Small businesses are the lifeblood of our economy, but the COVID-19 pandemic has shown just how vulnerable they can be. Small local businesses deserve targeted support to keep doors open, provide for employees, and safeguard the community.
New Hampshire Occupational Health Surveillance Program (NH OHSP) at the UNH Institute on Disability interviewed small business owners and workers statewide to better understand their workplace safety and health practices during the pandemic. Below are key findings from their study.
Together, we can ensure that no small business—and no worker—is left behind when confronted with future health challenges.
We can help build safer, more resilient workplaces by applying the lessons learned from the pandemic. To read the full report, email liu.yang@unh.edu
Even now, there’s sort of this renewed appreciation for the fact that we were really all in it together. We all had to make sacrifices and decisions that impacted each other, and we all did the best we could. It changed the company, changed the way we deal with each other.”
Key Findings
NH small businesses faced financial constraints, reduced demands due to consumer confidence, and supply chain disruptions.
- Consistent with existing reports, our study demonstrated that in-person service businesses (including restaurant, retail trade, entertainment, and service industries), particularly those with business relating to things discontinued during the COVID-19 pandemic, faced the most severe negative impacts.
- We found that companies with 25 or more employees were likelier to experience employee loss due to the pandemic. Staff shortages were also found to be more severe for industries with elevated risk of COVID-19 exposure, such as healthcare services and restaurants.
- Despite market changes and the global crisis, small businesses in New Hampshire showed resilience during COVID-19 by embarking on a challenging path to new business models and attempting new products.
While many businesses actively invested in measures to keep their staff and customers safe, our research identified inequities statewide.
- Many of the business owners we interviewed sought to ensure a safe place for staff and customers by embracing digital platforms, offering online ordering and delivery services, and shifting towards new products and services to meet evolving consumer preferences and circumvent the constraints imposed by social distancing measures.
- They implemented diverse measures to protect employees’ safety and health, including enhanced sanitation, social distancing and remote work, and workplace vaccination strategies. Some companies also invested in longer-term safety and industrial hygiene measures (for instance, ventilation systems) to protect staff and clients.
- Many demonstrated their commitment to employee health and well-being by providing a range of new benefits and resources. These included paid sick leave to stay home when feeling unwell or needing to care for a sick family member; free COVID-19 testing to facilitate early detection and containment of the virus; and provision of personal protective equipment (PPE) to mitigate the risk of exposure in the workplace.
- However, we observed inequity in employer benefits towards disease prevention and worker wellness. Some companies opted not to provide benefits; others were unable to do so due to their limited financial reserves. Employers in manufacturing and in-person services such as retail, accommodation, and food services were more likely than other sectors to share that they provided no safety benefits. The resulting strain on employees was further exacerbated by staffing shortages and the need to prioritize immediate business survival and critical deadlines.
From heightened stress and anxiety due to health concerns and economic uncertainty to feelings of isolation and loneliness resulting from remote working arrangements, the toll on workers’ mental well-being has been significant.
- Burnout has been reported as a significant health issue among workers in certain industries, such as healthcare, retail, and transportation. Consistent with the literature, our study found that frontline healthcare workers and workers in many other industry sectors experienced exacerbated burnout due to the stress of staffing shortages, increased workloads, and prolonged periods of uncertainty.
- The shift to social distancing and virtual contact led to feelings of isolation and loneliness for many employees, while the blurring of boundaries between remote work and home life, and difficulties with child care disrupted daily routines and contributed to burnout and fatigue.
- Without access to paid sick leave, some employees were compelled to come to work even when feeling ill, increasing the risk of workplace transmission of the virus. Similarly, the absence of free testing or PPE heightened anxiety and fear among workers, contributing to stress and uncertainty about their safety in the workplace.
- Frontline workers providing in-person services such as healthcare, food, and retail services faced significantly higher risk of COVID exposure, leading to increased fear and stress. COVID fear was also exacerbated among workers in companies where employee safety and health protection were not prioritized. At the onset of the pandemic, employers and workers who lacked safety knowledge and awareness made errors that contributed to workplace health risks.
When the COVID-19 vaccine became available, vaccination options, decisions, and mandates added stress to businesses and workers.
- Over 40% of the total employers in our study implemented vaccination mandates; 38% encouraged their employees to get vaccinated, 22% did not mandate or encourage vaccination.
- We found that businesses that mandated or encouraged achieved higher levels of COVID-19 vaccination across industry sectors. Small businesses with neither mandate nor encouragement policy were less likely to have a high employee vaccination rate.
- Our conversations with employer and employee participants highlighted successful workplace strategies to promote COVID-19 vaccination, including open and frequent communication, positive peer pressure, and incentives such as paid time off and monetary compensation.
- Encouraging social responsibility among employees and fostering a collective sense of duty towards mutual support and well-being was also noted as a powerful strategy for promoting workplace vaccination and safety.
- In the study, we observed that participants from healthcare services tend to share more stringent safety mandates due to the inherent risks and responsibilities associated with their operations. Employees in healthcare also tend to be more understanding of workplace mandates.
Open communication and collaborative dialogue were crucial tools for effectively developing and implementing safety protocols and for avoiding tension and confrontation in safety enforcement.
- Small businesses used various tools — including email, online platforms, staff meetings and training —to share information and safety policies with employees.
The COVID-19 pandemic has profoundly reshaped people’s attitudes toward workplace infectious disease prevention.
- Participants in the study shared their changing health attitudes and behaviors towards workplace infectious disease prevention, with heightened awareness and more proactive hygiene practices. Many reported that activities such as washing hands and wearing masks have become their everyday habits.
We just kept reiterating that we just wanted to keep everybody safe. That was the goal. It wasn’t to mandate anything. It was just to use best practices and keep everybody safe. However, that may look at that particular time…I didn’t want to make it super complicated or rule with an iron hand. I just wanted people to understand that these are our expectations.”
Whether you are a small business or a community member willing to help...
Listening to the experiences of others in NH can help improve decision-making and avoid unnecessary mistakes. Email liu.yang@unh.edu to access the full report to gain insights from real-world situations and reduce the need to reinvent the wheel.
Additional pandemic-related workplace safety resources and guidance:
Research Methodology
The New Hampshire Occupational Health Surveillance Program at University of New Hampshire’s Institute on Disability conducted 10 in-depth focus group interview sessions from September 2022 to May 2023 — approximately 150 hours of conversations with 20 employer representatives and 14 workers in New Hampshire small businesses*. The 34 participants included 12 men and 22 women representing businesses in all New Hampshire counties except Coos across a diverse array of major sectors.
* Small businesses are defined as local businesses with 10-100 employees.
Authors
Liu Yang, Ellen Smith Ahern, Karla Armenti
New Hampshire Occupational Health Surveillance Program, Institute on Disability, University of New Hampshire
This project was supported by grant number U60OH010910 from CDC, NIOSH. The contents are solely the responsibility of the authors and do not necessarily represent the official views of the organizations listed.
