considerations for employers on the long-term effect of homeworking

The now long-term nature of homeworking means continued isolation from colleagues and valuable work-related social activities, support structures and connections. Work-life balance and blurred boundaries between work and home may also become more problematic as homeworking continues.

Fears around job security are also likely to be prevalent for many employees, especially in those sectors that have been most affected financially. Many of the suggestions to support employee mental health set out above also apply to supporting long term homeworkers. Organisations may also wish to consider some of the following:
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• Offer specific work-life balance support in the form of 121 coaching, guidance or training.
• Continue providing employees with ways to connect with colleagues whilst working from home.
• Promoting online communities, virtual social groups and using social media can all help to connect people.
• Encourage employees to create effective boundaries between work and home, take regular breaks and annual leave. Having a regular routine, such as start, and end times can also help.
• Ensure that manager training includes spotting weak signals of poor mental health and wellbeing that are less visible as a result of homeworking.
• Consider putting an Employee Assistance Program (EAP) benefit in place for employees that can support them with confidential counselling, debt management advice and other stressful life events that they might be struggling with. 
  
• Consider what additional support can be provided to employees who may be especially vulnerable such as working parents, young workers or those who have previously experienced poor mental health.

Organisations may also wish to undertake a listening exercise and survey their employees about their current state of mental health and wellbeing, and seeking feedback on the specific support they feel would benefit them in the months to come.