COVID-19 Psychological considerations in the physical return to the workplace
In a media statement from the Prime Minister on 24 April 2020 National Safe Workplace Principles were addressed, which we wrote about last week. This was timely with schools transitioning back to normal learning, retail shops opening and easing of restrictions. These principles and industry specific work health and safety guidelines for COVID-19 accessible through Safe Work Australia will assist businesses in planning and implementing a return to a physical workplace plan together with a change management plan and most likely stagged, like the 3 step plan put out of restrictions prepared by the government.
Whilst this plan for businesses is necessary, as at some point it is critical that business does return to as normal as possible, please remember to consider how your team members may feel about returning to work. Ask them RUOK? because they may not be and its not all about their physical safety. There are psychological considerations which require empathy.
Before COVID-19 you could say generally the majority of employers were reluctant to offer working from home or other flexible work options. Then when COVID-19 hit, whilst not required at the time most office-based businesses acted quickly and ensured their business processes and activities allowed their employees to work from home and everyone responded. Maybe at the time it was a relief to employees, but they responded well and have done the best they can whilst at times balancing their own (various) concerns, mental health and for some schooling children. So, now when you are wanting to get employees back to the workplace, can I remind you and ask to be patient and kind to them, just like they were for you in the beginning.
I think for most it’s been more than 8 weeks they have been working from home and I am sure that businesses have been creative and made real efforts in keeping employees connected to the business and to each other, but still….. I think for some it will be a hard shift back. Some may just not want to get back into the routine or the chaos, or maybe they are still concerned about the risk of contracting the virus or maybe they live with family members that are vulnerable, for example, disabilities or carer’s responsibilities – so consideration should be given due to the risk of allegations of discrimination or adverse action, so care must be taken.
We would recommend, communicating the plan, provide employees some warning, allow them to process it and understand how and when it the physical return to the workplace will take place. Consult with them on the safety measures that have been put in place and talk through the plan, which may change depending on the outcome of the lifting of restrictions in general. Seek their feedback, comments and thoughts. Whilst, as the employer you can direct the employee to return, any refusal of the employee to follow a reasonable direction, may need to disciplinary consequences, but in this circumstance please be flexible, be understanding, be accommodating, be patient and be kind.
Again, as we have been saying, now is the time to consult and communicate with your team. Not only is it a requirement but it makes sense for engagement, acceptance and contribution.
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If you require advice on these principles and detailed information relevant to your workplace in your plans to return your workplace towards normal, please let us know. We are here to help. We remain available via email or phone – leisa.messer@hrbd.com.au or 0401 271 616 | 07 3890 2066.
We hope you are OK. Take care. Keep safe.
The Team at HR Business Direction