The CIPD have responded to the Government’s campaign for individuals to return to their workplace stating that this should not leave them feeling pressured or duty-bound to do so. As the CiPD have been consistently advising, any employer contemplating such a return should only do so by using the following three considerations: (1) Is returning to the workplace essential? (2) Is it sufficiently safe to do so? (3) Is it mutually agreed with the worker? The CIPD also remind employers that working from home has proved to be a great success for many individuals and organisations. Recent CIPD research found that a majority of employers believe that homeworkers are either as productive as other workers, or more productive. However, employers should take steps to support their employees’ mental health and address concerns they may have while they work from home. Managers should be regularly checking in with their staff, discussing their well-being and wherever possible ensuring decisions over working from home or returning to the workplace are based on individual choice and preference.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
