McCabes News
As Australia commences its return to normality, the internet has been abuzz with questions about the return of employees to their workplaces. When will it happen? How will it happen? And, increasingly, can staff refuse to return?
As we transition through the steps of the Federal Government’s ‘3 Step Framework for a COVIDSafe Australia’ and businesses recommence their normal operations, some employers are starting to ask their employees to return to the workplace. Steps 1 and 2 of the framework provide for people to ‘work from home if it works for you and your employer’, whereas Step 3 contemplates that workers will return to the workplace. But what does this mean in practice? At what point in time can you require their employees to physically return?
Many businesses cannot operate without employees being physically present at the premises. A restaurant cannot serve meals without wait staff. A shop cannot sell goods without shop assistants. A nail salon cannot perform pedicures without nail technicians. In cases such as these it is clear that the employer will need at least some of its workers to return when its doors reopen for business.
But in other workplaces, the timing of the return to the workplace may not be so clear. COVID-19 has forever changed the way that many people work. Businesses have had to quickly move to models that allow work to be performed remotely and with increased flexibility. Over the last couple of months, employees have become accustomed to the short commute to the home office, working in their slippers and being available to receive their online grocery deliveries during the day – and they quite like it. This may see some employers facing requests from employees to either delay their return to the workplace for as long as possible, or seek to work from home on a more permanent basis.
Some employers have already considered how the changes they have been forced to make in recent weeks might benefit them in the long term and have flagged that certain members or their workforces will continue to work from home following the end of the pandemic. With less people in the office, there is the potential for cost savings in terms of commercial rent, cleaning, heating/cooling and other office incidentals (I’m talking about those important things like chocolate biscuits and coffee pods).
But what if an employee refuses to return to the workplace once they have been told “it’s time”? Employers will need to carefully consider the circumstances of any such refusal. Is the employee one that needs to attend the workplace in order to perform their duties, like the wait staff, shop assistants and nail technicians mentioned earlier? Or will the employee still be able to perform the inherent duties of their role from a remote location?
In either case, the first step will be to ensure a “COVIDSafe plan” has been developed, taking into account the public health orders in place at the relevant time so as not to breach the relevant restrictions. At present, this would require the COVIDSafe plan to include measures for physical distancing and, in some workplaces, the 4 square metre rule. As a result, the employer may need to relocate workspaces, or introduce teams of workers who attend the workplace in shifts so fewer employees are present at any one time.
To ensure compliance with work health and safety laws, employers also need to ensure that they provide and maintain a safe working environment. In the current circumstances, this will require employers to ensure that their COVIDSafe plan includes proper systems and processes for maintaining hygiene, conducting health monitoring and ensuring effective cleaning. It will also require employers to plan for incidences of COVID-19 in the workplace.
It is also prudent for employers to consider whether their employees’ travel to and from work will be affected by COVID-19 restrictions. For example, while public transport services remain affected by social distancing measures, it may be impractical for employees to return to the workplace.
But if the workplace has the appropriate measures in place and the employee is able to travel to and from work without a great deal of disruption, it largely becomes a matter of employer discretion as to whether the employee can continue to perform their work from home.
However, some categories of employees, such as those with school age children or younger, a disability or carer’s responsibilities, may submit a formal request to continue to perform some or all of their work from home pursuant to the provisions of the Fair Work Act. If such a request is made, the employer needs reasonable business grounds to refuse the request and, following the work from home measures that some employers have put in place for COVID-19 (particularly in terms of IT systems), many of the usual reasons for refusing a working from home request may no longer be available.
Relevantly, in assessing a formal request to work from home under the Fair Work Act, the employer should consider the employee’s level of productivity at home versus in the workplace, whether the employee needs to be in the office for supervision (either to provide supervision or be supervised themselves) and the need for the employee to interact with co-workers and others face-to-face.
Ultimately, unless the employee can make a formal request for flexible working arrangements under the Fair Work Act and the employer has no reasonable business grounds to refuse that request, the employer can direct an employee to return to the workplace. Any refusal by the employee to follow a reasonable direction to return to the workplace, could have disciplinary consequences.