2019 Novel Coronavirus (COVID-19) Information

Times are tough right now, and we understand that many need additional support. We launched the Kelly Cares Hotline to more rapidly connect and help you find what’s next. Call us today at 855.Kelly.06.



Since the Coronavirus outbreak was first reported in December 2019, Kelly has been carefully monitoring the situation. The health and safety of our employees are essential to Kelly. ​ (We will update this page as new information becomes available.) 

Personal Travel Guidelines

As a precautionary measure, if you have visited or plan to visit a high-risk area such as China, South Korea, Iran, Italy, or Japan, or believe you may have come in contact with someone who has visited these areas or who has the virus, please advise your Kelly representative. Your Kelly representative will provide additional instructions. We are asking for this information for your safety, as well as the safety of your colleagues.

What you can do

To limit the spread of germs and prevent infection, practice healthy habits (e.g., hand washing, maintaining social distancing to those that are coughing, sneezing, or sick). Stay home if you are sick and contact your health care provider when you have symptoms such as fever, cough, or shortness of breath. COVID-19 symptoms may include fever, tiredness, dry cough, or difficulty breathing.

Educational Materials

For additional information about the COVID-19 virus, you should review your country or local health organization website. Below are a couple resources.

To read the 2019 Novel Coronavirus (COVID-19) Information, please select your language of choice. 

A Message to our Employees

Kelly President and CEO Peter Quigley reaches out with a message of support for the roughly 100,000 Kelly employees on assignment daily across the world. He affirms Kelly’s commitment to your safety and outlines how Kelly remains open and operational to assess and act on the latest coronavirus information, as well as redeploy as many of you as possible if your assignment is on pause.

Video best viewed on Chrome, Firefox, or Safari

A Message to our Legislators

The American Staffing Association is Pushing for Industry-Relief – COVID-19 Proposed Legislation, Kelly’s Response

This letter was shared with key members of the U.S. Congress and the Michigan legislature. If you have a relationship with your local, state or congressional representative, please forward the letter with a personal note.

Virtual Work Resources

While employers around the globe are rushing to either support, expand, or stand up a virtual workforce, many employees are figuring out how to juggle working from home while managing family obligations brought on by school closings. As an employer with thousands of virtual employees, we know a thing or two about virtual work. Whether you’re faced with leading a virtual team or working at home, our latest advice will make it easier for you.

Learn more with Kelly's virtual work tips.


Best Practices for Virtual Work

  • Ensure that employees have a dedicated work location in their homes. Preferably it should be a closed room, away from the background noise of doorbells, TVs, dogs barking, and children.
  • Workers should treat their new work locations as an extension of their traditional offices—allowing for audio, video, or co-browsing activity to happen as usual. Hang a sign on the door that clearly states: Please Do Not Disturb – I am working.
  • Employees should approach work using the same routines they use when commuting to the office. These routines help to establish patterns and successful habits that make the transition from personal to work activity a reality.
  • Workers with children at home should allow for more frequent breaks. Try taking four 15-minute breaks instead of two in an eight-hour shift. Extend lunch times from 30 minutes to an hour. Ask people to let kids know when they’ll be available, or when their next break is.
  • Where transactional work is involved, give employees more flexibility with split shifts—working multiple times throughout the day, or evenings, or weekends. Allow for micro-shifts, typically less than four hours, to make up for missed hours.
  • Allow workers to swap shifts among colleagues or give shifts away, capping overtime with non-exempt workers.
  • Use VoIP technologies—audio through the computer—for work-related communication, with headsets if available. Cell phones should be silenced on vibrate mode.
  • Use a unified communications platform as possible to integrate voice, chat, and audio—apps such as Microsoft Teams, Skype, or Zoom. Use chat as a preferred method for communicating with teams instead of voice calls, as appropriate.
  • If employees have access to sensitive or classified information, or data that’s protected by PII, HIIPA, PCI-DSS, or GDPR—avoid having pencil and paper in the room or cameras, including cell phones. These are direct violations of most protected data classification. If possible, make sure computer screens are facing away from any windows or glass doors on the interior or exterior.
  • If workers use their own personal computers or laptops, follow your company’s policies for OS patching, ensuring their computers are patched to the latest release, and they have anti-virus software running. Avoid employee use of IP-address spoofing software or hardware that masks their physical location.