The dust has begun to settle for many employers in a nearly post-pandemic world, and conversations around return-to-work mandates are rapidly evolving. As McKinsey put it, “The flexible working world was born of a frenzied reaction to a sudden crisis but has remained as a desirable job feature for millions.” So if your company is one of many establishing a return-to-work mandate, how do you effectively navigate the transition as in-house counsel?
In this blog post, we'll explore three best practices you can use as in-house counsel to help your company navigate return-to-work mandates and minimize disruption. By understanding the key legal considerations and preparing for potential conflicts related to returning employees, you will minimize risk and ensure compliance with the ever changing legal mandates.
Brush up on local laws
For any organizations, staying on top of COVID-19 restrictions has been chaotic at the best of times. If your company plans on implementing a return-to-work mandate, make sure you familiarize yourself with your state-specific requirements and restrictions–many of which are still evolving and changing today. Check out this resource for a state-by-state breakdown to help you get started.
Establish clear expectations and communication
To minimize organization-wide tension, your team and other departments must work closely on contingency plans if employees are upset. Make sure you establish clear expectations amongst your cross-functional teams and employees. Instead of making them jump through hoops or go through massive amounts of red tape to be heard, communicate with them in personal but appropriate ways (aka no mass emails announcing pivotal organization-wide changes). Effective leadership and managers are a crucial part of this process as well.
Acknowledge the “Four Horsemen of the Return to Office”
Regarding the return to the office, Forbes identifies the “Four Horsemen” as resistance, attrition, quiet quitting, and diversity. Even after successfully implementing your return-to-work mandate and company policies, you’ll need to keep an eye on these four items–and make sure you’re working closely with your HR or People teams to set everyone up for success.
Developing a return to workplace system can be an intimidating task for in-house legal teams. But organizations can make this transition smoother by brushing up on local laws, establishing clear expectations with employees, and being cognizant of potential disruptions. These core elements will help ensure that a successful return to the workplace is achieved in all departments of any organization.
Make sure to check our site regularly for more advice on how to manage return-to-work mandates amid our ever-changing world, including our upcoming webinar where our own legal team will dive deeper into return-to-work policies and the overall legal landscape next quarter and beyond. Save your spot today.
