To deal with the multiple trials and prospects uncovered by the pandemic, leadership will be as important as listening and learning at all levels.

It has been highlighted that for many people, juggling their various personal needs while meeting their work requirements has been tricky, with staying healthy proving to be the biggest challenge – followed by managing stress, maintaining productivity and managing workloads.

Prior to the pandemic, it was found that employees in the UK worked the equivalent of £35 billion in unpaid overtime - with this figure increasing during the pandemic.

Despite the benefits created by workers moving to a more remote working culture - where they are exercising and spending more time with family - they have also found negative effects.

Remote working has clouded the distinction between work and home, making it more difficult for workers to ‘switch off’ in their leisure time.

Isolation is also a problem for some - and claims can arise from employees who believe that they are being asked to work extra hours or feel their employer is not providing a duty of care - which includes taking steps to prevent any stress-related illnesses.

Work related stress - if it results in an employee being diagnosed with a psychiatric injury such as depression or post-traumatic stress disorder - could result in an employee having a claim for personal injury, as long-term exposure to stress can lead to a psychiatric disorder diagnosis.

It has therefore been suggested that mental health training for staff would help them recognise when they might be at risk of illness resulting from working long hours.

Constructive dismissal and potential discrimination claims may arise out of requiring employees to work longer hours - or even an assumption by the employer that the employee will work longer hours could put those with disabilities - and who are protected by discrimination law - at a disadvantage, leading to discrimination claims based on age; pregnancy; religion; disability or gender.

Older workers, pregnant women and those who are the primary carers are unlikely to be able to work longer hours and will suffer if long hours become a normal part of the job - just as there is a risk of religious discrimination if employees are asked to work on days which their religion considers holy.

To allay some of the risks, HR could consider:

• The needs of each employee and make needs-based specific arrangements.
• Encourage staff to come forward if they are feeling unwell.
• Investigate employee complaints or any signs of stress.
• Regular meetings to ensure all the above takes place.
• Encourage employees to take annual leave and breaks.

An active organisational culture that finds ways to reduce stress will play a vital part in making the conditions and atmosphere right for workers to thrive.