The Nation Rejoices: The Removal of COVID-19 Restrictions & The Return to the Workplace
Ireland rejoiced as it was announced over the weekend that most of the public health measures currently in place can be removed giving the Irish a sense of normalcy again, something we have all been waiting a long time for. However, this news will have also been met with many questions by the business community, particularly around how to effectively manage a safe, gradual return to the workplace.
The government confirmed that the transition to office working could commence with immediate effect from yesterday, Monday the 24th of January which is amazing news for all but it is strongly encouraged that employers engage with employees to plan, prepare and engage with their staff to put into motion that return in the coming weeks.
The return of employees to the office is very much a measured response, taking into account business needs as well as the needs of the employee. The experiment of working from home has been a success over the past two years therefore the we see it that there must be very justified reasons for a business to require staff to work in the office five days of the week.
The return to office working must be considered in line with obligations under existing Safety, Health and Welfare legislation to provide a safe place of work. Organisations COVID-19 response plans will naturally need be edited to take into account these new measures and it is hoped that the revised guidance document will be finalised and published in the coming days. Once published our Bright Contracts software will be updated to reflect these changes.
While the lifting of restrictions is great news for all it is still important to bear in mind that the government still continue to reiterate the need for ongoing close monitoring of the virus. The pandemic is not over and the emergence of new variants with increased levels of transmissibility remains a risk both nationally and globally so businesses are encouraged to still keep this at the forefront of their office plans.
While the restrictions have been lifted, it is advised that employers develop plans for their return to work and continue the use of Covid-19 control measures:
- Employers should re-examine the potential risks and hazards and update business and safety plans. (e.g. Covid-19 Response Plan, the occupational health and safety through risk assessments and the safety statement).
- The Health and Safety Authority’s website contains resources for employers including the Pre-return to work form, and Employer checklists.
- Implement control measures and comply with the HSE’s and Government’s protocol/guidance. This includes appointing at least one lead worker representative to ensure safety measures are in place and being adhered to. Access a Health Safety Authority online course on the role of lead worker representative.
- Develop, consult on, communicate and implement workplace changes or policies.
- Continue to follow the current advice for those with symptoms, cases and close contacts as announced by the government on the 12th of January 2022.
- Continue to focus on maximising the uptake of the primary and booster vaccination.
Further changes coming down the line for businesses is this year, Leo Varadkar will bring in five new workers’ rights, which will include the right to request remote working. The others will be the right to statutory sick pay, new rights around redundancy for people who are laid off during the pandemic, a new right on the protection of workers’ tips and the new public holiday on St Brigid’s Day which was announced last week. These will be in addition to the previously introduced Right to Disconnect.
Today, Leo Varadkar provided some guidance into the specifics of The Right to Request Remote Working which we have summarised below for you:
- The employee must have at least 6 months service in order to submit a request.
- The employer will have 12 weeks to reply to the employees request.
- The employer can counter offer the employees request which the employee will have one month to accept or refuse.
- Right of appeal will apply to this strategy which will either be dealt with internally or through The WRC.
- Employees can submit another request after 12 weeks.
- A requirement of this strategy will be that all employers MUST have a Work From Home (WFH) Policy in place
Bright Contracts already has a WFH policy in the handbook of the software which can be found under the 'Terms & Conditions' tab. Further guidance in relation to The Right To Request Home Working is expected over the coming months which we will then communicate to our customers.
Related Articles:
- Q&A: The Vaccine & The Workplace
- The 411 on The Right to Request Remote Working
Helpful Articles/ Documents:
- Role of a Lead Worker Representative
