At Make UK, our Make Venues business - much like others in the hospitality sector - has been impacted by the Covid-19 pandemic.
With many businesses re-opening their doors, there are likely to be mixed responses from employees about the prospect of returning to work. Some may be keen to return, but others may have concerns, or be unable to return under the Government guidelines. So what issues could arise in the context of the post-lockdown return and what challenges could be ahead for business owners over the months to come?
Hospitality businesses will need to consider their absence management policies in the context of Covid-19 (as existing policies may no longer be suitable) and think about whether any adjustments are needed. You will also need to be prepared to respond to and, where practicable, accommodate individual employees’ circumstances on a case-by-case basis, to minimise the risk of litigation, safeguard employee relations and protect against further financial costs.
At Make UK, we are helping businesses get through the next six months and beyond. Whatever the outlook for your business, we are here for you to support you through whatever lies ahead.
The following characters may be familiar to you in your returning workforce
Shielding Shona received a shielding letter, as she has severe respiratory problems, and has been self-isolating since the start of lockdown. Although currently shielders are advised not to work outside the home, from 1 August it seems likely that they will be able to go to work if they cannot work from home and the workplace is ‘Covid-secure’. This means undertaking thorough risk assessments, exploring possible workplace adjustments and perhaps flexibly furloughing Shona will be key.
Protective Pete is fit and well, but is concerned about returning to work as his partner is pregnant. He doesn’t want to risk picking up the virus and taking it home. Managing an effective return to work for Pete will require sensitivity from HR to satisfy him that the workplace is safe.
Fearful Ffion is worried about travelling by tube for work and has expressed strong concerns about the risks of working with the public. She is worried sufficient care is not being taken to protect her health and safety. Here, HR should be guided by Ffion’s individual circumstances, rather than taking a “one-size fits all” approach.
Struggling Stan has three children of primary school age and is unable to return to the workplace until all of his children are back at school. Although initially Stan could be furloughed, his employer will need to consider the family-related entitlements available (including flexible working arrangements) once furlough comes to an end.
Symptomatic Steve has been contacted by the NHS test and trace service and is required to self-isolate for the next 14 days. As well as effectively managing Steve’s absence and return to work, his employer will need to think about the impact on other employees.
Jet-set Josephine booked a trip to Russia for a family wedding pre-lockdown so will need to self-isolate for 14 days when she returns. Here, clear drafting of HR policies will be needed given evolving government guidance on travel quarantine.
Do these issues seem likely to arise in your business? It is possible that you may face different types of post-lockdown issues and employees may have questions or concerns about the return to work. In tackling any issues, keep in mind the potential risks of discrimination and other related claims and take advice as needed. During these unusual times, a careful balance will need to be struck when managing the overlapping importance of legal compliance and the practical impact of internal policies on the workforce.
Our checklist outlines possible adjustments you could make to your absence management documentation in the context of Covid-19 to better inform your employees and protect your business. The suggestions in the checklist will help you to identify possible adjustments, but any changes should be tailored to your particular circumstances.