Before employers even begin to think about returning to physicalworkspaces, they first need to analyze reopening guidelines andtimelines established by the state and community officials. (Image:Shutterstock)

COVID-19 has turned the world upside down, and while mostcompanies have enforced work from home policies amidst the crisis, manyare starting to think about when they will return to the office andhow to go about that transition. Safety should come first whendeveloping a return to work strategy and there are many precautionsthat employers can take to ensure they are protecting both thephysical and mental health of their workforce. Every company andemployee are different, so flexibility will be key.

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While there is no one-size-fits-all approach to returning towork after the pandemic, there are a few key phases employersshould implement to help ensure smooth transitions for theiremployees once public health officials deem it is safe to reopenoffices:

Phase 1: Respond & prevent

There is still so much we don't know about COVID-19 and how itwill continue to impact people's daily lives. Before employers evenbegin to think about returning to physical workspaces, they firstneed to analyze reopening guidelines and timelines established bythe state and community officials in which they operate and developa plan to prevent future COVID-19 cases to help keep employeeshealthy and safe.

Employers should make sure their employees are aware of and haveaccess to symptom checker guides, stress and wellbeing resourcesand critical health information related to COVID-19 – likelocations of local testing areas and pharmacies, as well as andpotential telemedicine options. This will encourage employees totake action when it comes to their health and keep them informed intimes of crisis. As COVID-19 research, testing and treatmentscontinue to develop, some employers may also consider offeringtesting or vaccinations as an added benefit.

Everyone responds to crisis differently, so it's important foremployers to make sure these health and wellness materials aredelivered in a personalized and appropriate way. Having insightinto employees' social determinants of health – lifestyle orenvironmental factors including job status, financial security andhousing – can help to determine what resources they need.

For example, a person living in the city may need information onthe strict precautions they'll need to take when visiting a grocerystore or pharmacy. An older employee may want to be directed toinformation about the increased COVID-19 risks associated withtheir age, while someone with children may benefit from stressmanagement resources as they navigate home-schooling. Someemployees may also benefit from crisis counseling, financialresources, food assistance or other community resources in theirarea due to unforeseen implications of the pandemic.

Having insight into factors such as these will enable employersto personalize their outreach strategies to help support the healthand wellbeing of their employees during this uncertain time.

Phase 2: Prepare & support change

Work-life will look quite different for a while, so it'sessential that companies support this "new normal" by implementingadditional safety measures that make employees feelcomfortable and safe going back to work. Offices will have toimplement new policies that include increased space between desks,mask requirements, sanitizing stations, regular office cleaningsand more. These measures should be put in place and communicated toworkers before anyone returns to the office.

Older employees or those with compromised immune systems mayneed to continue working from home for extended periods of time.Employers should establish accommodation practices and be preparedto provide the appropriate tools and technology needed toeffectively work from home as well as appropriate health and safetyinformation when they do decide to return to the office. Employersshould also expect more people to work from home on a regular basisin the case that they feel slightly under the weather, are unableto get childcare or need to take care of a loved one who might besick.

Above all, employers will have to be flexible as they navigatethis unusual COVID-19 landscape. They should embrace these changesand make sure their employees know that their health and wellbeingwill remain a priority as the company transitions back to theoffice.

Phase 3: Return to the office

When the time does come to officially welcome employees back,employers need to make them feel protected and comfortable. Thereshould be clear instructions for how and when employees shouldenter the office to make sure that re-entry runs smoothly. Someoffices may have to work at half or limited capacity to maintainsocial distance measures; in these situations, weekly or monthlyschedules may need to be implemented.

If companies have offices in multiple locations, they shouldkeep in mind that every state will have different rules fornon-essential businesses. As parts of the country continue to seespikes in new cases, it's important for employees to evaluate whereeach office is located to ensure they are not reopening in a peakzone. Employees with offices located in hot spots may not return towork for months after those working in rural areas. In allsituations, it is essential to efficiently communicate clear andpersonalized messages.

A second wave of COVID-19 infections is already rippling acrosssome states, so employers should continue to offer more flexiblework from home options for those who may feel unsafe coming intothe office if cases do start to increase again. Everyone will needto be prepared for additional social distancing measures, but withmore time to prepare, employers can put a concrete strategy inplace and make a transition back to remote work more seamless.

In unique times like these, employees need increased support andguidance from their employers. By offering timely resources,helpful health information and preventative services, employers cancreate stability for their teams and ensure they are prepared tore-enter the office. This three-phase approach will help employersdevelop a strategy that is personalized for their organization andinstill confidence in their ability to return to work safely.

Chaz Hinkle is senior vice president andchief people officer at Welltok.

Read more: 

• Returning to the workplace: Navigating the legalobstacles
• 'My employer forced me to return to work': 3 tipsfrom lawyers as businesses reopen
• As states reopen, what do employers need toknow?