As winter approaches, it’s crucial that employers are prepared for the unexpected. After all, there’s not much you can do if the weather keeps employees from coming in. Yet there may be an alternative: flexible working arrangements.
Implementing flexible working arrangements will support your team in coming to work and to keep absence to a minimum. It will also allow you to trial certain arrangements if you’ve been thinking of making permanent changes.
Increase in sickness absence
During the winter months, employers often find an increase in employee long-term sickness absences. Given that it’s also cold and flu season, and the similarity of the symptoms of these illnesses with COVID-19, employees shouldn’t come to work if they believe their cold and flu symptoms could be COVID-19. They should stay away from the workplace until they have had a negative test result. This could also be the case for double-vaccinated employees who have dependants who aren’t feeling well and are awaiting test results.
Winter travel safety
As snow and ice arrive, it may not always be possible for employees to travel if they live in remote or mountainous areas. Roads may not be gritted or they may rely on public transport to get to work, which is prone to cancellation. Another factor to consider is school closures, as employees might not have alternative childcare at short notice.
Consider flexible working arrangements
To prevent an increase in avoidable absences, you may want to consider implementing flexible working arrangements. During the pandemic, employers have learnt the benefits of having employees work from home and most now have a flexible working policy in place to accommodate this.
During the winter months, as a way to avoid absences, you might facilitate a period of working from home. This will not only protect the safety of your employees but ensure that the business workload is managed effectively. Alternatively, when the employee isn’t sick, they may wish to organise a time to reschedule their shift to facilitate childcare arrangements. If they have someone who would be able to support with childcare in the evening and your business operates outside of the traditional working week, you may be able to accommodate a later shift, again reducing absences. Lastly, if an employee isn’t sick and asks to use annual leave, you may want to consider authorising an emergency holiday.
Need help with your HR or health & safety this winter?
At Peninsula, we offer 24/7 HR advice through our dedicated advice line. To speak with a HR or health & safety expert today, call 0800 917 0771.
