As more communities are easing restrictions and people are resuming regular activities, businesses are starting to think about returning to work. When COVID-19 hit, it was a sudden and unprecedented change – and most companies instantly went to crisis mode. Now, with another change on the horizon, the good news is that we have time to take a deep breath and consider what a return to work will look like.


Work Hours

Think about what ‘normal working hours’ meant before the crisis, and what that means now. Just because everyone used to work together from 9-5 doesn’t mean this is the best solution. If you are concerned about having too many people on site at the same time, think about having different shifts, or rotating work from home days throughout the week. If your employees are uncomfortable with public transportation during rush hour, consider flexible hours that would move the commute to a less-difficult time.  

Read our blog: Return to Work: Are New Policies Necessary?


Under RTW regulations, your employees may be required to wear personal protective equipment (PPE) such as face masks and gloves while working. However, even if it is not required, many people have grown accustomed to using PPE as they go about their lives, and may prefer to use them when they return to work. 

As an employer, providing sufficient PPE to accommodate employees that are required to use it, as well as those that want to use it, is a good way to show that you are considerate, and are prioritizing the health and safety of your employees.



Many offices had a fairly open policy regarding visitors, welcoming guests even if the business reason for it wasn’t totally clear. Post-COVID, it may make more sense to limit the number of visitors that will be allowed on site, allowing only those visits that are necessary while completing other meetings over phone or video call.

Read our blog: Return to Work: Consider Your Employees


Task Force

Return to work will not be a ‘set it and forget it’ solution. Over time, employer responses should be monitored, measured, and optimized. Consider assigning a task force to keep an eye on the RTW process, and set regular task force meetings to gather information, impressions, and make any changes to optimize the work environment for your employees.

For more in-depth information and tips to build a RTW policy, read “How to Create a Solid Return to Work Plan” over at Medium. Or contact Gray Scalable today, and leverage our expertise in HR consulting and embedded recruiting to improve results at your company.