Be honest – would you have considered introducing flexible working policies within your business if it wasn’t for Covid-19?
The pandemic has changed the way we live and work, with employees demanding much more flexible and adaptable working hours in order to juggle the many demands that these challenging times are placing on them.
But what if it’s not feasible for your staff to choose their own work hours, or log in from home most of the time?
The government has announced Plan B in a bid to curb infections of the new Omicron Covid variant. But what does this mean for employers?
The latest guidelines encourage employees to work from home wherever possible from this week. However, if employers still require their staff to come into the workplace, they will need to carry out a full risk assessment and decide if any changes need to be implemented onsite to help increase Covid safety. This could include asking staff to wear masks when moving around the building; providing hand sanitiser; providing wipes for common touch points; and encouraging them to take regular lateral flow tests to identify any cases early.
Feel free to contact us if you’d like to discuss how to implement changes within your organisation.
Though we’ve been receiving somewhat conflicting advice of late, many companies are keen to push ahead with their much-anticipated Christmas parties this year.
As well as ensuring your festivities are Covid-safe – which may include ensuring that all workers present a negative test on arrival – now may also be a good time to review your party plans to make sure they are inclusive as possible. Everyone should have the chance to let their hair down without feeling unsafe, uneasy, or being discriminated against, as per the standard employment laws that need to be followed all year round.
To make sure everyone feels welcome and accommodated for this Christmas, you might want to:
Pick a time that works for everyone and
accounts for your team’s work, family and religious commitments
Choose a neutral, easily accessible venue with
no religious associations
Check that attendees with disabilities will be
able to access the premises
Stock non-alcoholic beverages to cater for those who can’t, or
don’t want to, drink
And don’t forget, as an employer, you should remind employees that the party is an extension of the workplace. Unacceptable behaviour will have consequences and possibly lead to disciplinary action, in the same way it would in the normal work environment.