Tips for coordinating a return to work plan.
Imagine you’re the HR Manager of a mid-sized marketing firm based in Sydney. During the pandemic, your company shifted to fully remote work, and one of your top employees, Sarah, a senior graphic designer, thrived in this setup. Recently, your company decided to bring everyone back to the work for at least three days a week to foster collaboration and enhance team dynamics.
The Challenge: Employee Refuses to Return to the Work
When you informed the team of this change, Sarah expressed her reluctance to return. She mentioned that she had moved to the Central Coast to be closer to family and now faces a lengthy commute. She also cited her high productivity levels while working remotely and her preference for maintaining this arrangement for work-life balance.
Submitting a Flexible Work Request
Sarah submits a formal request to continue working remotely, citing her caregiving responsibilities for her elderly parents and her well-established remote work routine. She references her rights under the Fair Work Act 2009, which allows employees to request flexible working arrangements. Sarah argues that her remote work has not negatively impacted her performance or the team’s output.
Evaluating the Request: What Employers Should Consider
As the HR Manager, you now need to carefully consider Sarah’s request. You review her employment contract, which specifies Sydney as her primary place of work, and acknowledge that her role benefits from in-person collaboration with the team. However, you also recognise that Sarah’s request is supported by valid personal reasons and her strong work performance.
Exploring Compromises: Hybrid Work Model as a Solution
You decide to engage Sarah in a discussion to better understand her situation. You explore potential compromises, such as a hybrid work model where she commutes to work one day a week and works remotely the other days. You also consider the business’s operational needs and consult with the leadership team to assess if a remote or hybrid arrangement could work without disrupting the team’s dynamics.
Providing a Formal Response: Balancing Business Needs and Employee Rights
Ultimately, you provide a formal response to Sarah’s request, acknowledging her concerns and proposing the hybrid solution. You outline that while the company values her contributions, the business requires some level of in-person interaction to maintain team cohesion and productivity.
Conclusion: Overcoming Return to Work Refusal from Employees
This scenario highlights the balance employers must strike when faced with an employee’s refusal to return to work. Employers must carefully consider flexibility requests, communicate clearly, and seek solutions that meet both the business’s needs and the employee’s circumstances. By approaching the situation with empathy and a willingness to negotiate, employers can navigate these challenges while maintaining legal compliance and a positive workplace culture.