There seems to be a lot of people thinking they can decide what THEY want to do and what suits them, in lots of areas of life now. I think they forget that the employer hires you and sets the terms and you choose to accept or not.
Things have been different over this period. There has been and will continue to be more flexibility for a while and some employees might not ever return to the office. But that will be the choice of their employer and not the employee. People have lost sight of the fact that it isn’t the employee choice.
There are situations where a worker should NOT be asked to go into work by the employer, such as those shielding and in late pregnancy. And anyone who has concerns or wants some flexibility can always have a chat with the employer and they might be able and willing to be more flexible, but it will all be down to their personal choice rather than an entitlement. That’s the difference that some people aren’t spotting. And because workers in another organisation are allowed to work at home is irrelevant.
In this scenario, I agree that this has been sparked by OP telling people who are at work that she has been vaccinated, and there being a sense amongst the employer that they need to be fair, if others have worked all the way through and not had the concession to stay at home which she has. Ultimately, that was based in goodwill because she has never been CEV or shielding....and hasn’t actually mentioned anything specific which would oust her in a list to not work, except she feels it’s risky.
If this is an issue of extreme anxiety, it needs to be taken to the doctor and if a doctors sick note or intervention is deemed necessary, so be it.
Communication is key. Op didn’t take the chance to voice her concerns in a phone call dedicated to her return. She will need to speak up if she wants to ask for further flexibility, but she also needs to know there is no entitlement to this.
Lots of people will be expected to return to the workplace in the next weeks and months. Lots would rather not and feel anxious. They need to voice their worries and concerns and employers need to listen and make judgements about if they are of a nature which means they should act on them, or more that the employer just needs some gentle encouragement back.
In my workplace it has been made clear that those shielding (or the original list or recently added to it) aren’t expected back and steps will be taken to enable home working, (until end March...so not long now) and otherwise people are expected back. A contact is given for anyone who has concerns or worries about the return. Big firms know some people will be worried and will have people who will chat through safety measures etc...but ultimately they will be pushing people to return....and where people resist, they will be encouraged to see the doctor or occupational health and from there, adjustments might be made or disciplinary processes started. But firms know they will have a bit of an effort with some workers returning, but there will be processes in place.
The employeee cannot just say they don’t want to come back or stay silent and not engage with the process. There is a process and OP needs to engage with it.