If you are anything like our office, then you may have decided during the past 18 months that the virtual model works so well that you are making a permanent transition!
For employers, there are lots of things to consider if you decide to stay fully remote. Remember that so many of your workplace policies would have been designed for an office environment, so everything from your office security policies to your technology usage policies will likely need updating. Other mandated policies, such as violence and harassment policies, will also need revisiting through a unique lens. While employers are responsible for maintaining a safe workplace, that can look quite different when the employees are all working from home.
Employers will also need to take a practical view of the situation, and revisit the control that they once had over a traditional workplace setting. Throughout the past 18-months most employers have learned that remote work is feasible, but can often require some spontaneous flexibility and understanding. An employee’s dog might bark in the background of a video call, or their doorbell might ring unexpectedly. Employers can still set expectations for productivity, and employees will be expected to meet those reasonable expectations, but a bit of grace on both sides can go a long way.