With potential fuel taxes or energy tweaks, employers should proactively cushion staff while protecting output. Options: transport stipends tiered by commute distance, 2–3 fixed WFH days for roles that qualify, and compressed meeting days to reduce trips. Provide shuttle pooling on peak days for large teams. For field roles, revisit route planning and give targets tied to customer outcomes, not kilometres travelled. Communicate early, track impact monthly (attendance, punctuality, productivity), and adjust. Staff morale rises when people feel seen. A little structure saves cost and keeps performance steady even when petrol policy shifts.