This guide examines some of the key issues that employers need to consider in managing the return to work for furloughed workers
The spread of COVID-19, commonly referred to as the coronavirus, is an exceptional circumstance with ongoing ramifications for organisations, individuals and society on every level. As the situation continues to develop and change, the CIPD will provide updated advice, resources and guidance to support employers and people professionals in their response.
An announcement is expected from the government shortly that COVID-19 vaccination will be made compulsory for those working in care homes in England with elderly and vulnerable people. Our new FAQs (Q: Is vaccination being made compulsory for all those working in the health or care sectors? and Q: What should employers in the care sector do now to prepare for mandatory vaccination?) offer advice on how employers can prepare while we await official government guidance. You can also refer to our guide for more information on vaccination. You can also read the CIPD's response to the care home consultation.
Prime Minister Boris Johnson has announced that COVID restrictions in England have been extended to 19 July. We have updated our content (including our Roadmap out of lockdown, quarantine and self-isolation FAQs) to reflect this change. In Scotland, First Minister Nicola Sturgeon has said that easing of restrictions is likely to be delayed by three weeks (a formal decision will be made soon).
Read our updated guide on planning your return to the workplace to help plan your ongoing return to the workplace as lockdown restrictions ease.
Read our guide for line managers for advice on how they can support and enable hybrid working. You can also download our flowchart which assesses roles for hybrid working and questionnaire templates to kick off discussions around hybrid working and agree flexible working arrangements.
Highlights from this page
View our list of resources to find resources to help manage a safe return to the physical workplace
Answers to frequently asked questions to offer guidance in responding to the coronavirus disease, COVID-19
View our resources to explore the key issues that employers need to consider in managing remote and hybrid working
Webinar: (Monday 28 June: 12:30 GMT)Join our webinar to explore the challenges faced by multicultural teams, the opportunities they present and how to manage them sensitively and effectively.
Data shows a drop in all forms of flexible working arrangements - other than homeworking - since the onset of the COVID-19 pandemic
This guide outlines considerations and provides advice on how mental health can be supported during the COVID-19 pandemic
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The coronavirus (COVID-19) outbreak is an exceptional event posing a significant threat to people’s health and huge financial disruption across the economy.
The UK Government has put in place an unprecedented package of support for both working people and businesses that will go a long way to protect livelihoods. However, it is vital the Government closes any loopholes to ensure money is made available to workers and firms facing immediate financial hardship as soon as possible.
Many organisations will need to manage or reduce workforce costs during the crisis, but it is important that decisions to make redundancies are taken as a last resort.
Maximising the use of the Government’s Job Retention Scheme, consulting with staff to agree temporary short-time working or changes to pay or benefits, are all ways that can be used to keep people in jobs.
Employers that continue to value their staff and treat them fairly, even under enormous pressure, are much more likely to retain the skills and people they need to bounce back once the crisis is over.
As a new virus, it’s still unclear how long the threat will last. Organisations must therefore continue to plan for months of disruption. It will be a crucial test of their agility and people support capability.
Employee health, safety and well-being during this time is paramount. Employers need to be proactive in protecting their people and minimising the risk to staff and business continuity. The people profession needs to be at the forefront of the plans and critical decisions being made about the workforce.
They must recognise that many of their people will be anxious about contracting or passing on the virus and how they might cope being isolated from friends, family and colleagues for long periods of time. Constant communication with the workforce and early action are key, including ensuring managers are trained to support employees’ continued well-being, both those in the workplace and those working from home.
Organisations have had to swiftly adopt agile and flexible working practices, but they must continue to review these methods to ensure the health of staff is protected and the technology being used is fit for purpose. Businesses must put people first in all decisions they make as it will stand them in good stead for long-term survival.