The Health Secretary, Matt Hancock confirmed, at a press conference on 17 March 2021, that shielding will end in England from 1 April 2021. Mr. Hancock also announced that letters will be sent to those on the shielding list asking them, even though shielding is ending, to keep social contact at a minimum and stay at a distance from others.
Employers like your client may be faced with further questions from affected employees about possible arrangements that can be made in light of them being able to return to the workplace. It is advised that your client prioritise homeworking where possible. The guidance remains that people who can work from home should do so – this will be further emphasised in the letter sent to shielded people in England.
If homeworking is not possible though, keep in mind that the furlough scheme has now been extended until the end of September 2021 so consider keeping affected staff on furlough if they are eligible; remember that being extremely clinically vulnerable to serious illness from coronavirus will no longer be a sufficient reason on its own to furlough staff. Your client should also take the time to listen to employees’ concerns about returning to the workplace and act accordingly, in a manner that benefits both the employee and the business as a whole.
If returning staff to the workplace is a necessity, your client can send out letters and/or emails detailing each employee’s proposed return date, the steps being taken to keep them safe, and offer opportunities for employees to express any concerns that they may have – or to request alternative working options if possible.
Appointing a communications coordinator could help towards managing the resulting impact of this as it assures staff that the business is dedicated to making sure they are well considered. This could also help to ensure that the business is kept informed about any issues shielded employees may have about returning to work and in turn facilitate informed decision making on the part of your client.
Shielders who return to work may also require further ongoing support and adjustments over time. It may therefore be useful to promote services such as the Employee Assistance Programme (EAP) which can offer staff emotional support throughout the transition. Adjustments may include making changes to the way an employee works due to them having a disability.
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