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.) 

What you can do

To limit the spread of germs and prevent infection, practice healthy habits (e.g., wearing a mask, hand washing, maintaining social distancing, avoid crowds, cover coughs /sneezes, and monitor your health). Stay home if you are sick and contact your health care provider when you have symptoms such as fever, cough, shortness of breath, or other symptoms of COVID-19.

Review Kelly’s “Return to Workplace Safely” document. 

 - Travel Guidance:

Travel can increase your chance of spreading and getting COVID-19.  Per the CDC, postponing travel and staying home is the best way to protect yourself and others from COVID-19.

If you plan to travel for personal reasons, please notify your Kelly representative, so return-to-work guidelines can be discussed. Based upon the destination, you may have to self-quarantine for up to 14 days upon your return.

Also, keep in mind if an employee is exposed to COVID-19 while traveling or start having COVID-like symptoms on a personal or business trip, it can hinder their ability to return home.  Employees may have to stay in the state or country they traveled to and quarantine for an additional 10-14 days, depending upon state guidelines.

You can view travel regulations by country at IATA Travel Center’s COVID-19 Travel Regulations Map.

  • Specific to International Travel:

New CDC guidance beginning January 26th “Air passengers are required to get a viral test (a test for current infection) within the 3 days before their flight to the U.S. departs, and provide written documentation of their laboratory test result (paper or electronic copy) to the airline or provide documentation of having recovered from COVID-19. Airlines must confirm the negative test result for all passengers or documentation of recovery before they board. If a passenger does not provide documentation of a negative test or recovery, or chooses not to take a test, the airline must deny boarding to the passenger.  Then once back in the US, must be re-tested again 3-5 days after arrival and stay home for 7 days post-travel.”  

  • To help you find testing locations use the site below or contact your local health department for a list.


 -Vaccine information:

We are committed to working with our customers to establish health and safety practices for customer work sites, including implementation of mandatory vaccination programs. Because we support many customers across the Cybersecurity and Infrastructure Security Agency (CISA) critical infrastructure industries, we believe in partnering with our customers to develop a response plan that is appropriate for their industry and their workforce. Rather than taking a one-size fits all approach to vaccines, this allows us to tailor support to our customer’s unique needs. Considerations would include vaccine availability, impact on workforce availability, and coordination in implementation of vaccination programs. Our business teams are supported by subject matter experts from Kelly’s COVID-19 Emergency Management Team, including our Environmental, Health, and Safety, Human Resources, Risk, Security, and Legal teams, who are available to coordinate customer implementation of COVID-19 safety programs, including vaccinations.

 -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.



We understand the toll the pandemic is taking on everyone, between working remotely, managing work/life balance, coordinating child or elder care, various forms of schooling, relationship strains and many other things. If you need assistance or would like to talk to someone,, Kelly provides the Life Advisor Wellness Program through Ulliance. Ulliance provides no cost, confidential, short term counseling for you & your family. Please contact them at 800-448-8326 or visit LifeAdvisorEAP.com. Use the following information to log-in: Company name: Kelly Services; City: Troy.


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.