Editor’s note – The Coronavirus Job Retention Scheme closed on the 30th September 2021. As a result, all employees will no longer be on furlough leave. We have kept this guide live as a reference point on how we could have supported employees as they returned from furlough leave. In addition, if you are returning a member of staff to the workplace following an extended period of leave which dates back to furlough, you may still find this guide useful.
How to support furloughed employees to return to work
As most Covid-19 legal restrictions have now been lifted, many businesses are preparing for the return of furloughed employees. In this article we explore how employers can support their employees’ transition back to the workplace.
Current government guidelines
Most restrictions in England have now been lifted, however employers will still have a legal duty to manage risks to those affected by their business; this includes the risk of Covid-19. Employers must carry out a health and safety risk assessment, and must take reasonable steps to mitigate any risks identified. Further information is available in our guide: COVID-19: Preparing for a return to the workplace.
Who will be returning to the workplace?
As at 16th May 2021, the ONS found that 8.1% of the workforce were on either partial (ie reduced hours) or full furlough leave.
While some employees may have been furloughed for a relatively short period of time, others may have been off work since the start of the pandemic in March 2020. There are a variety of reasons why an employee may have been furloughed: their employer may have closed their business or may not have been able to offer remote working; or the employee may be clinically vulnerable.
The ONS also found that 29.4% of the workforce were working remotely as at 16th May 2021. It is yet to be seen whether these remote working arrangements will continue after the pandemic, or whether employers will require their employees to return to the office. For further information on hybrid working arrangements, please read our guide ‘Hybrid working: returning to the office following the Covid-19 pandemic’.
How to support your employees’ transition back to the workplace
Many employers will be looking forward to the return of their employees to the workplace, but you may have concerns about ensuring a smooth transition. There are several guides on ending furlough available to support HR managers in ending furlough, such as those by ACAS and the CIPD. Here is a summary of useful tips for welcoming your employees back:
Provide notice
While there is no legal requirement to do so, it is recommended that you give at least a week’s notice to employees of their return to work date. This will enable them to make domestic arrangements (for example, childcare or caring responsibilities), and to prepare for the transition.
Covid-19 safety measures
Reassure your employees about the steps you have taken to ensure a Covid-19 secure workplace, for example: safety measures, process changes, one way systems etc. You may find that some of your employees are keen to return to the office, while others may be very nervous about workplace transmission and in need of reassurance.
One to one meeting
Hold a one to one meeting with your employees following their return. This is an opportunity to learn more about how their transition has gone, and whether there is any support or training they need. It is also an opportunity for your employees to ask questions or raise concerns.
Update on changes
Update your employees on any changes that have happened while they have been off work. For example:
- Practical changes, like changes to parking or access;
- Changes to processes, products, systems, customers or clients; and
- Introduce new colleagues
Handover and / or re-training
If your employees have been off work for a long period of time, they may find it difficult to remember every aspect of their job role. If another employee has been covering their role, then a handover between employees is recommended. You may also need to consider re-training returning employees.
Equipment / work space
Make sure your employees have a suitable work space and the right equipment / technology available to them on their first day back in work, just as you would with a new employee. Bear in mind that the work space and/or equipment may have changed as a result of Covid-19, and may be unfamiliar to your employees.
Social support
Help your returning employees to reconnect with colleagues. Now is not the time to arrange large social functions, but smaller gatherings like coffee or lunch with close colleagues could help employees with their transition back to work. Handover sessions and/or buddy arrangements can also help colleagues to reconnect.
Mental health & well-being support
Be mindful of your employees’ personal circumstances, as well as the duration and the reason for their furlough leave, and tailor your support accordingly. An employee who has been on full furlough leave for over a year and who is clinically vulnerable, may feel very differently to an employee who isn’t clinically vulnerable and has been on partial furlough leave for a few weeks.
Don’t underestimate the impact the pandemic has had on your employees – both from a personal and work perspective. Employees returning to work may be suffering from feelings of anxiety. Remind your employees of the professional support that is available through the workplace, ie employee assistance provider or occupational health services.
Line Managers
Equip your line managers with the skills they need to support returning employees. To quote the CIPD, managers may need a reminder ‘that furlough is not a ‘holiday’ – it has been a stressful and isolating period for many’.
Avoiding a ‘them v us’ culture
Some businesses may be concerned about a ‘them v us’ culture emerging between furloughed employees and those employees that have continued working throughout the pandemic. The key to avoiding this is communication:
Explain the operational reasons behind furlough decisions
Where appropriate, explain the operational reasons behind why some roles were furloughed and some were not. For example, some roles might not have been suitable for remote working. If your employees don’t understand the decision making process and why they were or were not furloughed, this could cause friction.
Encourage understanding towards fellow colleagues
Encourage both groups of employees to see things from the others’ perspective. All employees will have faced a difficult time, with health fears, bereavements and home schooling challenges. Those employees that have continued working may have experienced additional pressure in work and may have had to balance home schooling with working long hours. Those that have been on furlough leave may have experienced financial stress, job uncertainty and social isolation, and may be anxious about returning to work after a long time off. However, be careful not to breach confidentiality – don’t discuss an individual’s personal circumstances with their colleagues.
Follow HR tips for returning employees to the workplace
Follow the tips above to encourage colleagues to reconnect and rebuild positive working relationships.
Offer all employees support, both furloughed and non-furloughed employees
Ensure that both groups of employees feel supported, and feel able to speak to you about the concerns they have.
If conflict does arise, address it promptly with the individuals involved by speaking to them on a one to one basis. They may not be aware of how they are acting or the impact it has on others.
Further information on managing conflict is available in our Guide ‘Conflict management in the workplace: a guide for employers’.
What can we do to help?
If you would like advice on welcoming employees back from furlough leave, please contact our team on 0330 223 5253 or office@fitzgeraldhr.co.uk. We would be delighted to help you.
We hope you found this guide useful. You may also find the resources below helpful.
