To have furloughed or not to have furloughed? That is the question…

Guest Blog by Helen O’Byrne

There is no doubt that we are living through some challenging times, not only personally but professionally.  Coronavirus is not only changing the way we live but also the way we work and the way we view work.

Some businesses have been able to continue with staff working remotely.  This may have been a simple transition, or it may be more difficult with extra costs and resources needed to set up the infrastructure to support this.

Other businesses are in the position where they have seen work diminish or cease altogether and as a result of this have had to make changes to their staffing.  Initially businesses started to look at potential redundancies and then the government stepped in with the government job retention schemes called Furlough, a word we are all learning.  

Furlough, in its original sense, means no work and no pay.  However, the scheme overrides the ‘no pay’ element and requires employers to pay 80% of wage to employees which the employer can then recover.  Whilst staff are on furlough they cannot undertake any work for their current employer (although they can work for another company).

For some businesses furlough is supporting them through this difficult time by enabling them to retain staff so that when restrictions are lifted they will be able to start returning to business as normal.  

What to do if your un-furloughed staff are unhappy.

At Byrne Jones HR we have been supporting clients during this difficult time.  Some clients have reported difficulties with staff who are unhappy at not being furloughed as they see friends and family members who are on furlough and are able to spend time at home with their loved ones without having to work.  Whilst it is understandable that it is difficult for people who have to continue to work, the needs of the business must be met.  Companies may need to explain to staff that furlough is only there to safeguard jobs where the work is no longer there.  If staff still feel aggrieved and it is causing performance issues, then this would need to be addressed through the normal performance management systems such as appraisals, setting targets etc.  

The next stage…

As the government starts to consider the next phase businesses need to start planning now.  

Our advice to businesses is that where staff are able to work from home then this should be supported, where this is not practically possible then staff will need to attend work.  

For employers who are starting to unfurlough staff they should take all reasonable steps to ensure that the work environment is safe and that all reasonable measures have been taken to reduce the risk of contracting or spreading the virus and social distancing measures are in place.  Areas for consideration should include:

• Staggered working patterns to reduce the number of staff in the office at any one time and reduce the use of public transport during peak times.
• Reduced face to face meetings and make use of technology such as Zoom and Skype.
• No sharing of desks and equipment.
• Good office cleaning.
• Use of PPE.

As we head into the next phase it is important that employers act responsibly and look at how best to support staff in returning to work in a safe and responsible manner. 

For a free consultation about furlough and the next steps for your business please contact Byrne Jones HR on 07880207483 or www.byrnejoneshr.co.uk