‘Back to Work’ Planning – Is Your Business Ready?

Following the recent Government announcements, we would like to share with you some of the issues which are raised most frequently with us. These may help your return to work preparations. Our team of legal experts is on hand to respond to any questions you may wish to set out in the comment boxes.

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* 1. Have you received specific guidance about returning to work for your sector and do you understand what measures to put in place?

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* 2. Have you undertaken a risk assessment in readiness for staff returning?
Are you for example considering staggered start and break times, looking at reduced use of hot-desking or introducing desk booking, use of social distancing at work, use of screens or other methods?

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* 3. If you need your staff to work reduced hours, do you have the right in your contracts to do so?
How will you implement this?

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* 4. Are you considering redundancies?
If so, do you have trade union representatives or elected worker representatives you need to consult? Do you have agreed selection criteria? Are you aware of the collective and individual consultation requirements?

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* 5. Have you made or are you considering making pay reductions?
Do you have the contractual right to do so? Are these pay reductions to be temporary, if so for how long? Do you intend to reinstate any pay deducted during this time?

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* 6. Have you considered how you will reassure staff that it is safe to return to work and communicate the measures you have put in place?
How will you deal with staff who refuse to return to work if they have genuine concerns about their health or their perception of the risks?

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* 7. If you have any further questions you want to raise with our team, please note them below.

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* 8. Your details:

Name *

Company *

Address

Address 2

City/Town

Postal Code

Email Address *

Phone Number *

Thank you for taking the time to complete this survey, one of our experienced lawyers will be in touch shortly.

0800 111 6144 | info@fbcmb.co.uk | www.fbcmb.co.uk

‘Back to Work’ Planning – Is Your Business Ready?

Question Title

* 1. Have you received specific guidance about returning to work for your sector and do you understand what measures to put in place?

Question Title

* 2. Have you undertaken a risk assessment in readiness for staff returning?Are you for example considering staggered start and break times, looking at reduced use of hot-desking or introducing desk booking, use of social distancing at work, use of screens or other methods?

Question Title

* 3. If you need your staff to work reduced hours, do you have the right in your contracts to do so? How will you implement this?

Question Title

* 4. Are you considering redundancies?If so, do you have trade union representatives or elected worker representatives you need to consult? Do you have agreed selection criteria? Are you aware of the collective and individual consultation requirements?

Question Title

* 5. Have you made or are you considering making pay reductions?Do you have the contractual right to do so? Are these pay reductions to be temporary, if so for how long? Do you intend to reinstate any pay deducted during this time?

Question Title

* 6. Have you considered how you will reassure staff that it is safe to return to work and communicate the measures you have put in place?How will you deal with staff who refuse to return to work if they have genuine concerns about their health or their perception of the risks?

Question Title

* 7. If you have any further questions you want to raise with our team, please note them below.

Question Title

* 8. Your details:

* 2. Have you undertaken a risk assessment in readiness for staff returning?
Are you for example considering staggered start and break times, looking at reduced use of hot-desking or introducing desk booking, use of social distancing at work, use of screens or other methods?

* 3. If you need your staff to work reduced hours, do you have the right in your contracts to do so?
How will you implement this?

* 4. Are you considering redundancies?
If so, do you have trade union representatives or elected worker representatives you need to consult? Do you have agreed selection criteria? Are you aware of the collective and individual consultation requirements?

* 5. Have you made or are you considering making pay reductions?
Do you have the contractual right to do so? Are these pay reductions to be temporary, if so for how long? Do you intend to reinstate any pay deducted during this time?

* 6. Have you considered how you will reassure staff that it is safe to return to work and communicate the measures you have put in place?
How will you deal with staff who refuse to return to work if they have genuine concerns about their health or their perception of the risks?