The post-lockdown world of ER issues disciplinaries, grievances and flexible working
As businesses prepare to return to the office, recent stats show that employers and employees alike may have different expectations following the COVID-19 lockdown:
- 45% of employees say that they expect their employer’s attitude to flexible working will change, 81% of those expect to continue WFH at least 1 day/week.
- 86% of employers say staff have been working effectively from home.
- 59% employers say would be more supportive of flexible working in future (UKGov May 2020).
And while some employees are keen to return to the office, a recent CIPD report found that 44% of workers reported feeling anxious about the prospect of going back to work due to the health risks posed by COVID-19 to themselves and their families.
Topics covered include:
- Flexible working requests - a refresher on how they work and how to handle them, and whether it will be more difficult to reject requests to WFH post-lockdown.
- Health and Safety - an employer’s duties as it assesses the return to the office and how to handle employee concerns about these.
- Discrimination - ensuring that the vulnerable are treated in line with the protections given by discrimination legislation.
- Grievances about pay and working conditions - responding to employees who complain about pay reductions implemented during lockdown and beyond, handling concerns from employees worried about returning to the office.
- Disciplinaries - what to do if an employee refuses to return to the office? How to handle those who do not follow your COVID-19 procedures?
The information given in this webinar on 22 July 2020 is for reference purposes only. It does not constitute legal advice and should not be relied upon as such. Specific legal advice about your own circumstances should always be sought separately before taking any action.
The articles published on this website, current at the date of publication, are for reference purposes only. They do not constitute legal advice and should not be relied upon as such. Specific legal advice about your own circumstances should always be sought separately before taking any action.