Recalling your previous employees sounds as simple as calling them to let them know they can return to work. It’s not quite that easy, however. They have spent weeks or months without work, and their lives have changed over that time. So, think of this process more like hiring a brand new employee.
In this case, you will send them an offer letter like you would any new employee and conduct an onboarding process. Communicate details, such as the job’s description, date of return, terms of employment, and benefits. It’s also important to convey what has changed and what has stayed the same since they were furloughed—new safety procedures, changes in their position, new operations, etc. Overall, ensure that your employees have any training or support that they will need to complete their job successfully.
Though you can’t know every question an employee may ask, put yourself in their shoes and think about what they might need to know: How does the furlough affect their seniority? Will their hours be reduced? Does this affect annual bonuses and other employee incentives? Try to give them as much information as you possibly can to prevent worry or wonder.