With the furlough scheme costing billions every month, the Government is keen to get Britain back to work as soon as possible.
But to do that safely while the cornavirus is still very much with us means things will have to change.
People are still encouraged to work from home where possible - while people shielding or isolating don't have to come in - but that still leaves millions of jobs where attendance is required.
So, as part of his 60-page roadmap to take Britain out of the crisis, Boris Johnson included a whole host of new rules and regulations covering our time at work.
"We are going to insist that businesses are going to look after their workers," Johnson told the House of Commons.
"We will be having spot inspections to make sure businesses are keeping employees safe."
Staff are also encouraged to report bosses that are breaking the rules.
This is how things will change in more detail:
Getting to work
- Drive alone, walk or cycle to work where possible
- Commuters using public transport should keep two metres apart wherever possible
- Wear a face covering on public transport
- Use contactless payment
- Avoid rush-hour
Changes in offices
- Work shifts staggered so fewer people are in the office at once
- Hand washing facilities at entry and exit points, or sanitiser if that's not possible
- Limits to the number of people in rooms and lifts
- Moving work stations further apart
- Screens to keep desks and people separate
- Remote working tools to replace in-person meetings
- No sharing of pens or anything else physical
- Meetings to be in well ventilated rooms
- Breaks staggered to lower pressure on rooms or places to eat
- Windows and doors opened frequently to help with ventilation
- Packaged meals to let staff canteens stay closed
- Encouraging people to bring their own food
Changes to restaurants - both take away and delivery
- Food and drink outlets should be takeaway only
- Teams placed into shifts to lower the number of people interacting
- Contactless payments where possible
- Arrival and departure times staggered to reduce crowding into and out of the workplace
- Staff to change into work uniforms on site
- Less job and location rotation - ie keep people on the same floors or sites
- Kitchen access for as few people as possible
- Minimise contact at ‘handover’ points with other staff, ie when presenting food to drivers
Changes in shops
- Markings to guide staff entering or leaving - open more doors to get people in and out
- Floor tape to show people how far away to be from one another
- Services dropped if they can't be done safely
- Shoppers be encouraged to come alone, with limits to people in store at one time
Changes to factories and warehouses
- Less job and equipment rotation
- Regulate the use of areas such as corridors, lifts, turnstiles and walkways to maintain social-distancing
- Protective screening for staff in receptions or similar
- Encourage staff to remain on-site during working hours
Changes to construction and other outdoor work
- Limit passengers in work vehicles like minibuses
- Discourage non-essential trips within buildings and sites
- Separate sites into working zones to keep workers physically separated where possible
- Use a pairing system if people are working in close proximity
- Use safe outdoor areas for breaks
Changes to transport
- Groups of staff given the same routes if solo travel isn't possible
- Finding a way round two-person delivery, such as material handling equipment or delaying large items being moved
- Load goods onto vehicles without interacting with the driver
- Schedule collection times to avoid over-crowding
- Ensure vehicles are well-ventilated
- Regular cleaning of vehicles, especially between different users
Changes to working in people's homes
- Try to travel alone using your own transport
- Ask households leave internal doors open to minimise contact with door handles
- Bring your own food and drink and have breaks outside if possible
- Only people who are absolutely necessary should be at appointments and should keep 2metres apart where possible
- Making sure the same people attend the same households if jobs are repetitive
- Use remote working tools instead of in-person appointments if possible
Changes to labs and research facilities
- Wash lab clothes and equipment like goggles and gloves on-site not at home
- Remove access controls on low category labs so people don't need to use access cards
- Fixed teams or adjusted booking processes to lower the number of people in a lab at the same time
Do you have to turn up at work if you're worried
The changes are designed to keep people safe, but that doesn't mean people will like them - and changes to hours and rotas could prove problematic too.
The good news is you fall into a protected category, or have symptoms, you are still allowed to stay home.
Likewise, there are rules in place to protect your job if you need to stay home to look after the children.
Jennifer Smith, employment partner at law firm JMW, said: “If you are being asked to go to work and believe you are at risk as you are in one of the vulnerable groups, it is important that you talk to their employer.
"An employee or worker is protected by law against unfair treatment and dismissal in particular circumstances.
"If they are unreasonably trying to pressure someone to return to work, or unreasonably disciplining someone for not going to work, this could potentially amount to unlawful discrimination on the grounds of pregnancy, disability or age.”
Do I have to agree to new hours
You might have noticed a lot of the new measures involve "staggering" shifts and arrival times.
Given that means new hours you might not be able to work with, there's good news there too.
“Employees do not have to consent [to new hours], and in these circumstances, employers may be required to use more draconian methods such as dismissal and re-engagement," Smith said.
"Employees should also be wary that if amended working hours are unilaterally imposed and they work under the amended hours without protest, they may be considered to have ‘affirmed’ the change which would signify their implied consent.
“This area is a minefield for employers, who could face potential claims for breach of contract, unfair dismissal and/or discrimination if they don’t proceed carefully.
"Further, where an employer is proposing to vary the contracts of 20 or more employees at one site, this could trigger collective consultation obligations.
"If these obligations are not complied with, employees may be entitled to a ’protective award’ which can be up to 90 days gross pay, uncapped, per employee.”
