Employers must actively enable employees to work from home.
Working from home must be the default mode of working (including companies resuming operations in Phases 1 and 2). Employees who have been working from home so far must continue to do so, and go to the office only where there is no alternative.
For employees who are still unable to work from home, employers should review work processes, provide the necessary IT equipment to employees and adopt solutions that enable remote working and online collaboration. Employers are encouraged to leverage technology to ensure business continuity and safe management.
Employers must ensure the following precautions are in place prior to resuming operations:
- Stagger work and break hours.
- Implement shift or split team arrangements.
For details on these measures, refer to the requirements for Safe Management Measures at the workplace
Companies should pay special attention to vulnerable employees (e.g. older employees, pregnant employees and employees who have underlying medical conditions).
Besides enabling them to work from home, employers can also temporarily redeploy vulnerable employees to another role within the company.
Companies should continue to conduct virtual meetings as much as possible.
Physical meetings between employees and with suppliers / contractors must be minimised, e.g. tele-conferencing.
Employers must cancel or defer all events or activities that involve close and prolonged contact amongst participants, e.g. conferences, seminars and exhibitions.
Employers must ensure that employees do not socialise or congregate in groups at the workplace, including during meals or breaks. Employees should have meals or breaks on their own.
All social gatherings (e.g. birthday celebrations, team bonding activities, etc) at the workplace must be cancelled or deferred.
Employers should not organise social gatherings outside the workplace and should also remind their employees not to socialise outside of the workplace, both during or outside working hours (e.g. going out together for lunch, dinner, breaks or drinks), including with colleagues from separate teams / shifts / worksites.
Employers could consider allowing employees on LOA/SHN to work from home.
During the LOA/SHN period, employers must ensure that employees stay away from the workplace. To minimise any short term work disruption that may arise due to employees being placed on LOA/SHN, employers could consider adopting flexible work arrangements to allow the employees to work from home.
If working from home is not possible, employers can consider these options.