Navigating COVID-19 Containment Together
These are challenging times for businesses across the globe. The good news is companies are getting creative by taking an agile approach to meeting their strategic goals while caring for the people who help them get work done.
We’ve built an evolving repository of FAQs and insights – ranging from industry trends, mobility planning, and supply chain strategies, to business continuity as it relates to recruitment and talent market opportunities – all designed to help your company overcome this worldwide emergency.
If you’re a current customer who needs further guidance or a company seeking support, please reach out. We’re in this together, and we’re here to help you, your business, and your people thrive.
Page last updated on December 18 at 5:01 p.m. EDT
As companies prepare their people and their facilities for the eventual return to the workplace, there’s much we can learn from essential businesses already tackling these issues, as well as parts of the world that have progressed further through the pandemic. There may not be a magical playbook for instituting a return to the workplace strategy, but this article series shares best practices ranging from getting physical spaces ready to maintain social distancing and sanitation practices, to preparing people and policies about temperature checks, working parents, any continuance of remote working, traveling, and everything in between.
Get some guidance on what level of protective equipment employers may need to provide to workers as part of their return to the workplace strategies.
Before welcoming workers back to your facility, consider how changes in how you clean and disinfect the space can limit the spread of COVID-19 and alleviate workers’ anxieties about returning.
Consider how changes to your company’s physical space could enable social distancing, reduce health risks, and promote safe workplaces.
This report provides an update on labor market conditions in the US and Canada to help companies make data-informed workforce decisions using the most recent data and analysis available. What are we seeing? In the US, job growth slowed substantially from August to September but remained somewhat constant from September to October. In Canada, we also see slowed growth, but with significant recovery of COVID-19 job losses in the last six months. Read the report for industry-specific analysis and projections for the winter months.
Job vacancies continue to recover, having increased significantly since June. However, there is still a way to go before numbers return to those seen back in February of this year. We also expect that the sourcing of professional and IT talent will become more competitive in this last quarter of 2020. Read our updated report for the insights your business needs for informed workforce decision-making.
While a lot of research about pandemic’s labor market impacts focuses on the US, Canada, and the UK, this briefing highlights some notable trends elsewhere in the world, where data is either lagging or lacking. But by using AGS’ client data, we can see more real-time impacts across Denmark, France, Germany, Hong Kong, India, Ireland, Netherlands, Poland, Sweden, and Switzerland.
While Australia’s jobs market is certainly feeling the impact of the COVID-19 pandemic, companies are finding ways to adapt to the changes. Additionally, the government announced a number of measures to support businesses, employees, and job seekers. Get our report to understand local market reactions to the pandemic segmented by industries and regions, plus what our analysts think the data reveals for the future of work.
While Singapore was a country with early control of the pandemic, confirmed cases are rising, which is impacting business continuity. Read our latest in a series of labor market reports to understand pre-pandemic conditions juxtaposed against the current job market, what the government is doing to help employers and workers, and what businesses should be thinking about as they consider adjustments to their workforce strategy.
To date, Congress has enacted three pieces of relief legislation to address the COVID-19 pandemic, driving four main areas of opportunity for the staffing industry.
A recent survey finds all suppliers are highly motivated to keep workers engaged, and many are willing to provide them with laptops as a part of that effort
Navigate through the key scenarios and decisions your organization will face to ensure business continuity of your contingent workforce, with guides for North America, EMEA, and APAC
Employers of furloughed contract workers can now seek up to 80% of monthly wage costs and other fees through the UK’s Coronavirus Job Retention Scheme to pay such workers. Learn about which workers are eligible, considerations for clients, any contract changes that may be required, and how self-employed workers may also benefit.
Companies and contract workers face delays that could slow the contract worker’s start date during the onboarding process. Read the latest guidance, accompanied by online resources.
As more people are working remotely, it brings up several questions about how best to support this adjusted way of working and align with local government guidance.
As a result of the pandemic, employers face changing conditions that obligate them to handle H1-B employees certain ways when furloughs, layoffs, or hour reductions occur, while simultaneously contending with processing delays in documentation and onboarding that could slow a lawfully employed noncitizen’s start date, as well as actions that temporarily halt certain immigrant visa applications all together.
As companies work to manage workforce and workplace safety, temperature checks of workers and facilities visitors, now permissible by the EEOC, can help. But this raises questions around who can do it and how. We have answers.
Since COVID-19 was declared a national emergency, employers can now take advantage of an Internal Revenue Code that allows them to make tax-free payments or reimbursements to help workers cope with the pandemic.
Many companies are re-evaluating their financial positions and their current and short-term needs for contingent labor. These FAQs address some of their options to move forward.
Learn which employers can review documents for Employment Eligibility Verification (Form I-9) remotely and check back for insight on drug testing screening.
An additional 9 Nightingale courtrooms will be added to tackle the impacts of coronavirus on the justice system, with £110m is being invested, including the recruitment of 1,600 additional staff (December 14, 2020).
Two government labs in Scotland and Lemington Spa are set to open in 2021, with the view to create 4,000 jobs, increase the UK’s daily testing capacity by 600,000 per day, and reduce the turnaround times for test results (November 16, 2020).
With the Food and Drug Administration’s approval of two vaccines, distribution efforts are underway, which means the hiring of 25,000 jobs at Walgreens for nurses, pharmacists, and healthcare workers to administer the vaccine, as well as CVS’ hiring of 10,000 roles (December 18, 2020).
As Ericsson begins plans to upgrade its network to 5G, 20,000 network sites will be upgraded, bringing forth the need to hire building engineers, project managers, and field operations personnel (December, 15, 2020).
Following the disruption of a second national lockdown and uncertainty of Brexit, the annual percentage reduction in job hiring for November suggests the professional recruitment sector is fairing considerably well, with professional vacancies at 38% for perm and 22% for contracting (December 14, 2020).
With hefty sponsorship fees to bring in EU citizens, UK employers have accelerated recruitment plans to hire by December 31 (December 11, 2020).
UK employers relied on temporary staff to plug hiring gaps during last month’s lockdown, with fewer permanent staff being hired according to a monthly survey (December 9, 2020).
Online learning platform Udemy has revealed expansion plans, which will create 100 jobs in Dublin (November 24, 2020).
If you have an urgent issue that needs a response, contact your program leader or reach us at one of the addresses below. When emailing, please be sure to include the client name, where applicable.
If your business is struggling to navigate how the COVID-19 pandemic is impacting contingent and permanent staffing, please reach out. We are committed to sharing what we know and guiding you as you evaluate your options.