your own business. Providing clear guidance on what your longer term plans are can help to alleviate any anxiety amongst employees around returning to work.
• Google announced that it will be reimbursing employees up to approximately £800 to pay for equipment to help them work from home. Although this may be step too far for many employers it is important to consider what support you will put in place for those employees who will be working from home on a more permanent basis to ensure that you meet your Health and Safety obligations.
• Google have also announced that they will operate a rota system when they re-open their offices starting with 10% when the offices open in July increasing to 30% capacity in September providing those that would like to return to the workplace the opportunity to do so. If you haven’t already started to plan how a return to work will operate in your business start by completing a risk assessment to identify how you can get your teams back to the office whilst observing social distancing guidelines.
• Google asked employees to take 22nd May as holiday to address any work-from-home-related burnout that has been caused during the pandemic and employers across the country are beginning to enforce the use of annual leave for those employees who are able to take it (i.e. those that aren’t key workers) Encouraging your teams to take annual leave will ensure that employees get the rest from work that they need and that your business is not left with unmanageable levels of holiday to be taken before the end of year.

As we all begin to think a bit more creatively about how to manage the workforce moving forward what’s most important is that you communicate and consult with employees throughout. Secondly you should ensure that you have all the necessary policies, procedures and contractual changes in place to ensure that you don’t encounter any employee relations or legal issues further down the line.

To make sure that you have all your HR needs covered sign up to our HR Evolve Package today or give us a call to discuss your needs in more detail.