Has COVID-19 accelerated change in the workplace?

Insight by Jacqui Milson

Like many other aspects of life, COVID-19 has re-shaped the way employers engage with their employees, how they manage safety and how they monitor the mental and physical health of their workforce. 

Most recently, it has pushed employers to establish a position and policy on vaccinations.

The shift of many workplaces to remote operations and subsequent returns to usual workplaces has also given rise to a new set of risks that need to be understood and managed to ensure the provision of a safe work environment under WHS legislation.

The need to consult remains

Despite the breakneck speed at which changes are occurring, employers must remember that like any other health and well-being policy, the need to consult remains when it comes to a policy on vaccinations.

All awards and enterprise agreements as well as many contracts include a requisite consultation process concerning significant workplace changes. Similarly, under WHS laws, employers have a requirement as far as reasonably practicable, to consult with employees directly affected by any work health and safety matter. Employees must also have an opportunity to express their views and contribute to any decisions relating to their health and safety.

Aside from the legal considerations, practically we know that in any health and safety matters employee consultation and participation improves decision-making, commitment and awareness which ultimately reduces work-related injury and disease. Employers should consider the following:

• Determine who needs to be consulted with and in what manner. 
• Ensure the process is thorough and genuine, treated as a genuine opportunity for feedback and engagement.
• Ongoing dialogue should occur over a reasonable period of time. 
• Regular communication as situations and environments continue to evolve in response to the pandemic. 
• Appropriate training and education to provide employees with current information and business positions and policies related to vaccinations and ongoing COVID control practices. 

Despite the breakneck speed at which changes are occurring, employers must remember that like any other health and well-being policy, the need to consult remains when it comes to a policy on vaccinations.

What other risks should be considered to protect our workforce and communities?

A silver lining of lockdown has been the improvement in employer communication and engagement with their employees. Employers will need to draw on this to navigate the existing, emerging and silent challenges and risks posed by COVID-19 such as:

• Policy development and consultation process on COVID vaccinations in the workplace. Considering how a COVID policy will interact and form part of an employer’s broader WHS approach and procedures. 
• With border closures likely in some states to continue for some time, national employers will need to manage the disparity between employees in some states and ongoing isolation for those who cannot travel and meet other employees in person.
• With lockdowns ending in some states, child care and schooling arrangements will again change, some will face ongoing time away from family members due to location and others may have additional financial stresses. A continued focus on well-being is a must.
• Gradual resumption in business travel will bring with it additional opportunities for COVID exposure and will need appropriate policy and controls.
• For those commencing a return back to the workplace, ergonomics and safety training will need to be refreshed and physical and psychological conditioning understood and managed, as employees have spent a considerable period away from the workplace.
• As we move to higher percentages of employees being fully vaccinated, employers should be mindful of the silent risk of ‘COVID complacency” and ensure compliance with other control measures such as cleaning, social distancing and hygiene are not neglected.