Experts Provide 3 Ways Human Resources Can Navigate the Pingdemic

Businesses in the UK have been facing a shortage of staff as thousands of people are forced to self-isolate either because they tested positive for Covid-19 or have come into close contact with someone who tested positive. Anyone who needs to self-isolate will get pinged through the official NHS app, thus the term “pingdemic“. by value driven, travel and lifestyle recruitment experts Lightning Travel Recruitment.

As of July 2021, there are around 620,000 people that got pinged, and most of these are active workers. Due to this, many businesses have shut down, from supermarkets to restaurants and other industries.

While it is indeed a very challenging time to run a company, according to values driven, travel and lifestyle recruitment experts Lightning Travel Recruitment, there are some things that human resources across the country can do to mitigate disruptions while making sure that employees remain safe.


  1. Creating a COVID Absence Policy

Employers are obliged to pay statutory sick pay to employees that got pinged. Therefore, HR should communicate to the staff to inform them that these are extenuating circumstances and that a Covid Absence Policy will apply instead of the usual policy.

It’s always necessary for companies to have HR policies that cover all eventualities, such as the Covid-19 pandemic. That way, employees will know where they stand during these unusual circumstances. It will be to the company’s advantage to have a policy regarding self-isolation, which lays out the arrangements that will be in place if any of the employees get pinged. These arrangements should be attached to the company’s overall policy, along with the workplace safety measures.


  1. Communication

HR should initiate clear communication between the management and the staff regarding expectations during Covid-19. It’s also important that they regularly communicate with employees who have been pinged and are isolating.

Every company knows that clear communication during a crisis such as a pandemic is critical. When it comes to this, HR should communicate with transparency, urgency, and empathy to help employees adjust during these unpredictable situations. Transparency conveys respect for employees and builds trust in leaders, while a tone of urgency can help to encourage people to make quick decisions. Showing empathy and conveying a message of hope can help to foster resilience during these challenging times.


  1. Checking out the Public Health England Health Behaviours

HR plays an important role in the company’s efforts to operate responsibly during this COVID-19 crisis. Although organisations are responsible for guarding their employees against the virus, sometimes, fear and misinformation could land them in legal jeopardy. To avoid these issues, HR should be aware of the latest information about the virus by referring to websites like Public Health England Health Behaviours.

By being aware of the Covid-19 situation in the community, HR can provide employees with accurate information regarding the Covid-19 situation, which is necessary to maintain order within the organisation and protect the company against potential legal liability. Aside from Public Health England Health Behaviours, other online resources provide accurate information regarding the Covid-19 situation in England. HR should share this information with the employees to ensure that they rely on facts and not mere hearsay.