What does ‘getting back to work’ mean?

Man at a desk

Yesterday (Thursday 14 May), our Advice Service published a new ‘one stop’ support webpage to support employers as they consider how to get their staff back to their original workplace or working environment.

As a business facing Service, our Advice Service has been at the forefront of hearing about the trends and key concerns of businesses at each stage of COVID-19. As many of our members operate globally, we were receiving queries about coronavirus back in December 2020 even before it was officially named as “COVID-19” in February this year. We saw many of our members choosing to move as many of their staff as possible to home-working long before lockdown was considered by the UK Government, and we have more recently seen businesses keen to get their organisation operating as usual, even prior to the Government’s announcements on returning to work during the last week.

Throughout each of our conversations with members, one thing is clear: no business is the same in how a return to usual working practices will need to be managed. There were regular themes emerging from the concerns and questions we are being asked, even if the micro detail was different.

We have therefore created the guidance on this webpage as ‘questions for consideration’ which prompts an organisation to consider how something will affect their specific employee, team, department, workforce. The questions will guide employers through thinking about how to prepare the working environment for employees to return to it, and the wider issues to consider: facilities, such as air conditioning and fans; social and psychological factors, such as messaging and managing employees’ anxiety about health risk; what to think about when assessing if all staff should return at the same time; and identifying who might particularly benefit from remaining a homeworker for longer. We have also addressed the most common questions we receive about a potential second wave of COVID-19 and we importantly consider how employers must consider employees who have had ongoing NHS treatment and medical procedures cancelled.

As guidance from the Government and other key bodies (such as the EHRC and CIPD) become available, it will be held in the section titled “Further information and latest guidance”. This comes from businesses telling us there is so much information in different places that it is hard to keep up with. Our Advice Service’s aim is to make our members’ jobs easier, so we hope putting everything here in one place will do just that.

Lockdown particularly has been, literally, life-changing for very many businesses and their staff. Some employees are enjoying it, and others loathe it and are itching to return to being among their colleagues and returning to their favourite working-day coffee shop. For businesses, lockdown working has provided an opportunity to overhaul their approach to flexible and remote working and, for others, lockdown working brings an economically frustrating and stressful disruption. Whatever the circumstances, we are seeing that COVID-19 has increased anxiety among staff, particularly related to returning to work and the risk to their and their loved ones’ health which, in turn, has meant employers are dealing with an unprecedented nature of (understandable) fear and anxiety among an incredibly high percentage of their workforce.

Whatever the circumstances your businesses is facing, we hope this page will help you. Members, do call us and tell us what you are dealing with; many other of our Members are calling us to do the same and we look forward to supporting you through whatever your organisation needs to do next.

And if you’d like to learn how to become a Member or Partner of Business Disability Forum, please find out more here

A taboo too far? Supporting colleagues expressing suicidal feelings in the workplace

By Christopher Watkins


The words ‘stigma’ and ‘taboo’ are fast becoming something of a cliché in the world of mental health and employment, yet few could argue that there are some issues that managers and HR professionals feel uncomfortable dealing with. It is hard to think of a more difficult situation than a colleague expressing suicidal feelings in the workplace.

Last month saw the Office for National Statistics release data on the number of deaths recorded as suicide in 2013[1], showing suicide rates continuing to track upward since the recession in 2007. The groups at most risk (and seeing the greatest increase) are men between the age of 30 and 59; the group most likely to be in full-time employment. Suicide remains the most common cause of death for men under 35.

These figures are only the tip of the iceberg. It is estimated that only 1 in 10 attempts are fatal, and the majority of people experiencing suicidal feelings do not go on to attempt to take their own life. Collecting accurate statistics on this is next to impossible, but it is realistic to assume that in an organisation of 500 employees at least one will be experiencing suicidal feelings at any one time.

Colleagues having serious discussion

With recent ‘stigma busting’ campaigns working to encourage employees to be open about their mental health, it is reasonable to expect the number of employees expressing suicidal feelings to their manager or HR to increase. Our Business Disability Forum Advice Service has noticed this increase. While no manager or HR professional wants to find themselves having this conversation, the increasing openness of employees about these feelings presents an opportunity for intervention, support and ultimately prevention.

If you work in HR, this is an issue you are likely to come across at some point in your career – and it pays to be prepared. Navigating the initial conversation may be an intimidating experience. You are likely to feel out of your depth, but try to understand that the other person is probably feeling exactly the same way, particularly if this is something they are not used to speaking about. Don’t panic, judge or make assumptions; take the person seriously and accept that while you may not be able to help in the immediate term, you are very unlikely to make things worse.

Establishing boundaries and responsibilities at this early stage is absolutely essential. This is not something you can keep to yourself and it is not your place to become the person’s counsellor. When an employee tells you personal information about their mental health and has asked you to respect their confidentiality, it is safest to do so; but, you should still speak to HR (or BDF’s Advice Service) about the situation without identifying the individual. It may be appropriate to breach the employee’s confidentiality if they are at risk or their health is affecting their employment, and whoever you speak to should be able to advise you on this.

If they are not already receiving support from elsewhere, refer the employee to appropriate help. Depending on the circumstances, this could be to their GP, local mental health services, your EAP or Samaritans. If you feel that someone is at immediate risk of harming themselves, you should always contact the emergency services by dialling 999.

Finally, remember that suicidal feelings are rarely a ‘one-off’; this is an on-going situation that you may be supporting the colleague through for some time. These feelings may also be indicative of mental ill-health, so after the initial meeting and any urgent action required, you should sit down with the employee to explore the ways in which you are able to offer support. They may also need reasonable adjustments to their role, such as flexible working, more regular 1:1 meetings with their line manager, or a Tailored Adjustment Agreement

Christopher leads our Mental health: Handling serious situations masterclass, which equips HR and diversity professionals with the skills and knowledge they need to handle unusual and complex situations, including colleagues who are exhibiting suicidal feelings or unusual behaviour.

BDF members can also contact Christopher for advice on cases they are dealing with on christopherw@businessdisabilityforum.org.uk or 020-7089-2482


[1] http://ons.gov.uk/ons/rel/subnational-health4/suicides-in-the-united-kingdom/2013-registrations/suicides-in-the-united-kingdom–2013-registrations.html

[2] https://www.disabilitystandard.com/resource-category/resource/tailored-adjustment-agreement/