One of the most tangible impacts of the Covid-19 pandemic has been the rapid change in working practices. While the pandemic is not necessarily over, widespread vaccine roll-out programmes have allowed many places to return, at least legally, to some semblance of normality.

There’s a lot to consider in the topic of employment law, with much potential for change. Many companies now have hybrid work policies. What else might change in the future? What will employment law look like in one year, five years, or ten? What will the impact of Brexit be? 

With the UK’s COVID-19 vaccination roll-out in full swing and restrictions being repealed, companies are reevaluating their office policies and home working rules. But many people are anxious, or at least conflicted, about returning to in-person work, whether for health reasons or due to the flexibility they feel they’ll lose.

To help organisations with the process, we have recorded a short on-demand webinar. In this video, our Director of Learning and Content Nick Henderson explores some of the mental health aspects of returning to the office, sharing key ideas and tools to help manage this transition for your workforce.

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Free COVID-19 compliance resources

VinciWorks has created several helpful resources such as guides, on-demand webinars, policy templates, courses and more to help businesses manage the pandemic and beyond.

COVID-19 resource page

When it comes to making decisions about returning to the office, managers have to tread a fine line. Determining when to return to the office is no simple matter, especially since employers and employees have different opinions on the subject. 

Businesses are answering in different ways. Some like the file-hosting service company Dropbox are staying virtual first, pointing to the benefits of nonlinear workdays. But others, like tech giant Facebook and insurance company Aviva, are opting for a “hybrid” model, offering greater flexibility and independence for workers while maintaining certain structures.

Vaccines are helping the world get back to normal. But even as the vast majority of people get vaccinated, there will always be a minority who won’t or can’t. Feelings and opinions around vaccines can be emotive, and workplace vaccination policies must toe a complicated line.

There is no legal requirement to be vaccinated, but employers should think carefully before requiring vaccinations at their workplace. Similarly, requiring someone to show proof of vaccination, either to return to the office or visit the premises as a customer could result in possible legal problems. Think carefully about policies and procedures in your workplace before making mandatory requirements.

The COVID-19 pandemic has caused a near-universal sustained stress-inducing experience in the way other plagues haven’t done in centuries. The COVID-19 pandemic is much more comparable to the experience of a world war than a health scare. The pandemic has impacted everyone’s day-to-day lives and will leave long emotional scars even as life returns to something like normal. 

Post-traumatic Stress Disorder (PTSD), can result from experiencing a single, significant traumatic event, as well as frequent, sustained exposure to stressful environments. This pandemic has caused us all to experience both.

The global roll out of the coronavirus vaccine has been gathering pace, and this has allowed a slow return to something akin to normal life to begin, including a return to the office and in-person work. With the safety and efficacy of approved vaccines having been proven, organisations might be looking to encourage or even incentivise vaccination among their workers and implement some sort of vaccine policy.

VinciWorks has created a comprehensive vaccination policy template that can easily be edited to suit your organisation and include the details of relevant contact people. You can download the policy template by clicking here.