Post-COVID workplaces present the biggest challenge for compliance officers.
In a YouGov survey only 24% of the employees working from home in 2020 expressed a preference to work entirely, or mostly, at their office. The rest preferred to work from home for all or most, of the time. Another survey by the Institute of Directors suggests that 74% of companies plan to increase home working.
Employees working in the office some days but remotely on most days leaves compliance officers braced for a massive rise in misconduct. In the heavily regulated financial services industry, companies are trialling facial recognition tools to monitor employee absences from their computer screens.
Companies also need to evaluate all their policies and how they support their staff in this new workplace.
How do the Financial Conduct Authority (FCA) Guidelines impact your business?
What it means to be productive; how that is measured when people work remotely and the adjustments needed to performance reviews. How you’ll provide a safe and secure environment when people go back to the office. Ongoing risk assessment of the home workplace. What flexible working means in reality and how it can be made available to different groups (e.g. part remote options) the extra measures needed to support remote workers.
Creating a roadmap for recruits taken on during lockdown who may have missed out on traditional inductions and now have serious catching up to do. Reconfiguring the work arena to promote greater wellbeing, help people reconnect and rebuild rapport after the lengthy absence.
Key areas could be including reintegration of those continuing to work remotely and a delayed welcome for newcomers. Making adjustments for those affected by COVID-19 e.g. extra break-out areas, rest facilities for anyone with long-COVID, shorter working days etc.
How the treatment of those with Long Covid is conducted; is it a new disability? Introducing or updating of bereavement policies or practices for those still coping with loss.
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