In this article, we take a look at the various scenarios that an employer may be facing, explain their rights and obligations and look at some of the options to manage the situation.
In 2020 and 2021, businesses were forced into a reactive approach to COVID-19, having to quickly implement work from home processes, putting together COVID-19 safety plans and assessing COVID-19 vaccination strategies and policies in quick succession.
As with the normal workplace, the employer has a responsibility to take reasonable steps to ensure employee safety and health and to provide an environment free from harassment and discrimination. Inappropriate behaviour at staff functions, which can be attributed to “good cheer” which often accompany these social events, can lead to employers being held liable.
Working from home and the associated isolation should be very real concerns for all businesses that continue to operate in the ‘new normal’ of COVID-19. A work/home balance is easier to maintain when work is separated from home. Coming home ordinarily means leaving work behind until the next day, but when you walk from your bedroom into a home office, the lines can become blurred.
In recent weeks, changes to the country’s employment landscape have fuelled discussion on the role of unions in the workplace.
Healthy staff is a great asset to any organisation and one that can easily have a positive impact on productivity in the workplace.
Most employers will already be aware of the need for flexibility during the crisis and its aftermath in relation to supporting employees during the clean up, difficulties they may face in attending work, providing time off for participation in any emergency services duties, etc. This is of course in the context of their business being able to re-open as quickly as possible and to resume normal business operations.
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