It's an uncertain time in the UK right now, with the unrest that is currently happening on our streets. In times of crisis, such as violent unrest occurring near the workplace, HR plays a crucial role in ensuring employee safety and providing necessary support. When such events unfold, it's essential for HR to have a comprehensive plan in place that prioritises the safety and well-being of employees while maintaining business continuity.
Immediate Steps to Ensure Physical Safety
If your workplace is unfortunately affected by violent unrest, HR should promptly assess the situation to determine the level of threat posed to employees. This includes considering the safety of employees both on their commute and within the workplace itself. Here are the steps HR should take:
Risk Assessment:
Evaluate Risks:Â Conduct a thorough risk assessment for employees commuting to work and those present at the workplace during outbreaks. Identify potential threats and vulnerabilities specific to your location and workforce.
Consider Workplace Closure:Â If the threat level is significant, consider temporarily closing the workplace to protect employees. This doesn't mean halting work entirely; instead, it may require adjusting how and where employees work to ensure their safety.
Implement Remote Work Arrangements:
Identify Remote Work Opportunities:Â Determine which employees can effectively work from home and facilitate this transition to maintain business operations. This step mirrors the protocols followed during severe weather conditions, where employee safety takes precedence.
Alternative Workspace Options:Â If remote work isn't feasible for certain roles, explore alternative workspace options. Perhaps there's another site away from the unrest, or you could reach out to a supplier or client who can offer temporary office space.
Plan for On-Site Employees:
Holiday or Layoff Considerations:Â For employees unable to relocate or work remotely, consider asking them to take leave. If employment contracts allow, you might place them on a short-term layoff. However, it's crucial to review contracts thoroughly before implementing any changes.
Maintain Open Communication:
Engage Employees:Â Ensure open communication channels with remote workers and on-site staff. Encourage employees to share concerns and stay connected with their managers. HR should emphasize empathy and understanding, promoting a supportive environment.
Support Systems:Â Remind employees about available support programs such as Employee Assistance Programs (EAPs), healthcare plans, and leave entitlements for domestic emergencies.
Providing Support for Affected Employees
In addition to ensuring physical safety, HR should be prepared to provide emotional and psychological support to employees directly affected by the unrest. This is an opportunity for HR to demonstrate care and inclusivity within the organisation.
Access to Mental Health Resources:
Counselling Services:Â Offer access to mental health services and counseling for employees experiencing stress or trauma. HR can collaborate with mental health professionals to arrange referrals and support.
Availability for Conversations:Â Encourage HR personnel to be available for one-on-one conversations with employees. A simple chat over a cup of tea can go a long way in providing emotional support.
Promote Positivity and Inclusion:
Foster a Positive Environment:Â Similar to the efforts during the COVID-19 pandemic, HR should focus on building a positive work culture. Encourage employees to engage in activities that promote teamwork and camaraderie, even in challenging times.
Support for HR Teams:
Prevent Burnout:Â Recognise that HR teams are often at the forefront of managing crises and may experience burnout. Ensure that adequate support is in place for HR professionals, allowing them to continue supporting others effectively.
Addressing Employee Concerns About Safety
When employees express concerns about their safety due to unrest, it's essential for HR to handle these situations with empathy and understanding. Balancing employee safety with business needs requires a thoughtful approach.
Understanding Individual Risks:
Personalised Assessment:Â Begin by understanding the specific risks faced by each employee. Factors such as beliefs, ethnicity, or commuting routes may make some employees more vulnerable than others.
Open Dialogue:Â Initiate conversations with employees to grasp their concerns and collaboratively explore solutions that prioritise safety without compromising operational needs.
Flexible Solutions:
Travel Assistance:Â Consider providing travel buddies or covering transportation costs to alleviate commuting concerns. This could involve arranging taxis instead of public transport for employees feeling unsafe.
Alternative Work Arrangements:Â Offer remote work options, alternate locations, or temporary leave (paid or unpaid) to accommodate individual circumstances.
Ensuring Equal Treatment:
Prevent Discrimination:Â HR must ensure that no employee is placed at a disadvantage based on their background or concerns. Safety should be a top priority for everyone, and HR should maintain a fair and inclusive approach.
Handling Employees Involved as Perpetrators
In unfortunate cases where an employee is involved as a perpetrator of violence, HR must approach the situation objectively, ensuring fairness and adherence to company policies.
Objective Assessment:
Review Actions:Â Assess the specifics of the employee's actions. Differentiate between peaceful protest participation and criminal behavior, as these are distinct scenarios with varying implications.
Context Matters:Â Understand the context of the incident, including location, branding (e.g., company logo visibility), and how the information came to light.
Legal Considerations:
Legal Status:Â Determine if the employee has been arrested or charged by law enforcement. This information can guide HR's response, ensuring compliance with legal requirements.
Impact on Employment:
Role and Reputation:Â Evaluate whether the employee's actions hinder their job performance, breach company policies, or damage the organization's reputation. The impact on the company's image should be a factor in the decision-making process.
Fairness and Consistency:
Enforce Standards:Â HR's responsibility is to uphold company standards fairly and consistently. Regardless of public opinion, HR must apply impartiality and follow established procedures, much like any other disciplinary case.
Balancing Beliefs and Values:
Respecting Beliefs:Â Recognise employees' right to hold personal beliefs while aligning with company values. HR should strike a balance between respecting diverse opinions and enforcing workplace policies.
In times of violent unrest, HR's role extends beyond routine administrative functions. It becomes a pillar of support for employees, prioritising their safety and well-being while maintaining operational stability. By following these guidelines, HR can navigate challenging situations effectively, ensuring a safe and supportive environment for all employees.
For more insights and support on navigating workplace changes, stay connected with Lilac HR. Together, we can turn challenges into opportunities.
Email: info@lilachr.co.uk
Web: www.lilachr.co.uk
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