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Coronavirus: what contingency plans are you putting in place?

Steve Bridger

We've had a discussion thread already touching on the Coronavirus (COVID-19), but things have moved on a bit and we'd like to ask members to use this space to share initiatives and plans around managing the coronavirus threat in your organisation.

Please refer to the CIPD factsheet for current guidance and also the latest information on the GOV.uk website.

The CIPD has been asked to speak on national news channels* about what businesses can be doing to manage issues affecting employees, such as flexible working, A+B teams coming into work, school closures, business travel etc.

*If you are happy to speak to the media, who are looking for real examples of businesses taking action, please let us know as we do sometimes get asked to recommend companies who could be featured. To reassure you, this is a closed thread and no-one can see it except CIPD staff and CIPD members. 

We’re well placed to help if you have any questions... and we’re interested to hear what actions you’re taking in your own organisations.

Please share below. Thanks.

UPDATE: 10th March 2020

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  • in reply to Elizabeth Divver
    Yes our clients are reviewing this and considering this for office based staff.

    One of our clients is considering asking their employees (Madrid and Barcelona offices employees) to stay at home, working in home office. What is the best way to move forward from an administrative point of view ? Thanks
  • in reply to Elizabeth Divver
    Yes - we are making staff aware that this offer is available if they live with someone who has existing health issues.
  • in reply to Elizabeth Divver
    I've asked anyone who has a condition themselves, or anyone in their family, where the risks attached to getting coronavirus is higher than normal, to come and talk to me. I have one, fairly front-line employee who this applies to, who is very nervous about getting ill because of the impact it would have on her young child.

    Hers is not a job that could be done remotely in any way, and she's not asked to not come to work - but we've put in place all the measures we can think of (with her) that would reduce the risk for her personally. I think this must be done on a case by case basis - but certainly if she had the kind of job that could be done from home, I'd have put that in place first.
  • in reply to Elizabeth Divver
    We have a couple of people who may be at higher risk because of health conditions. I have spoken to them individually to ask if they have been advised to take additional precautions. Both have been told to carry on as normal. I have said to them that if the medical advice changes or if they feel particularly concerned themselves (even without medical advice) then we will make alternative arrangements for them to work from home, or minimise contact with others etc.
  • in reply to Elizabeth Divver
    Hi Elizabeth, short answer: yes. Longer answer: we are encouraging people to make the decision they believe is appropriate for them and their circumstances, and to talk that through with their manager. We have a workforce that is set up to work flexibly anyway, and many will already work from home on an ad hoc basis.

    For us, culturally it's about being clear that our priority is employee health (physical and mental), wellbeing and engagement, and this approach is core to that. I'm currently wrestling with the challenge of preparing to keep employees motivated and engaged if we move to closing offices altogether and working from home!