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?
Mental Health: Wellbeing at Work shortlisted for Healthcare Excellence award
The sixth annual Zenith Global Health Awards will be held in London in November, celebrating excellence and innovation among healthcare professionals. VinciWorks’ online course Mental Health: Wellbeing at Work will be among finalists, nominated alongside some of the world’s leading doctors and healthcare professionals.
The awards are set up by healthcare professionals to acknowledge and celebrate fellow healthcare and allied healthcare professionals for their commitment and dedication which is seldom acknowledged. Zenith nominees are based on merit and evidence of achievements and positive impact on healthcare delivery, practice or workforce.
With the global rollout of the coronavirus vaccine gathering pace, in many jurisdictions, employers are being given more discretion to decide whether staff can and should return to the office. If your organisation has employees working from the office, you have a duty of care to your staff. Managers must ensure a safe working environment where employees’ health is protected.
This means they have to ensure they have a safe place to work, safe work equipment, their health is protected while working, and assess risks to their health and safety and take action to mitigate those risks. This includes protecting staff from COVID-19. Staff themselves have a responsibility to keep themselves and those around them safe and to learn the best ways to do that.
COVID-19: Social Distancing at Work specifically covers these topics. The course can be used as a standalone unit or as a unit within our standard OHS course.
With the UK’s COVID-19 vaccination roll-out in full swing and restrictions being repealed, companies are reevaluating their office policies and home working rules.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.
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.
Mental Health: The duty to care and ending the taboo
Even before the pandemic hit, employers were beginning to see the importance of addressing mental health issues in their workforce. With the ongoing effects of the pandemic still affecting so many of us, the importance of treating mental health as a priority has only increased.
With a widespread acknowledgement of the cost of mental health issues to employers, individuals, and the health service, there’s diminishing tolerance and protection for employers who choose to do nothing.