A full return of employees to the office was supposed to have already begun. Despite protective measures being adhered to, rising COVID19 cases have again prompted a delay. Instead, organisations must judge for themselves who can return to their offices. So how should employers approach this development to maximise productivity, ensure safety and overcome resistance to return?
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On 5 March, the world celebrated Employee Appreciation Day but for the most part, it passed quietly under the radar. That’s hardly surprising given the events of the past year. But perhaps the uncertainties thrown up by the Covid-19 pandemic makes 2021’s instalment more important to celebrate than ever.
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2021 was supposed to bring with it the promise of new beginnings. But even now, in February, HR departments are still coming to terms with the challenges that a new working world is presenting. It’s not just a matter of maintaining a safe working environment amidst a global health crisis, it’s also the impact on mental health and how best to manage staffing issues amid an economic downturn.
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With all the changes forced upon us due to the COVID19 pandemic, it’s forgivable to wonder if life will ever return to how it was. With experts suggesting ‘no’, employee experience is almost certain to change dramatically. But how exactly will workers’ experience of their workplace change? And what should HR departments be looking out for?
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Publishing daily updated statistics relating to COVID-19 cases and deaths is designed to ensure vigilance stays high amidst the coronavirus pandemic. But it can also be an unwelcome reminder to those who have suffered personal loss. So how should HR Departments handle the emotional impact of COVID-19? Are staff entitled to compassionate leave? The impact […]
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It is generally accepted that the COVID-19 pandemic has changed the world, probably forever. In business, just as in society, common processes are being restructured. In recruitment, for example, the outbreak of the novel coronavirus has forced changes in strategy which are expected to be significant. But how precisely will these changes manifest themselves?
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After three months of lockdown, the chance to put the frustrations of the pandemic behind us and return to normal is definitely welcome. But that’s not to say the threat from coronavirus is gone. To protect against this threat, HR Departments are required to devise a COVID-19 Response Plan. But what are the key priorities to consider when drawing it up?
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The benefits of remote working have been promoted for some time now, but few would have thought a global pandemic, like the COVID-19 crisis, would be the impetus that pushed working from home so far forward. However, with the adoption of such new ways has come new challenges, with HR Departments now needing to pay attention to employee mental health more than ever.
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There is no doubt that the COVID-19 pandemic has been a game-changer for businesses. Lockdown restrictions have seen many people now remote working, but for those at home but unable to work questions persist. Among them, how are employee leave entitlements impacted? And can employers request employee leave be taken?
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Offices are largely empty these days, with employees staying at home and only essential personnel making the trek to work. But while companies are hoping that the return to normal will come soon, the likelihood is that the office environment will be forced to change after the COVID-19 crisis lifts.
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