When the COVID-19 pandemic hit, many businesses embraced remote work to keep operations running smoothly and avoid the risk of infection in the workplace. While this has proven successful for some businesses, others may have business models that aren’t a good fit for long-term remote work.

As the vaccine program continues, infection rates drop and lockdown restrictions ease, some companies are making decisions as to if, when, and how to return workers to the office.

Unfortunately, it’s not as simple as reopening your doors and expecting to carry on where 2019 left off. Having spent the past year working from home, many employees have recognized the benefits of a flexible schedule and working environment, and the time and money savings of no commute. As a result, they may be reluctant to return to the office.

Generally speaking, employers have the legal right to require employees to return to the workplace, but there are things you can do to smooth the transition for all involved. 

Give your employees advance notice

Employees may have equipment (computers, monitors, printers, office furniture) that will need to be disassembled, packed up, and returned to the office. They may need to make childcare or other family arrangements. 

This won’t be the same for everyone, but giving employees a month’s advance notice is reasonable.

Be open to making accommodations

Remote work can be a form of reasonable accommodation under the Americans with Disabilities Act, and if the work has been accomplished remotely for the past year or so, it is going to be difficult to prove it isn’t a reasonable accommodation going forward.

Take into consideration each employee’s needs when deciding who has to come back into the workplace. Some may have needs that, while not protected by law, are reasonable to accommodate. If an employee doesn't want to or is unable to return to the office - be it for fear of getting sick, family reasons, or the need to quarantine - create a plan to address this.

Ease employees back in

Bringing your employees back too quickly can be overwhelming. Consider a phased approach to returning to the office, letting employees work remotely one or two days a week for the first month, and gradually building up to the desired number of days in the office. This will make the process less traumatic for everyone.

Be flexible where possible; adopting a hybrid work approach may be a better option than bringing all employees back to the office full time.

Pay attention to your culture

What was your workplace like in 2019? What did you do for fun? What made it a great place to work? Whether it’s co-worker cook-offs or hosting a trivia hour, giving employees a break from work to relax and connect with each other will make for a much easier transition back to the workplace.

Working from home has given employees a high level of control over their comfort level, which they may lose when they return to the rigid office environment. With this in mind, think about how you might make the workplace more comfortable. Could you provide noise-canceling headphones? Ergonomic furniture? A dedicated, comfortable area to relax in?

Keep it virtual…maybe

If everybody is doing great working remotely, and that is how they want things to remain, (don’t assume – do a survey to see) consider letting it continue indefinitely. Perhaps some employees want to return to the office, but others would rather work remotely; consider letting them choose. This is always a decision you can revisit.

The world of work is changing; businesses that are open to experimentation and willing to adapt to remote and hybrid workforces are best positioned for success.