I need one to two more pages on intergovernmental relations in relation to workf

I need one to two more pages on intergovernmental relations in relation to workforce changes: Labor force participation. Focusing on work schedules along with other enhanced benefits and incentives; paid sick leave; and offering an inclusive and safe environment for everyone.
Please see below on what i have so far (I also need to add about 3 more references):
Workforce Changes during COVID-19
COVID-19 brought unprecedented changes to the global workforce. Every country is experiencing the impacts of the pandemic despite the gradual decline in infection rates. At the earliest stages and the peak of the pandemic, the government took drastic measures to prevent the spread of the virus. Among the measures taken were requiring people to maintain social distance and avoid unnecessary travel. Lockdowns and curfews became the norm. These aspects created new workforce demands and changes, including the modification of work schedules, redefinition of employee benefits, access to sick leave, and introduction of workplace safety concerns.
Work schedules also changed significantly during the pandemic to accommodate the need for increased social distancing. For instance, only a small fraction of the workforce occasionally worked from home before the pandemic in the EU. According to the International Labour Organization (ILO, 2020), teleworking varied from 30% in Denmark, Sweden, and the Netherlands, to 10% in Poland, Italy, Greece, and the Czech Republic. The US and Japan had 20% and 16% of their workforces, respectively, in teleworking before the pandemic (ILO, 2020). However, the pandemic saw an average of 24% of the European workforce working from home; Denmark, Luxembourg, Belgium, and the Netherlands registered more than 50% switch to teleworking (ILO, 2020). Thus, global economies had to deal with a new challenge of scheduling work away from the offices without affecting economic output.
Employee benefits and incentives also changed drastically to cope with the emerging needs due to the pandemic. Allen (2021) explains that many employers discovered that employees paid more attention to care benefits and a highly flexible work-life balance during this period. The Harvard Business Review surveyed a large number of business leaders. According to the findings, 57% of senior business leaders pointed out that they were emphasizing care benefits that support employees in their personal and professional capacities (Allen, 2021). Similarly, 63% of respondents admitted increasing childcare benefits (Allen, 2021). The new implementations were important to stabilize workforce productivity.
Paid sick leave also became a focal issue during the pandemic owing to the higher chances of employees getting sick and being admitted to hospitals. As of March 2020, sick leave requests increased proportionately to the size of the business establishment. Organizations hiring between 1 and 49 workers registered 66% access to sick leave; those hiring between 50 and 99 had 74% access to sick leave; those with more than 100 workers had 82% access to sick leave (Brown & Monaco, 2021). However, COVID-19 caused a sharp decline in access to paid sick leave. Companies with fewer than 100 workers had only 24% access to sick leave, while firms with more than 100 workers had only 45% access to sick leave (Brown & Monaco, 2021). Many employers were wary of acute reductions in employee numbers if they allowed uncontrolled access to paid sick leave.
Workplace safety has become a major return-to-work concern for employees and employers after the pandemic. According to Coe et al. (2021), many employees report flexible work arrangements and COVID-19 safety as important considerations to alleviate stress. A study conducted by McKinsey reveals that up to 62% of employees believe improved air filtration could decrease stress during the return-to-work period (Coe et al., 2021). Another 60% of workers maintain that flexible work schedules could be beneficial if they return to work (Coe et al., 2021). Thus, employers should focus more on improving work conditions in the post-pandemic period to restore employee confidence and boost productivity.
Overall, COVID-19 negatively affected work globally, causing changes in the work arrangements, benefits, and safety concerns. Work schedules changed as more people had to work from home. Besides, employers focused on more valuable incentives to keep employees motivated. There was also a decline in access to sick leave mainly to cushion employers from acute staff shortages. As people return to work, employees are still concerned about workplace safety and job flexibility. Nonetheless, the pandemic experiences provided vital lessons that will define and shape the work environment and workforce.