Real Employment Law Advice

to indicate lockdown

Employees who are reluctant to return to work & shielding employees

In this episode 169 of the podcast I am covering the tricky question of what you can do if an employee refuses to return to the workplace because of covid concerns. Also with the guidance about shielding changing what you need to consider when asking a formerly shielding employee to return to work.

In this episode of the podcast I cover:

  • How to avoid problems from arising when you are getting ready to bring employees back to work.
  • What you need to consider if an employee tells you they are worried about returning to work.
  • Reasons why an employee may be worried about returning to the workplace.
  • Why I would not advise you to force an employee to return.
  • Why I would not advise you to go through a disciplinary process or dismiss an employee who refuses to return.
  • What options are available to you for employees who will not return in the short-term and longer term.

You can download a free copy of our recommended checklist to use when bringing staff back from furlough here: DOWNLOAD

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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