Roadmap for reopening society and business
Read the CIPD's analysis of the Government's Roadmap announced on 1 May 2020 as the next step to responding to the Coronavirus crisis
This guide will help you plan your organisation’s next steps as lockdown measures start easing
As the timing and nature of any relaxation of restrictions is complex, it is sensible for businesses to consider all the options and have the capability to move quickly from one scenario to another. Employers need to plan now for what will to be a staged return to the workplace over what will be prolonged periods. Their guiding principle should be how organisations take care of their people and safeguard their health and well-being.
Many people will be concerned and anxious about being in workplaces or travelling to workplaces. They will want to know that their organisation is managing social distancing, retaining their support for physical and mental health and changing their thinking about flexible and remote working. This should be at the heart of any decisions and plans that organisations make.
How you manage a return to the workplace will depend on the type of closure arrangements you have been operating. The 3 most prevalent types are:
Whichever of these is closest to your individual business, there are some common issues you will need to address:
CIPD Ireland members can seek individual advice from the employment law helpline on 1800 812 603.
Since not all restrictions will be lifted at the same time, there are some other issues that you will need to consider:
Some of your staff may still be required to stay home because they are vulnerable and at particular risk from COVID-19 infection. Others may be very concerned because they live or care for someone who is classed as high risk. If individuals are still cocooning as restrictions begin to be lifted, you should allow them to continue to work from home if possible.
Staff who develop symptoms of COVID-19 - or who live with someone who does – will still need to self-isolate for 14 days. The rules around this have not changed and information can be found on the HSE website.
It is likely that you will have employees who have suffered the bereavement of a partner or other family member. While there is no statutory right to bereavement leave, other than in the case of the death of a child, you should be sympathetic to requests for additional time off during this period, and if you can we recommend that you pay normal pay.
Remember that, while all deaths affect individuals, in the case of COVID-19 family members may have been unable to see their loved one for some time before death, and not been able to attend the funeral. Employees who have suffered a bereavement are likely to need ongoing flexibility and support to grieve. Provide bereavement guidance, to support bereaved employees and their colleagues on how ways to be supportive and manage the return to work process, Make sure you make them aware of any mental health support (such as Employee Assistance Programmes) you offer, and that managers are able to have sensitive and supportive conversations with people.
You may have an employee who has died from COVID-19. You will need to support their colleagues and again, signpost staff to any mental health support you offer. You will also want to be in contact with their family to offer support, especially where you offer Death In Service benefits.
In relation to annual leave:
Changes to the current lockdown restrictions are likely to be slow and gradual. They are also likely to fluctuate. While the specific steps will to be taken to start to lift the lockdown will vary, there are certain principles and measures that every employer will need to consider. Organisations therefore need to use this time to prepare and plan their next steps.
Communication with your staff is key. Keeping people informed of what your business is doing – whether it is good or bad news for individuals - will help them to make their own decisions and give them some degree of security in very uncertain times. Knowing they are valued and supported by their employer – and that you continue to prioritise their health and safety – will be pivotal to their well-being.
Pay specific attention to staff who have particular requirements (e.g. health issues, disability, childcare or other caring responsibilities). They may not be in a position to return as quickly to ‘normal’ working. Be aware that some employees who had a reasonable adjustment before may need a different one on their return to a workplace. Similarly, many individuals who didn’t previously have a mental health condition may have experienced mental health challenges and need to discuss changes to help them overcome any barriers and fulfil their role.
A guide such as this cannot possibly cover every business situation, but it should help you think about the sort of issues that all businesses will need to consider as restrictions begin to be relaxed. Keep checking the CIPD Ireland coronavirus hub for further resources and advice and keep up to date with the latest government advice.
DISCLAIMER: The materials provided here are for general information purposes and do not constitute legal or other professional advice. While the information is considered to be true and correct at the date of publication, changes in circumstances may impact the accuracy and validity of the information. The CIPD is not responsible for any errors or omissions, or for any action or decision taken as a result of using the guidance. You should consult the government website for the very latest information or contact a professional adviser for legal or other advice where appropriate.
Read the CIPD's analysis of the Government's Roadmap announced on 1 May 2020 as the next step to responding to the Coronavirus crisis
Use our decision-making tool to guide your actions on coronavirus-related workforce planning
As we continue to deal with the ongoing fallout from the coronavirus pandemic, the CIPD continues to collate and publish updated resources to support the people profession