This is a conversation any employer dreads. A decision that is not taken as a pinch of salt as we all know without staff we have no business. But, without customers, we also have no business, so catch 22. The outbreak of the Coronavirus has caused a tremendous amount of concern and uncertainty, that we are all just trying to get our heads around.
The recent government guidance is to start social distancing. This means, no use of public transport, social or sports gatherings, including visiting pubs, restaurants and bars. Working from home where practical as well. Basically a complete restriction of how we interact socially. Currently, schools and educational establishments remain open in the UK. People with the virus and certain pre-existing health conditions should consider self-isolation and so on. Further guidance can be found here https://www.nhs.uk/conditions/coronavirus-covid-19/.
So, as it stands, we might be facing business closures, income downturn and having to diversify in the way we run our UK businesses. Some businesses have already started asking employees to work from home, some have already seen a downturn in sales. So what if you are forced to close your doors or sales dip in your business? Will you have to consider asking staff to work reduced hours or even laying them off/making them redundant?
Will you be able to afford to finance staff not coming into work when you don’t have the income coming in? Fortunately, you are not expected to. The government are working through plans of how they can support people out of work, but intially they have a ‘Guaranteed Pay’ scheme in place, which entitle staff to pay should they be laid off or on short term working (reduced pay/hours). Further information can be found here: https://www.gov.uk/lay-offs-short-timeworking/guarantee-pay.
If staff are isolating themselves or they are sick with the coronavirus they can also take Statutory Sick Pay (SSP) from day one of the sickness, rather than the usual fourth day and they will not be required to produce a ‘Fitness To Work’ certificate by the Doctors.
How to communicate this
It is expected for staff morale to be low at this time as everything is so uncertain and employees will be worrying about their jobs too as their health. It’s always best to be as upfront as possible with your plans, and processes that you will be taking over the coming weeks. Ensure to get as much information out to them as regularly as possible so that they are looking after their own health as well as being conscious as others. Advise them to look at other ways of getting to work so as to avoid public transport. Ensure they know what steps to take for being in contact with customers/suppliers/deliveries etc to ensure they are kept safe. Order in hand wash, sanitiser, gloves and face masks. Ask them to work from home where practical.
If there is a downturn in business and you cannot afford to pay a full salary, you can request they work reduced hours during this period, and consider offering them a pay back later on (if you think that is going to be feasible). Explain to them that you are doing this as currently it will prevent having to lay people off and keep the company surviving that little bit longer. And where you can be upfront with income and expenditure so they can understand the bigger picture.
Do you know the process for laying off staff? Have you thought about a recruitment freeze? Have you considered other ways of generating income?
There are many options available to your business at this time and if you need further guidance, please get in touch:
0843 176 0266 / hello@specialisedhr.co.uk / www.specialisedhr.co.uk