60,111 UK businesses reported cyber security breaches in 2021, indicating the requirement for a cyber security policy.

Safe to say majority of us have or know a colleague who has received a suspicious ‘work’ email. These usually are asking for a favour involving money or requiring bank account details, normally from senior management or HR departments.  Cybercrime has grown over the last few years following the pandemic, cybercrime targets individuals and can have a long-lasting impact due to involving personal data and finances.

Over a 12-month period reported in 2022, a ransomware attack affected 73% of UK organisations, highlighting further the requirement a proactive approach across the whole business.

How can HR departments improve cyber security in the workplace?

HR departments should introduce cyber security policies within employee handbooks and contractor contracts. A cyber security policy has positive attributes as it shows the company taking a proactive approach to cyber crime, emphasising the seriousness and helps in building trust as employees and contractors feel their information is secure and safe.

The main purpose of a cyber security policy is to protect employees, 3^rd parties and customers data alongside maintaining the company’s reputation.  We all have heard about Facebook and their breach in customer data leading to a loss in customer trust.

The cyber security policy should apply to everyone involved in your business not only full-time employees, but include agency employees, contractors/freelancers and even volunteers i.e., student interns. This means anyone who has access to your IT systems and hardware must be aware of your cyber security policy.

Companies must have all essential protection software; additional measures are also necessary for further protection of personal and confidential information. Further protection and consideration are vital for remote employees. 

Unfortunately, some businesses do end up paying the ransom in order to get their information securely back, in the UK 13% of businesses who experienced a cyber attack had to pay the ransom in 2021. On average costing companies $1.08million.

Elements to include in the policy

Information on your IT security providers

Any suspicious emails should be raised with your IT security providers, investigations are required with phishing emails. The aim of phishing is to click links bringing you to a URL, which needs reported and removed.

The National Cyber Security Centre (NCSC) have the ability to remove scam email and website addresses, this is a free service for everyone to use. As of May 2022, the NCSC had removed 153 thousand scam URLs.  However, if you have been a victim of fraud through a phishing email, this should be reported to Action Fraud (if based in NI, England or Wales) by visiting www.actionfraud.police.uk or by calling 0300 123 2040. Those living in Scotland should report to Police Scotland on 101. 

Confidential information

Confidential information must be protected, businesses and their employees have obligations to keep it protected. Within the business’ cybersecurity policy confidential information should include:

• Financial information
• Information of customers, 3^rd party suppliers or partners
• New technologies, formulas, or patents
• CRM/Customer information lists, both existing and prospect clientele

Protection for personal and company devices

Employees have a responsibility to ensure personal and company property (laptops/phones/tablets) are secure at home and in the office. This includes strong password control with at least 8 characters which aren’t easy to guess, further, these should not be keep in written form or within a document on a laptop. If passwords need to be shared, face to face is always best but with hybrid/remote working this isn’t possible – a phone call should be carried out.

No passwords should be sent in emails, due to high levels of phishing.

Employees should not be sharing their work devices with external individuals as this can be a breach of security protection and data protection, due to individuals accessing of links or websites outside work required web addresses.

Movement of digital data

Security risks arise when digital data is being transferred, large bulks of data should be transfer with assistance from security protection providers, this helps to decrease the risk of information being leaked or data protection breaches occurring.

Data leaks of customer or client’s information leads to poor company reputation, employers must ensure employees do not put the business in this position.

Other cybersecurity measures

1. Locking of screens when away from desks
2. Contacting IT/HR department as soon as possible if any company devices have been stolen or suspected hacking has occurred.
3. If items have been stolen, password must be changed for all accounts
4. Suspicious emails must be reported
5. Threats which are perceived as a security weakness should be highlighted
6. Avoiding downloading unauthorized or unsecured software on company property
7. Checking for lock beside URL when researching/on a new website.

Disciplinary action

Expectations of all employees are to adhere to company policies if an employee’s action leads to security breaches can/will result in disciplinary action.

Example statements for employee handbooks

1. Unintentional and first occasion, which is a small security breach: verbal warning alongside providing training to improve security processes.
2. Repeated, intentional, or large data breach including financial or leaked customer information, disciplinary action may be severe, up to and leading to termination.
3. The business has the right to examine each security breach as they see fit and, on a case-by-case base.
4. If a data breach has not occurred but an employee has disregarded the security policy and does not take a proactive approach may lead to a verbal warning.

Cybersecurity training

Policies can help safeguard the business on a legal stance, providing everyone is made fully aware of the policy. Furthermore, implementing training is a key measure to reduce the possible impact of cyber-attacks. Training would involve illustrating the types and signs of hacking or phishing emails, for all employees especially those who are not confident when using technology.

If your business needs guidance for security issues, do not hesitate to get in contact!

Email: [email protected]

Call: 0800 111 4461

Stress is usually viewed in negative light with many people dreaming of the peaceful life, realistically is this goal achievable. Especially if you are wanting to grow an empire as many Gen-Z are aiming to do or even progression your career within a business, this is not without some level of stress.  Whilst reaching an unhealthy level can be damaging to our mental and physical health, a small degree of pressure in our lives could be unavoidable and beneficial to our motivation levels.

People aiming to eliminate any stressful situations from their daily lives are not recognising the key role it can play, for example pushing them to improve their skill set which may lead to promotions.

Neil McLeese our CEO commented in the Irish News, saying;

‘Stress is often triggered when people are performing at the edge of their ability. This can be caused by circumstances outside of our control or when we really push ourselves.’

‘It allows us to push boundaries and by doing this we can maximise our personal capabilities and achievements. At its very essence, providing an opportunity to grow.’

A healthy level of pressure has its benefits, including;

1. Higher levels of motivation
2. Improving focus and concentration
3. Higher energy levels
4. Increased alertness
5. Heightening senses
6. Short periods of stress can stimulate immune systems leading to higher levels of protection from infection

Outside our comfort zone

Lev Vygotsky a psychologist has argued that when individuals are challenged outside their comfort zone, they learn best. Being outside your comfort zone can also be a stressful experience for many people.  Adapting how we react can be beneficial in understanding the positive side, pushing us to achieve higher through increased performance.

An awareness of ‘good’ and ‘bad’ stress is critically for ensuring it does not reach a level exceeding an individual’s ability to function normally, including performance levels at work as well as being able to switch off from the situations in-order to relax. Steps must be taken when these levels are too high for normal functions to occur. Reducing levels of stress through seeking advice from a trained professional, further to, this businesses should have a stress risk assessment completed helping to minimise the impact on employees.

Managing stressful situations

If our body deems something as a threat, it will react to this in a negative way i.e. through stressing. Moving our mindset from threat to challenge, helps adapt how our body reacts to these situations. Taking on new challenges and getting out of our comfort zone in an exciting light can reduce the risk of stress-levels getting too high.

In order to change this feeling into productivity, we need to adopt a positive mind set, as our CEO Neil said ‘focusing on our strengths as well as the resources we have to deal with the situation’ leads to better management. 

When managed correctly it can be used to anyone advantage, people can strive through these situation from proper and efficient management. This does not hinder the impact stressful situations can have other individuals, if stressful environment continues for a long period of time, it can have a drastic impact on the individuals mental and physical health.

By taking the stance stressful situations are unavoidable, we can help ourselves by understanding the proper management tools. This in turn will reduce the potential impact it has on yourself, further to this, it can lead to using it in a positive way to increase productivity alongside pushing yourself forward and breaking out of your comfort zone.

We explore and develop more when out of your comfort zone.

For more information on necessary risk assessments your business is required to have, contact us today for more information.

Email: [email protected]

Call: 0800 111 4461

Over the last year we have seen a growing trend of companies developing ‘unlimited holidays’ policies, meaning no restrictions on holiday entitlement. This policy has the aim of increasing work life balance. However, does this lead to increased need for monitoring employee performances and systems to ensure productivity levels are kept, or if the scheme is being taking advantage by particular employees impacting business performance.

Large organisations are in the position to offer these benefits to employees helping them in the candidate-led market. Unfortunately, this leaves smaller organisations at a further disadvantage at attracting talented candidates, however, there is other incentives SME’s can offer which we have detail below.

Companies such as Dropbox and Eventbrite offer their employees unlimited holidays, the policy first appearing in America where there is no minimum annual leave requirement compared to the UK which has a minimum requirement since Working Time Regulations 1998. For example, LinkedIn have offered unlimited holidays to their US office since 2015 only and not their UK office due there already being a minimum requirement in the UK.

Unlimited holidays considerations

This policy is not straight forward, and many considerations are needed, including if a manager feels an employee is using the policy too much to their advantage, are they allowed to decline request on this basis? Due to absences impacting on the employee’s performance, rather than improving productivity.

Managers and HR departments should also monitor if employees not taking time off due to feeling guilty and anxious of judgement when taking time off. Poor company culture may be at play if employees feel judged utilising the scheme. Furthermore, considering if employees are trying to make up for additional annual leave by working longer hours or working over the weekend. This will have a negative impact on employee wellbeing and productivity.

Investing in management and monitoring tools may be necessary, helping HR departments to manage the new policy with ease. Including time management software, helping to establish if employees are maintaining or have increased work performances, due to higher job satisfaction.

Unlimited Holidays alternatives

The UK are trailing 4-day weeks, which could be a bigger advantage to employees and various departments for monitoring performance and time off. However, the employees pay can not be reduced if this is a new company policy being implemented.

Increasing the number of days given for annual leave and including all bank holidays, having an above average annual leave package can be a very attractive. This benefit could lead to attracting higher intellectual candidates, positively impacting business performance.

Executing a flexible working hours scheme can create a better work life balance. Empowering and trusting employees to work hours which fit with their lifestyle, rather than the other way around. This type of work scheme benefits employees who have families, this could reduce the need for childcare which is expensive; this scheme may improve employee retention rate.

Why this policy is a HR departments nightmare

The policy will not be easily written, using time and financial resources to ensure the policy safeguards the business as well as ensuring all legal requirements are covered i.e., UK minimum requirement for holidays. Other considerations include when and how can managers reject holiday requests, notice periods of longer holiday requests i.e. over 10 days of holidays.

If holidays are unlimited, are you happy with an employee taking a day off every week or taking a week every month? Considerations on the impact it might have on other employees as some may be inclined to not take advantage of the policy as much as others.

It can also be suggested that companies are implementing unlimited holidays as a PR stunt in the current candidate-led market, compared to companies considering the wellbeing of employees.

As further monitoring is required, HR departments may be come overwhelmed as well as increasing the amount of difficult conversations HR professionals are having with employees will negatively impact the department causing them to have lower job satisfaction.

A round up of our thoughts on unlimited holidays

1. Increase in monitoring employees’ performance
2. Impact on company culture – would employees feel they are being judged for taking holidays?
3. Staff shortages, would there ever be a full team working?
4. Implementing a minimum holiday allowance

Contact us today for HR guidance and advice

Call us: 0800 111 4461

Email us: [email protected]

Are your employees experiencing loneliness when working remotely?

Commutes may be gone but employees experiencing loneliness when working remotely may become a mental health issue.

May 2022 is mental health month and this year the theme focuses on loneliness, which has been on the increase over the last 2 years with working remotely. Those affected mostly are single person households.  Over the last 10 years those living on their own increased by 8.3% (2021), in London 25.8% and in Scotland 36% of households are single person households. Those living by themselves and working remotely may go hours or days without having a face-to-face conversation, increasing the likelihood of loneliness and mental health issues.

So, after 2 years of lockdowns and working remotely, how do we prevent loneliness when working remotely which could be damaging employees mental health, lowering their productivity and standard of living. Whilst we have adapted quickly, does the virtual world have more cons than positives when relating to your employee’s mental health and team building?

Ask yourself, if your employees are fully remote how frequently do you or managers speak with them during the week? Are mechanisms in place to manage workloads, ensuring employees do not become overwhelmed or burnout? Having a 5-minute conversation once a week is not effectively managing employees or how to prevent loneliness when working remotely.

Responsibility of an employer

Ultimately, employers have a duty of care for employees and should take all reports of mental health issues seriously, making reasonable adjustments within the workplace to support those experiencing mental health problems.

Businesses will benefit from preventing employees feeling lonely when working from home, as employee’s productivity will increase with a greater sense of belonging. Employees not experiencing a healthy social life due to loneliness, are missing one of key fundamental elements of social wellbeing. This leads to employees being unable to experience positive feelings such as happiness or enjoyment.

6 ways a business can prevent employees being lonely when working remotely

1. Urging employees to work somewhere outside their house once a week

Work is no longer the place, rather what the person does. Urging employees to change their working environment helps to increase focus and creativity, this simply could be going to a coffee shop for half the day (ensuring good Wi-Fi) or opting to work from friends or family living spaces decreasing loneliness when working remotely.

Individuals have opted to move country within similar time zones, allowing them to achieve travelling ambitions whilst still developing their career. This gives them opportunities to meet new people, tackling their loneliness. Providing this option to employees can increase staff retention, critical in the current recruitment climate.

2. Organising team bonding/in-person meeting quarterly

Activities such as escape rooms, product launches or work night-outs help employees build more connections and friendships with colleagues. 

Shared working spaces are growing across the globe in many cities, renting spaces quarterly or monthly is a great way of getting teams together when you do not have office space. Meeting in person every so often helps to build relationships.

3. Promoting healthy morning routines

Starting your day rushing around in a chaotic state can negatively impact your day and working life. Utilising the hours spent getting dressed and commuting to work by taking the time to get outside, complete life admin tasks or exercising in the morning, will free up time in the evening, helping to provide a better work-life balance.

4. Allowing flexible hours

The traditional 9-5 working structure is becoming outdated, especially in the Tech industry. There is becoming less of a necessity for people to be stuck to a desk with strict hours, letting employees structure their hours more freely if business demands can facilitate. .

Employers should consider creating policies including core hours as well as hours to be completed each day. For example, if an employee has a non-medical appointment and require an hour out of the day this can be made up any time during the day. Further to this, employees may be more productive early morning compared to late afternoon, opting to work 7am-3pm. Higher productivity results in better business results.

5. Provide employees with good communication tools

Over the last couple of years businesses have been experimenting with lots of different communication tools such as Slack.  Slack is a communication software that helps connect remote teams from sharing information such as files or simply used as a communication tool for sending direct messages, audio, and video calls.

6. Encouraging working relationships

Forced meetings can be uncomfortable and awkward, this is where a ‘buddy’ scheme can be helpful for employees especially when working remotely. The employees have a direct contact for any work-related questions; employers should also encourage general chit-chat helping to boost working relationships.

Google meet or Zoom can be utilised for a five-minute chat over video with a coffee to make it feel less formal or awkward.

*Remember*

Work is no longer the place but what the person does!

Working remotely has a lot of benefits including increased work-life balance with flexibility and freedom. However, the success of having a remote team comes down to communication and continuing to manage your team effectively. Considering and monitoring employees’ workloads, whilst helping to building relationships with co-workers decreasing the likelihood of loneliness when working remotely.

Watch our webinar

We hosted a webinar focusing on boosting employee mental health to boost business performance

Watch now!

What is Imposter syndrome at work?

Imposter syndrome at work has been described as the silent career killer. Those experiencing imposter syndrome have a sense of inadequacy even when told otherwise. Employees will have high levels of self-doubt and potentially feel like a fraud in their job, when experiencing imposter syndrome.

Imposter syndrome at work can happen to any employees from CEO’s and senior managers to junior creatives and graduates. It is suggested women are more likely to experience imposter syndrome at work, research has highlighted that women are more likely to attribute their successes to luck or assistance from external factors rather than their own talent.

Generally, those experiencing imposter syndrome at work see themselves as less intelligent and knowledgeable compared to how others see their talent and capabilities.

Understanding the causes of Imposter syndrome at work

Imposter syndrome can begin with a person generating self-doubt, this may have stemmed from criticism or through comparisons. Whilst having a low level of self-doubt is normal and helps to keep employees competitive with themselves in order to better themselves and continue to upskill their abilities, there is a limit before it negatively impacts mental health.

People are more likely to share their successes on social media, especially on LinkedIn and Instagram which is causing people to compare themselves more frequently. Whether this is in job promotions or how well their business is doing and how they get to pick up their laptop, jet off and work pool side.  Employees and business owners begin to feel inadequate through comparisons from what they see in the virtual world of social media.

Employees may think by asking for help this can be seen as a weakness or others may begin to question their abilities, leading to further self-doubt and questioning of their skills.  Creating a culture that encourages all employees across different levels feel comfortable asking mentors questions or promoting learning and development helps decrease the likelihood of imposter syndrome at work.

Attributes of Imposter Syndrome

1. Unable to assess competence or abilities realistically
2. Pinpointing success to external factors i.e. luck
3. Criticising work performance
4. Setting unrealistic goals for achievements causing disappointment when not achieved
5. Overachieving
6. Self-doubt

How can HR help prevent imposter syndrome at work?

HR consultants can help employees by providing positive feedback around an employee’s performance, particularly if the employee is new, beginning their career or received a promotion to senior level. Employees may be feeling they shouldn’t have gotten the job or promotion; positive feedback can reduce these feelings of inadequacy.

Developing a company culture which doesn’t strive for perfection in every situation, if an employee feels their work needs to be perfect every time, they may begin to self-doubt leading to developing a sense of imposter syndrome.

HR consultants and managers can assist in identifying traits or characteristics of those experiencing imposter syndrome, helping employees recognize these thoughts as negative and how to turn them into positives. Following this, HR consultants can pivot the language employees are using when describing their talents, accomplishments, or knowledge, steering them to speak confidently around their skills and abilities.

Encouraging employees to identify their skills as well as recognising and acknowledging employees’ accomplishments, aiding them to realise their abilities and accepting their achievements are valid.  HR can aid in preventing employees feeling alone by having open communication with departments and individuals, can reassure employees they aren’t alone when experiencing imposter syndrome.

Industries where employees are more inclined to experience imposter syndrome at work include:

1. Creative arts and design
2. Information research and analysis
3. Environment and agriculture
4. Media and internet
5. Law

Imposter Characteristics test

Dr Pauline Rose Clance highlights that most people experiencing imposter syndrome would not suggest they feel like an imposter but do feel their successes are down to luck or fluke. This lead to Dr Clance developed the ‘Clance Imposter Phenomenon Scale’ (CIPS) a free test people are able to take to establish if the have imposter syndrome traits.

HR departments can utilise the Imposter Syndrome test to establish if colleagues have imposter characteristics and support communication around imposter syndrome in the workplace. Test where possible should be anonymous to increase the uptake and success.

Take the test now: Imposter Syndrome test

Contact us today for HR guidance and advice

Call us: 0800 111 4461

Email us: [email protected]

Are you wanting to improve your businesses performance reviews? Here’s everything you need to know.

Employee’s performances can impact how a business reaches their goals and objectives; this applies to all industries. In order to understand if a particular employee is over or under performing, setting realistic goals is critical, which can be done through SMART objectives. However, remote working has made this difficult as employers/managers have to strategically set SMART objectives for employees, they may never have met face to face.

Performance reviews form a critical part of employee satisfaction, giving them time and space to discuss any issues they are experiencing, and their ideal career progression.  Performance reviews also help in identifying gaps between business goals and employee objectives, indicating where support might be required for learning and development.

What is a performance review and why is it important?

A performance review is a formal process of providing feedback on an employee’s performance; evaluating the employee strengthens and weaknesses. Managers should be providing constructive and clear guidance on where the employee needs to improve, helping them achieve objectives.

During performance reviews, all parties should be working together to produce SMART objectives, potentially broken down into 3/6/12 months.  This process can identify what skills the employee is missing or lacking, thus, where training is required pinpointing the importance of performance reviews.

Another important aspect of performance reviews is ensuring they are well-planned and well implemented, as when correctly done employee engagement strengthens. 

Frequent reviews help set the tone of your company’s culture, showing you have a strong stance on career progression. In the current candidate-led market this can be deemed as an attractive benefit for talented candidates through providing clear learning and development opportunities.

How to structure performance reviews

The structure of performance reviews begins long before the formal meeting, managers must ask the employee to evaluate themselves against their key responsibilities, their characteristics and other performance indicators including accuracy, time management and attendance at work. Employees rate themselves from 1-4, this can help employees understand their performance better and identify areas themselves where improvement is required.

Performance review ratings:

1. Outstanding
2. Exceeded expectations
3. Acceptable
4. Marginal

Key responsibilities should be listed out in a table with comments on their performance provided and the 1-4 rating in the third box, below is an example layout for guidance on performance review documentation.

The second element employees need to analysis is the skills related to their performance, these skills should be provided to the employee to comment on.

The skills can include:

1. Application of policies and procedures
2. Efficiency in planning and organising work
3. Effectiveness in problem solving
4. Ability to gain the co-operation of colleagues
5. Effectiveness in developing subordinates
6. Knowledge of job requirements
7. Level of job skill attained
8. Level of job knowledge attained
9. Efficient use of equipment/materials
10. Adherence to safe working practices

Finally, characteristics and attitude towards work must be evaluated during reviews, consideration can be given to certain aspects, such as:

1. Attitude to work
2. Attitude to colleagues
3. Attitude to supervision
4. Compliance with company rules
5. Undertaking overtime or additional duties
6. Attendance and time keeping record

Both skills and characteristics should be laid out in the same format as the table above, helping to structure the document for ease of the evaluation.  The comments and rating will form the conversation during the review. Employees must be given sufficient time to complete all sections prior to the performance review meeting.

Asking for reviews from clients and co-workers helps to gather an all-round picture of the employee’s performance. The reviews should not be top of mind insights from the manager themselves, due to this being bias and limited, especially if the manager and employee have a low working relationship. Performance reviews are more productive and beneficial if based on factual information and data.

TOP TIP: Internal recording systems for time recording are a great way for measuring staff productivity.

When it comes to formal meeting, managers should allow for a two-way conversation beginning with an assessment of performance against key responsibilities, establishing if co-workers, customers, and managers reviews match the employee’s perspective.

Looking back at previous appraisals is essential in evaluating the employee’s growth including how much training they have received and how they are meeting their goals, comparing to 3/6/12 months ago.

Forward planning of key tasks and targets, helps the employee to have clear job progression, especially if they are looking for a promotion. Setting of goals can motivate employees to be more productive and engaged.

Future training and development alongside an action plan should be agreed before the performance review ends, giving a clear picture for both the appraiser and appraisee moving forward, as well as, for measuring performance growth in the next review.  

Both the appraiser and appraisee should make comments within the document as to how they felt the review went and signing the document in agreement for next steps. Reviews should be kept professional from both parties; these should not become personal or bitter as this could impact the working-relationship in a negative manner.

Why conduct performance reviews?

1. Learning and development
2. Administrative/HR processes
3. Gain feedback on company culture
4. Aid informed decision making on employee pay and promotions

Step-by-step guide for reviewing employee’s performance

1. Review and set the employee’s performance objectives and goals
2. Feedback should be given on a regular basis
3. Manage performance issues quickly and clearly
4. Update documentation regularly
5. Liaison with other employees and clients for reviews on the employee
6. Encouraging the employee to fill out documentation to review their own performance and skills
7. Managers should analyse employees work helping to provide examples of good or poor performance.

How we can help

Our HR consultants can support your business with performance reviews, including provision of documentation to use during the appraisal, support in gathering information and if required join the formal meeting via zoom helping to conduct the process.

Contact us today for guidance on conducting performance reviews.

Call us: 0800 111 4461

Email us: [email protected]

When an employee has been away from work for a prolonged period, they may experience anxiety about the aspect of the return to work. The most common reasons for long-term absence include physical injury, surgery, a medical condition, and mental health issues.

Employers should take steps to ensure a smooth and safe transition back into the workplace:

1. Seek professional advice

Before an employee returns to work, they must be in good health and, even if they believe they are ready to return to work, it’s always best to get confirmation from a medical professional.

2. Create a plan

Produce a plan that outlines the return-to-work procedure for the employee. This should include the return date, any new working hours, any additional support that will be provided, and how their return will be reviewed/monitored. It may also explain whether there is a phased return, what it looks like and how long it will be in place.

3. Conduct a return to work interview

A return-to-work interview should be conducted as soon as the employee returns to work. It’s important to remember that it should be a ‘welcome back’ to the employee, it’s not meant to be an interrogation. It should cover the following:

• Ensure that the employee is fit to return to duties
• Bring the employee up to speed with any changes or news in the workplace
• Check their absence record is accurate (list the dates and reason for absence and ensure these are correct, explain company policy, ‘trigger points and implications for future absences)
• Discuss any changes that need to be made (i.e. reasonable adjustments as requested by employee or medical professional)

4. Carry out a Risk Assessment

When someone has been ill and away from work, whether it was short term or long term, you should always make sure they are well enough to be at work and that they are not a risk to others (i.e. a virus that may be infectious). This might mean conducting a risk assessment, particularly if they are returning following a physical injury and may not be able to do certain activities e.g. manual handling.

5. Monitor their progress

Continue to communicate with them and monitor their progress over the course of a few weeks as they settle back into work. They may still be recovering from their illnesses and need flexible working or additional support with certain tasks and it’s your duty to make sure they are receiving anything they need.

6. Make adjustments

Before your employee returns to work, you may need to implement some adjustments to help them ease back into the workplace. Once you have given your employee time to settle in, and after monitoring their progress, you can then make any further necessary changes. This could include putting them back on normal working hours, giving them tasks which they may not have been able to previously undertake or leaving them to work more independently again.

Reintroduction for return to work:

If people have been away from work for a long period, employers may want to hold a formal ‘reintroduction’ before they restart work. How long or short this is may depend on the individual business situation but should normally cover:

• A welcome back to the company – remind individuals they have been missed. Some may feel their position is vulnerable after a long period of absence
• A health and safety briefing on any Covid-related changes (such as reducing physical contact with others, new entry/exit points, one-way systems, social distancing measures, hygiene measures, when masks need to be worn, etc.)
• A reminder of normal health and safety procedures (particularly if these have been amended since the start of the pandemic)
• Changes to company rules and procedures
• Any other changes to the business

For certain businesses, training or retraining may also be necessary, especially if there is a technical element to the job which individuals may not have undertaken for some time. Also there could be a statutory requirement for certification or retraining that may have lapsed during the employee’s period of absence (e.g. Forklift truck licence, First Aider certification etc.).

Changes in the Business

During the time staff have been absence there may have been significant changes to the business which could have an impact on those returning.

Returning staff should be made aware of:

• Changes to personnel – colleagues or managers who have left or joined the company
• Changes to business strategy (especially if it alters their role) e.g. loss or gain of new customers, changes within key customers/suppliers, changes to company plans (e.g. decision to cancel planned expansion), changes to products or services offered
• New protocols or procedures now legally required (e.g. Brexit-related documentation)

Dealing with Issues that Arise

Even with the best reintroduction and training plan, support may still be needed for returning staff and many issues will need to be dealt with on an individual basis. Return to work after a long period of sickness or unemployment so employers may wish to adapt any existing policies and procedures that they must deal with such situations, to ensure the physical and mental wellbeing of staff. 

When it comes to managing return to work especially following sick leave, there are laws employers must follow set by the HSE.

These include:

1. The Equality Act
2. The Employment Rights Act
3. Safety at Work Act

Contact us today for guidance on procedures for employees beginning to return to work.

Call: 0800 111 4461

Email: [email protected]