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NEWS SPECIAL REPORT


Planning for the future


In the latest in Travlaw’s ‘Looking Forward’ series, head of employment Ami Naru outlines some of the considerations travel companies need to think about relating to staff once furloughs end


T


he Coronavirus Job Retention Scheme has been extended until June 30, 2020; whether it


will be extended further, we do not know at this stage. With this end date in mind,


employers will be starting to consider whether they’ve been able to continue operating with a smaller workforce, whether this is sustainable and what size of workforce they require moving forward. Redundancies may be a real consideration; it is important employers consult with their staff and explore alternatives first. As part of a restructure, and given


the way your organisation has operated during lockdown, you may need to review the skill set of your workforce, as some skills may have emerged as essential to your organisation. Consideration also needs to be given as to whether you have the right skill set spread across your organisation and, if not, training may be needed.


Forward planning Has your organisation learnt any lessons from the way we’ve worked in lockdown? Do you have a plan in place for your workforce if we are met with such circumstances again? You may need to factor in skill sets


when devising a plan. Who knew social media and IT skills were the backbones for many organisations, without which the outlook may have been very different for some employers?


12 7 MAY 2020


Staff wellbeing will be important, especially if redundancies, restructures or pay freezes are on the cards


Have you as an employer given


thought to how you’ll get your workforce back into the office when lockdown has lifted? It seems likely that social distancing measures will remain in place for a while. Employers have a duty of care for their workforce’s health and safety. Have you thought about rotating


those staff who work from home or in the office? Or changing working patterns to incorporate weekend working or early/late starts to provide enough desk space for social distancing? More travel industry


staff have worked from home than ever before, and without technology this would not have been possible for many. Was your organisation well-equipped for this or does it need a review in terms of investment and upskilling? Has the door


been opened for working from home for ever? We’ve all


had to adapt quickly to working from home, juggling home-schooling, working in a different way or dealing with care responsibilities while still getting the work done. This may have changed your view as an employer about staff working from home or, indeed, whom you recruit in the future. Working from home has been a temporary measure for most during lockdown. Therefore, unless you as an employer come to some agreement with a staff member for working from home to continue, normal working arrangements will resume.


Staff wellbeing Many employers have kept a careful eye on the mental health wellbeing of their staff, ensuring there is regular engagement via Zoom whether for work or social purposes. Have you thought about how to maintain this post-lockdown? Staff wellbeing will be more important than ever, especially if redundancies, restructures or


pay freezes are on the cards, as


Ami Naru


these can impact your workforce’s motivation. There’s a lot to think about as we plan for the future.


Miles Morgan


‘ROTATING OUR STAFF IS RIGHT THING TO DO’


Miles Morgan Travel is bringing furloughed staff back to work on a rotational basis. Chairman Miles Morgan


said the move aimed to prevent employee burnout and keep all employees engaged in the business. Under the Job Retention Scheme firms can bring staff out of furlough after a three-week period. Morgan said the move was about looking after staff during the lockdown rather than a smart business move. He said: “Taking a hardline


business view, it’s not as good, as the new crew have to get up to speed whereas the other crew knew the procedures. We’ve gone a little backwards as the new crew ramp up. “But there is a bigger


picture. We want to stop burnout and keep everyone engaged in the business. I think it’s the right thing to do.”


travelweekly.co.uk


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