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As Australia continues to control the spread of COVID-19, measures to kickstart the economy have become a parallel point in focus. While ‘easing out of #iso’ requirements and timelines differ by State and Territory, many workplaces have commenced their Covid comeback. Amid ever-changing environments, managing a safe return of the workforce presents a set of new challenges for employers. To support businesses in navigating this critical transition, we’ve assembled 5 ways to mitigate workplace risk:
While Government restrictions are slowly being lifted, this does not change an employer’s obligations to provide a safe working environment for their employee (nor the obligations of the individual). Employers and individuals must maintain strict hygiene practices (including the provision/use of appropriate Personal Protective Equipment) and follow Government directions. The employer’s duty to provide a safe working environment also extends to employees’ travel to and from work.
Demonstrate how you’re providing a safe working environment:
As restrictions gradually ease, employers must keep their employees updated with clear and regular updates on the business’s planned transition back to the workplace. Purposeful communications will always cover; latest changes, what they mean for employees, and how such changes align with Government guidelines.
In communicating with your team:
Similar to our recommendation around the use of ‘working from home checklists’ at the start of the pandemic, employers must consider all practical risks associated with returning their workforce to the office. By this stage, most employees will have adjusted to a comfortable working from home routine and found a rhythm that works for them. Therefore, employers must tread carefully with their people’s capacity to process more change and stand ready to mitigate their potential anxieties and fears about returning to the office.
To identify and reduce people risks:
As staff begin to return to workplaces, it’s a good opportunity to remind employees of their roles, responsibilities and obligations. While some leniency may have been offered during COVID-19, and potentially changes to salaries too, this may not necessarily change the individual’s contractual arrangements. By providing appropriate forums for clear communication around this, employers can support individual transition plans, particularly if working from home is not continued in the long-term. As always, open, transparent, regular two-way communication between employer and employee is key. Not everyone will be in the same position and some employees may have the right to apply for flexible working arrangements in the long term through the National Employment Standards. You can find out more information though Fair Work.
A business’ ability to evolve during challenging times can be an unexpected silver lining. When you feel your people are settled into the ‘next norm’ and well placed to share feedback, be sure to seek their feedback on their experience in recent months, and your business’ actions through COVID-19. Asking what worked, and what could be improved, will offer valuable insights for any business looking to enhance their resilience, business operations, and people experience at large.
We recommend all businesses familiarise themselves with the Safe Work Australia site as they plan their COVID-19 comeback. The following Reopening Safely Sample Practices report from McKinsey is also highly informative. For more on Workplace Risk, our team is only a call or email away. Please contact us to learn more about how we can help.
