--- title: A Return-To-Work Guide for HR Professionals description: Ensure your HR department is ready for a smooth transition for employees back to the workplace with this return-to-work-guide for HR professionals. image: https://blog.proliant.com/hubfs/-%203%20-%20Blog%20Images/A%20Return-To-Work%20Guide%20for%20HR%20Professionals.jpg --- [![Proliant - Print Logo - No Strokes](https://blog.proliant.com/hubfs/01%20-%20Website/Logos/Proliant%20-%20Print%20Logo%20-%20No%20Strokes.svg "Proliant - Print Logo - No Strokes")](https://www.proliant.com) [Request Meeting](https://www.proliant.com/request-meeting) ** ** **Payroll** **Talent** **Workforce Management** **Benefits** **Platform** **Integrations** **ProLiant Mobile** Your employees can stay connected. **Anytime, anywhere**. ![proliant-mobile-mockup-mega-menu](https://blog.proliant.com/hubfs/01%20-%20Website/4%20-%20Main%20Pages/Home/proliant-mobile-mockup-mega-menu.png "proliant-mobile-mockup-mega-menu") [![Proliant - Print Logo - No Strokes](https://blog.proliant.com/hubfs/01%20-%20Website/Logos/Proliant%20-%20Print%20Logo%20-%20No%20Strokes.svg "Proliant - Print Logo - No Strokes")](https://www.proliant.com) [Request Meeting](https://www.proliant.com/request-meeting) ** ** **Payroll** **Talent** **Workforce Management** **Benefits** **Platform** **Integrations** **ProLiant Mobile** Your employees can stay connected. **Anytime, anywhere**. ![proliant-mobile-mockup-mega-menu](https://blog.proliant.com/hubfs/01%20-%20Website/4%20-%20Main%20Pages/Home/proliant-mobile-mockup-mega-menu.png "proliant-mobile-mockup-mega-menu") Search **Menu** ** ** [Request Meeting](https://www.proliant.com/request-meeting) ![](https://blog.proliant.com/hubfs/-%203%20-%20Blog%20Images/A%20Return-To-Work%20Guide%20for%20HR%20Professionals.jpg) # A Return-To-Work Guide for HR Professionals [![ProLiant](https://blog.proliant.com/hubfs/Logos/Color%20Proliant/P%20logo%20Glassdoor.jpg)](https://blog.proliant.com/author/proliant) Written by [ProLiant](https://blog.proliant.com/author/proliant) May 5, 2022 9:42:58 AM A long-awaited return to the office is upon us. Well, not everyone. But a post-pandemic march back to the office is the reality for many employees.  In fact, a [recent study](https://www.zenefits.com/workest/64-of-unvaccinated-employees-dont-intend-on-getting-a-shot-plus-other-return-to-work-insights-from-smbs/) consisting of 1,000 small business owners and employees found that 67% are preparing a return to their office. As employees return to work, HR departments must ensure a smooth transition. Between having the offices prepared and dealing with the mental well-being of those employees returning, HR departments have their work cut out.  So how can HR ensure a smooth transition?  Here are some strategies to support employees as they transition back into the office.  ## **Devise a Plan and Share It** There’s nothing more intimidating than the unknown, and expecting employees to return to the office with little or no idea of what to expect can create anxiety. [Be sure to share](https://blog.proliant.com/6-onboarding-tips-to-grow-loyalty-and-increase-employee-retention) your return-to-work plan with all employees.  Whether through a Zoom meeting or an in-person meeting prior to return, sharing the plan with employees will settle nerves for those who are uncomfortable returning.  ## **Run Through Orientation, Again** Orientation for new employees is vital for [employee retention](https://blog.proliant.com/6-onboarding-tips-to-grow-loyalty-and-increase-employee-retention). But HR departments are rarely faced with having to re-orientate employees. But let’s face it, the workplace employees left prior to the pandemic is not what they will be returning to anymore.  From COVID protocols to wearing masks, the workplace will be drastically different. So it’s essential HR departments relay these changes to their employees. [Re-orientation](https://blog.proliant.com/back-to-the-office-a-second-onboarding-opportunity) will allow your HR department to remind employees to show respect and empathy for fellow employees who may have differing opinions on what to expect when they return and what the company expects.  ## **Offer a Hybrid Solution ** Returning to work will not be as simple as flipping on a light. Many employees have settled into their work-from-home environment and have done so for several years.  Also, bringing back every single employee all at once not only makes the return more challenging, but it also puts your employees at risk of spreading the virus.  A hybrid option is a great strategy for easing employees back into the workplace. [Research shows](https://www.zippia.com/advice/hybrid-work-statistics/) that 74% of companies are already using or planning to implement a permanent hybrid work model. Even more, 44% of employees prefer a hybrid work model while 55% of employees wish to work remotely at least 3 days a week.  ## **Have a Re-Exit Strategy** Many employees will be afraid to return to work. From contracting the virus to leaving their life of solitude, this fear is understandable. And although putting safety measures into place is a large piece of the puzzle for a safe return, many companies are failing to look at the entire plan as a whole.  A critical component to returning to work is an effective exit strategy. One thing we’ve learned from the pandemic is that nothing is predictable. We’d all like to believe that a spike in COVID cases is well behind us. However, that’s not certain and many employees will be fearful. Having an exit strategy in place not only prepares your HR department for when/if something changes, but will also provide a sense of security for those employees who are fearful of working in an office if another spike occurs.  ## **Are You Ready? ** There’s no way around it: expecting employees to return to work will rattle some cages. However, there are strategies to alleviate stress and fear and better prepare those employees who are reluctant to return to work.  It’s difficult for HR professionals to anticipate what to expect because we are in uncharted territories. But by following the strategies listed above, you will have an effective return and exit strategy, if necessary, and will provide your employees a sense of ease upon return. ### About ProLiant *ProLiant puts the human in human resources. We provide a fully integrated, cloud-based HCM solution that simplifies payroll and HR processes. The company serves small to large clients in multiple industries in all 50 states and is committed to providing the highest quality customer service in the industry.* ### Subscribe to Blog - [Recent](https://blog.proliant.com/return-to-work-guide-for-hr-professionals#recent) - [Topics](https://blog.proliant.com/return-to-work-guide-for-hr-professionals#topics) - [Archive](https://blog.proliant.com/return-to-work-guide-for-hr-professionals#archive) - [Applicant Tracking & Recruitment (15)](https://blog.proliant.com/topic/applicant-tracking-recruitment) - [Automation & Workflows (5)](https://blog.proliant.com/topic/automation-workflows) - [Benefits Administration (14)](https://blog.proliant.com/topic/benefits-administration) - [Compliance (1)](https://blog.proliant.com/topic/compliance) - [Earned Wage Access (12)](https://blog.proliant.com/topic/earned-wage-access) - [Employee Onboarding (9)](https://blog.proliant.com/topic/employee-onboarding) - [HR (32)](https://blog.proliant.com/topic/hr) - [Industry News (11)](https://blog.proliant.com/topic/industry-news) - [Integrations (5)](https://blog.proliant.com/topic/integrations) - [Learning Management System (4)](https://blog.proliant.com/topic/learning-management-system) - [Payroll (30)](https://blog.proliant.com/topic/payroll) - [Performance Management (11)](https://blog.proliant.com/topic/performance-management) - [Recruitment & Retention (12)](https://blog.proliant.com/topic/recruitment-retention) - [Security (1)](https://blog.proliant.com/topic/security) - [Tax Services (8)](https://blog.proliant.com/topic/tax-services) - [Time & Labor Management (1)](https://blog.proliant.com/topic/time-labor-management) - [Toast (1)](https://blog.proliant.com/topic/toast) [More...](https://blog.proliant.com/return-to-work-guide-for-hr-professionals#) - [June 2026 (1)](https://blog.proliant.com/archive/2026/06) - [April 2026 (1)](https://blog.proliant.com/archive/2026/04) - [February 2026 (1)](https://blog.proliant.com/archive/2026/02) - [December 2025 (1)](https://blog.proliant.com/archive/2025/12) - [October 2025 (1)](https://blog.proliant.com/archive/2025/10) - [July 2025 (2)](https://blog.proliant.com/archive/2025/07) - [June 2025 (1)](https://blog.proliant.com/archive/2025/06) - [May 2025 (1)](https://blog.proliant.com/archive/2025/05) - [April 2025 (1)](https://blog.proliant.com/archive/2025/04) - [March 2025 (1)](https://blog.proliant.com/archive/2025/03) - [February 2025 (1)](https://blog.proliant.com/archive/2025/02) - [January 2025 (1)](https://blog.proliant.com/archive/2025/01) - [November 2024 (1)](https://blog.proliant.com/archive/2024/11) - [October 2024 (4)](https://blog.proliant.com/archive/2024/10) - [September 2024 (2)](https://blog.proliant.com/archive/2024/09) - [August 2024 (4)](https://blog.proliant.com/archive/2024/08) - [June 2024 (1)](https://blog.proliant.com/archive/2024/06) - [May 2024 (2)](https://blog.proliant.com/archive/2024/05) - [April 2024 (3)](https://blog.proliant.com/archive/2024/04) - [March 2024 (1)](https://blog.proliant.com/archive/2024/03) - [February 2024 (1)](https://blog.proliant.com/archive/2024/02) - [January 2024 (1)](https://blog.proliant.com/archive/2024/01) - [December 2023 (1)](https://blog.proliant.com/archive/2023/12) - [November 2023 (2)](https://blog.proliant.com/archive/2023/11) - [October 2023 (8)](https://blog.proliant.com/archive/2023/10) - [September 2023 (5)](https://blog.proliant.com/archive/2023/09) - [August 2023 (1)](https://blog.proliant.com/archive/2023/08) - [July 2023 (3)](https://blog.proliant.com/archive/2023/07) - [June 2023 (6)](https://blog.proliant.com/archive/2023/06) - [May 2023 (4)](https://blog.proliant.com/archive/2023/05) - [April 2023 (2)](https://blog.proliant.com/archive/2023/04) - [March 2023 (2)](https://blog.proliant.com/archive/2023/03) - [February 2023 (3)](https://blog.proliant.com/archive/2023/02) - [January 2023 (1)](https://blog.proliant.com/archive/2023/01) - [December 2022 (3)](https://blog.proliant.com/archive/2022/12) - [November 2022 (2)](https://blog.proliant.com/archive/2022/11) - [October 2022 (1)](https://blog.proliant.com/archive/2022/10) - [September 2022 (1)](https://blog.proliant.com/archive/2022/09) - [August 2022 (5)](https://blog.proliant.com/archive/2022/08) - [July 2022 (2)](https://blog.proliant.com/archive/2022/07) - [June 2022 (2)](https://blog.proliant.com/archive/2022/06) - [May 2022 (6)](https://blog.proliant.com/archive/2022/05) - [April 2022 (5)](https://blog.proliant.com/archive/2022/04) - [March 2022 (4)](https://blog.proliant.com/archive/2022/03) - [February 2022 (3)](https://blog.proliant.com/archive/2022/02) - [January 2022 (3)](https://blog.proliant.com/archive/2022/01) - [December 2021 (3)](https://blog.proliant.com/archive/2021/12) - [November 2021 (2)](https://blog.proliant.com/archive/2021/11) - [October 2021 (2)](https://blog.proliant.com/archive/2021/10) - [September 2021 (1)](https://blog.proliant.com/archive/2021/09) - [August 2021 (1)](https://blog.proliant.com/archive/2021/08) - [July 2021 (3)](https://blog.proliant.com/archive/2021/07) - [October 2020 (1)](https://blog.proliant.com/archive/2020/10) - [September 2020 (1)](https://blog.proliant.com/archive/2020/09) - [August 2020 (1)](https://blog.proliant.com/archive/2020/08) - [June 2020 (2)](https://blog.proliant.com/archive/2020/06) - [January 2020 (3)](https://blog.proliant.com/archive/2020/01) - [December 2019 (4)](https://blog.proliant.com/archive/2019/12) - [November 2019 (3)](https://blog.proliant.com/archive/2019/11) - [October 2019 (1)](https://blog.proliant.com/archive/2019/10) - [September 2019 (1)](https://blog.proliant.com/archive/2019/09) - [July 2019 (2)](https://blog.proliant.com/archive/2019/07) - [June 2019 (4)](https://blog.proliant.com/archive/2019/06) - [May 2019 (11)](https://blog.proliant.com/archive/2019/05) - [April 2019 (3)](https://blog.proliant.com/archive/2019/04) - [January 2019 (1)](https://blog.proliant.com/archive/2019/01) - [December 2018 (1)](https://blog.proliant.com/archive/2018/12) - [November 2018 (1)](https://blog.proliant.com/archive/2018/11) - [August 2018 (1)](https://blog.proliant.com/archive/2018/08) - [February 2018 (2)](https://blog.proliant.com/archive/2018/02) - [January 2018 (3)](https://blog.proliant.com/archive/2018/01) - [November 2017 (1)](https://blog.proliant.com/archive/2017/11) - [October 2017 (2)](https://blog.proliant.com/archive/2017/10) - [August 2017 (2)](https://blog.proliant.com/archive/2017/08) - [May 2017 (1)](https://blog.proliant.com/archive/2017/05) - [March 2017 (1)](https://blog.proliant.com/archive/2017/03) - [January 2017 (1)](https://blog.proliant.com/archive/2017/01) - [August 2016 (2)](https://blog.proliant.com/archive/2016/08) - [April 2016 (1)](https://blog.proliant.com/archive/2016/04) - [March 2016 (1)](https://blog.proliant.com/archive/2016/03) - [February 2016 (1)](https://blog.proliant.com/archive/2016/02) - [October 2015 (2)](https://blog.proliant.com/archive/2015/10) - [July 2015 (1)](https://blog.proliant.com/archive/2015/07) [More...](https://blog.proliant.com/return-to-work-guide-for-hr-professionals#) Previous Story [← Level Up Your Recruitment Efforts With Gamification](https://blog.proliant.com/level-up-your-recruitment-efforts-with-gamification) [** ](https://blog.proliant.com/) Next Story [Earned Wage Access: Boost Your Recruitment Efforts with the Future of Payroll →](https://blog.proliant.com/on-demand-pay-boost-recruitment-efforts) ** ### Subscribe by Email ## No Comments Yet Let us know what you think [![proliant-white-logo-no-strokes](https://blog.proliant.com/hs-fs/hubfs/0%20-%20Proliant%20Branding/ProLiant%20Logos/proliant-white-logo-no-strokes.png?width=205&height=40&name=proliant-white-logo-no-strokes.png "proliant-white-logo-no-strokes")](https://www.proliant.com/) **Headquarters** 1100 Abernathy Road, Suite 850 Atlanta, GA 30328 877.896.9523 [Need Help?](https://www.proliant.com/contact-us) [Login](https://www.readypayonline.com/Proliant/Login/Login.aspx?) Copyright © 2022 Proliant, Inc. All Rights Reserved. #### Solutions [Applicant Tracking & Recruitment](https://www.proliant.com/applicant-tracking-recruitment) [Time & Labor Management](https://www.proliant.com/time-labor-management) [HR & Benefits Administration](https://www.proliant.com/hr-benefits-administration) [Employee Onboarding](https://www.proliant.com/onboarding) [Online Payroll Services](https://www.proliant.com/payroll-services) [Payroll Tax Services](https://www.proliant.com/payroll-tax-services) [Performance Management](https://www.proliant.com/performance-management) [ReadyPay Today](https://www.proliant.com/readypaytoday) [Learning Management System](https://www.proliant.com/learning-management-system) #### Who We Serve [Your Industry](https://www.proliant.com/your-industry) [Integrations](https://www.proliant.com/integrations) [Partners](https://www.proliant.com/partners) #### Why Proliant [About Us](https://www.proliant.com/about-us) [News](https://blog.proliant.com/inthenews) [Careers](https://www.proliant.com/careers) [Automation](https://www.proliant.com/payroll-automation) [Workflows](https://www.proliant.com/hr-workflows) [Services](https://www.proliant.com/services) #### Legal [Legal](https://www.proliant.com/legal-notices) [Terms](https://www.proliant.com/terms-of-use) [Privacy](https://www.proliant.com/privacy-policy) [Form 1095-C Notice](https://www.proliant.com/employee-1095c-notice)