Employers will undoubtedly be looking at the size of their premises and if they are still suitable when all safety measures have been implemented. This will also include consideration of either moving to larger or small premises. Will this be a return to what was in place pre-Covid-19 or will it be a fully remote model; or a hybrid of home and office working?
Unless you have sufficient physical space, and appropriate safety measure in place, a return to pre-Covid-19 work model may not be possible. Even if it is possible, you will still need to consider the possibility that employees may not wish to return to the ‘office’. This can be for various reasons.
Some employers have already made the decision to allow employees much more control over their working pattern. This has meant making flexible working the norm rather than the exception. Examples include the ability to work from home a couple of days a week, and start earlier or later to suit their personal circumstances. Now, of course, your organisation may not be able to go to such extremes but we need to recognise the last year or so has shown the business world how it can adapt and work effectively.
Regardless of what your revised work model may look like, you should also be considering the implications of the employment contract, salaries and benefits packages including any changes that may be needed. Good communication and employee engagement will go a long way to smoothing out any transition processes that may be necessary for a healthy and positive return to the workplace.
Our experts are fully equipped to help you develop the best solutions for your business. Give us a call on 01382 211 222 or contact us at Symphony HR.