What does the Omicron Covid variant mean for my business?

It was all going so well, wasn’t it? For the last four months we’ve been slowly acclimatising to a life that didn’t feel very much different to the one we now think of as being ‘normal’ prior to the arrival of the global pandemic.

We ditched the face coverings, waved goodbye to social distancing and, for the most part, got on with vaccinations and boosters in the hope that the worst was behind us.

But things have obviously changed this week with the arrival of the Omicron variant, and it feels a bit like we’re sliding back a little.

There is a body of opinion that the new variant is more transmissible than the Delta variant before it.

The government’s response – mandatory mask wearing in shops and on public transport – has been undertaken in the absence of the data needed to properly assess the true risk of the strain of Covid that appears to have originated in southern Africa.

The measures that came into force on Tuesday November 30 represent a much lighter touch than the previous anti-Covid steps we’ve seen, but the promised government review of those measures will not take place until December 21st.

For many, that is perilously close to Christmas. If the Omicron variant is deemed to be a significant threat then the ‘business as usual’ Christmas that we were all hoping for may yet be a casualty of the ongoing war on a virus that seems disinclined to quit anytime soon.

However, what does this mean for businesses that are, in many cases, just beginning to see a return to a full complement of staff in the workplace?

Here are my headlines on the things leadership teams should be considering as we embark on a three-week journey into more uncharted water.

What is your Plan B?

The government’s Plan B is, as far as anyone can tell, fundamentally something that falls between another full lockdown and what some are calling Lockdown Light. Either way, if it happens then it seems certain to include an instruction to work from home where possible.

As in the previous iterations of lockdown, some businesses simply can’t trade on a remote basis, but the vast majority of UK enterprise can – in part, if not in whole.

It seems safe to assume that in still-uncertain times, most businesses will have retained the structures and processes that allow for extended remote working should that become necessary.

Additionally, and with the holiday season seeing the majority of organisations working at below capacity level, any work from home guidance will probably have less impact on British business in December than the full lockdowns we’ve lived through so far.

But there’s a chance that any further restrictions that may prove necessary could linger into January and possibly February, so understanding how you’ll manage that will be crucial.

Staff will react differently

In the absence of any ‘work at home if you can instruction’, and given the majority of people have been double-jabbed and a significant number have also had the booster, many people will probably be happy to continue to come into work.

However, there will be those who are understandably nervous about the emergence of the Omicron variant and may be reluctant to travel on public transport or work in workplaces they deem to be crowded.

You will need to take a view on what your policy should be when dealing with staff who voice a preference to work at home regardless of the government’s approach.

Most employers would want to be seen to be sympathetic to any legitimate fear expressed by a member of staff, but it’s also important to remember that the ongoing viability of the business also needs to be considered.

If you are unwilling to allow some people to work from home, either because your business relies on them being present at work or because you believe they are ‘gaming’ the situation, then it may be wise to ensure you can offer a Covid-safe environment for them to work in.

This may mean you having to create socially distanced workspaces and increasing the level of cleaning of communal spaces. You may also want to consider how communal spaces are managed, and review any provision you make of shared facilities such as crockery, cutlery and appliances.

The Christmas party

As things stand, these can still lawfully go ahead. Whether it’s appropriate for them to is another question, and one you’ll need to consider carefully.

My advice would be to engage your teams in any discussion here – pulling the social rug from under their feet and ‘cancelling Christmas’ may not be a move that’s well-received. But equally, you may find your staff are also having second thoughts about the traditional festive do, given the potential risk to their own family celebrations later in the month.

Again, compromise may be your friend here. If you do feel that a staff Christmas party would be inappropriate in the circumstances, perhaps think about moving it to early in the New Year when the potential infection risk is better known and can be managed sensibly.

The key here, for every decision you make about how your business tackles the Omicron variant is to keep communicating clearly and effectively with your teams.

They will probably recognise the fact you’re trying to get ahead of the curve, and will certainly appreciate being involved in any dialogue you need to have in order to reach a decision.

If you’d like to know how Constantia Consulting can help you to manage staff communications effectively, or would like advice on how to put a contingency plan in place to protect your business, please get in touch for a confidential no-obligation chat.