Tag: homeworking

Decline in remote jobs could undermine Government plans to get Britain working, research warns

  • Findings from the UK’s largest mixed‑methods study of disabled remote and hybrid workers show that 85% of respondents say access to homeworking is essential or very important when looking for a new job
  • Nearly half (46%) of the participants in the Inclusive Remote and Hybrid Working Study want to work remotely all the time, with disabled women and disabled carers more likely to want to work fully from home 
  • However, analysis of Adzuna job vacancy data shows declining levels of remote job opportunities. In 2024/25, only one in 23 job adverts on Adzuna (4.3%) were fully remote – half the level seen during the pandemic peak of 8.7% in 2020/21
  • Growth in the availability of hybrid jobs appears to have stalled, with only one in seven (13.5%) job vacancies offering hybrid work in 2024/25
  • Researchers warn a shortage of suitable jobs could undermine the Government’s ambition to get Britain working, and echo a recent House of Lords call for Ministers to ensure remote and hybrid working is being prioritised to boost disabled people’s employment.

The Government’s plan to get people working could face a significant challenge as remote-only job opportunities decline, warn researchers behind the largest study of disabled workers experiences of remote and hybrid working in the UK.

Research shows that almost half (46%) of 1,221 survey participants wanted to work remotely all the time, yet the numbers of remote jobs in the UK have decreased drastically since the peak of the Covid-19 pandemic, with 50% fewer remote only roles advertised compared to 2020/21.

As part of the largest study of disabled workers’ experiences of remote and hybrid work in the UK – conducted by researchers from Lancaster University, the Work Foundation at Lancaster University, Manchester Metropolitan University, and Universal Inclusion, and funded by the Nuffield Foundation – researchers studied job vacancy data from global job platform, Adzuna.

Remote and hybrid working remain more common than before the pandemic, but growth is slowing. In the year to April 2025, 17.8% of UK vacancies offered either fully remote (4.3%) or hybrid roles (13.5%), up from 3.1% pre-pandemic. However, fully remote jobs have fallen sharply since their peak, and growth in hybrid roles has stalled.

Dr Paula Holland from Lancaster University, who led the research, said: “The increased availability of remote and hybrid working since before the pandemic has improved many disabled people’s experience of work.

“Our findings indicate disabled employees gain significant benefits including improved mental and physical health, better work-life balance and increased productivity.

“However, companies mandating returns to the office have seen remote-only opportunities plummet. This could prevent some disabled workers from returning and staying in work. At a time when the Government wants to get people working, access to suitable homeworking roles can be the difference between working or not working.”

At a time when the Government wants to get people working, disabled workers report that access to suitable homeworking roles can be the difference between working or not working.”

Homeworking can support disabled workers, but only if done well

The UK Government has committed to supporting more disabled people to remain in or return to work as part of its wider efforts to boost employment by two million people to an 80% employment rate.

Disabled people currently represent one in four workers in the workforce, but the disability employment gap – the difference between the employment rates of disabled and non-disabled people  – remains at 29.8 percentage points.

A UK Government study indicates remote work could support people out of work claiming health and disability benefits. One in four respondents (25%) who said they are currently unable to work stated that they could do so if they worked remotely.

The recent House of Lords Home-based Working Inquiry called on the Government to set out whether remote and hybrid working are being considered as part of existing initiatives to support people who are disabled or have long-term health conditions back into work.

The final report of the Inclusive Remote and Hybrid Working Study highlights remote and hybrid working as a key part of the solution to improving employment outcomes for disabled people. Key findings include:

·        64% of fully remote disabled workers said their work pattern positively affected their physical health, compared to 31% of those working remotely less than half the time

·        46% of participants wanted to work remotely all the time. There was also demand for hybrid working: 25% wanted to work from home four days a week and 27% for three days or less. Only 1.6% wanted to stop working from home

·        Women, carers and people with multiple or severely limiting impairments/health conditions were particularly likely to report they only wanted to work from home

·        85% of participants said that having access to remote/hybrid working would be essential or very important if looking for a new job. 79% would not apply for a job without remote options

·        Black and ethnic minority workers and less affluent workers were significantly less likely than white or more affluent workers to report remote/hybrid working had positive outcomes for their health and employment.

Dr Paula Holland continues, “Remote and hybrid working can benefit both employees and employers. The organisations we interviewed reported improved staff retention and recruitment as a result of implementing remote working policies including reduced sick leave and improved wellbeing.

“However, employers must ensure disabled workers have the resources and support they need. Over half of survey participants reported reasonable adjustments to support working from home had not been implemented, and black and ethnic minority workers reported significantly less positive outcomes.”

Rebecca Florisson, Principal Analyst, from the Work Foundation at Lancaster University commented: “For many disabled workers, homeworking isn’t a ‘nice to have’ – it’s essential to be able to enter into, and remain in work.

“Our research shows strong demand for remote and hybrid work among disabled people, yet fully remote job vacancies have halved since the pandemic and growth in hybrid jobs has stalled.

“If the Government is serious about getting Britain working, it must make sure the right jobs are available by expanding access to flexible work. Threats to cut disabled people’s welfare will not support them into work if the jobs they need simply aren’t there.”

Amongst its recommendations, the study calls on the UK Government to:

1.     Expand access to remote and hybrid jobs by making these and other forms of flexible working a core part of efforts to increase disabled people’s employment, including through clearing Access to Work backlogs

2.     Encourage employers to advertise flexibility upfront, including remote and hybrid options, particularly on the DWP’s Find a Job portal.

3.     Address regional inequalities in access to hybrid work through the Government’s Industrial Strategy.

4.     Strengthen reasonable adjustments, ensuring employers properly consider remote and hybrid working and meet their duties under the Equality Act 2010.

5.     Improve accountability, including requiring large employers to report on outcomes for disabled workers.

Simon, a graphic designer from Derby who has Long Covid, works in a fully remote job for a design agency. He said, “Remote work lets me work. I have chronic fatigue, post-exertional malaise (PEM), and postural orthostatic tachycardia syndrome (PoTS).

“Walking a short distance or going up the stairs can really exhaust me. Because I’m energy-limited, I need to budget my energy, pace myself and regularly lie down to rest.

“The adaptations I need are not so much equipment, but the ability to be able to take regular breaks throughout the day, where I can rest and recharge. Homeworking is much more tailored to my needs than being in the office.

“I can make the most of my working hours without a commute, so that means I have much more energy available to use for work itself. I’d find the commute to the office exhausting.

“Remote work has been a lifeline and my employer has been very supportive. Despite my health challenges, I’m just as productive working from home as I was at the office.”

Rebecca from Merseyside is a business manager in the public sector on a temporary fixed-term contract. She is autistic and has ADHD with comorbid anxiety and depression, she said, “I’ve been remote-only since 2020.

“I got an occupational health recommendation for permanent homeworking. The lack of external disruption allows me to better manage my condition.”

She has been looking for a new job for over 20 months, as she is on a temporary fixed-term contract. Rebecca continues: “I would be waiting forever if I only searched for homeworking roles.

In the last year, I’ve been offered four jobs but three have been withdrawn upon receipt of my occupational health recommendation.”

She has now accepted a new permanent full-time home-working contract at a lower salary than her current role, as she doesn’t believe she’ll find another homeworking job at her existing level that meets her needs.

Vera, from London, is in her twenties and works remotely for a healthcare company. Following stem cell treatment for her multiple sclerosis (MS), she was unable to return to a frontline role.

A recent study by the Work Foundation and the MS Society found that nearly half of people with MS (47%) look for job locations that require little or no travel.

“Remote work has made it possible for me to stay in employment — without it I couldn’t work,” she says. “While I’ve reduced my hours to four days a week, working from home means I can manage cognitive fatigue and rest during lunch breaks so I can stay productive.

“But I feel stuck, as there are so few remote-only roles. These are realistically the only roles I can apply for if I want to keep working and progress in my career.”

The report ‘Breaking down barriers: How remote and hybrid work can support disabled workers’ is published at: 

https://wp.lancs.ac.uk/inclusive-working/ 

and 

https://www.lancaster.ac.uk/work-foundation/breaking-down-barriers.

New working frontier: a people focussed blended model for the post-Covid future

A new report by the Scottish Futures Trust (SFT) reveals that the workforce of the future – predominantly those who have been office based – will want to make informed choices of where and how to work most productively and more beneficially for their wellbeing.

Post the pandemic, organisations should consider the three ‘Hs’ of working – from Home, a nearby hub or local location, where employees can meet clients or have time to concentrate on projects, or the HQ and head office, where people can gather to socialise, brainstorm ideas or collaborate face-to-face. 

The New Frontiers for Smarter Working, Work and Workplace Report also finds that this new blended future will depend on how employers gauge the benefits from the improved working set up while ensuring the wellbeing of employees.

Shona Adam, SFT’s associate director of Workplace Change and co-author of the report, said: “This exciting future is about allowing both employer and employee to make an informed choice of where they want to work from, on any given day, that is going to best achieve the outcomes that need to be delivered by both the employee and the organisation.

“As a result of the pandemic, we know that people have benefited from the lack of the daily commute and that the majority of office-based roles can be done remotely. However, some people are struggling with mental health and isolation problems. Each organisation will have to assess the preferences of their workforce as well as explore the impacts, and weigh up the longer-term benefits and risks.” 

Working in conjunction with an SFT-led group comprising of public, private and third sector ‘smarter working’ professionals, a variety of opportunities for the future have been identified. 

Analysis of a sample of public sector organisations from the Working Group identified employees’ preferences and found 88% wanted to work at least one day a week from home, with 24% happy to continue to work full-time from home, while only 10% preferred not to work from home.

Shona Adam, went on: “Smarter working isn’t just about the physical place. It’s about understanding the people aspect, and this will be the future focus. This is a social revolution, accelerated by the pandemic. It’s not a static situation where we simply return to old ways.

“As a result, the reoccupation of physical office space requires radical rethinking and one of the most common questions that the group is now receiving is about how organisations reorganise the physical office spaces that have been used in the past. Organisations need to understand ‘the purpose’ of physical workspace in the future and how they will use it.” 

Ms Adam said the culture of ‘presenteeism’, where employers and managers expected to see their colleagues sitting in the office, is being swept away: “What the pandemic has demonstrated is that we have gone from the head office or HQ, to hundreds and thousands of offices in homes. We have a dispersed workforce working on the basis of trust to get the job done.”

However, home working for prolonged periods is having an impact for some people on their mental health and in certain cases, causing social isolation. Acknowledging this, the report explains how employees could continue to go to the Head Office to socialise, integrate with colleagues, cooperate on ideas and strategy, innovate products and services and to share the culture.

Neutral ‘Hub’ locations, such as a café or a digitally connected public library, could also become part of the flexible working solution, allowing face-to-face meetings or research to be undertaken away from home.

SFT hopes organisations embrace the opportunity driving the momentum for change, with the report pointing out that there will be clear differences between organisations depending on their purpose and function and how supportive employers are to the concept.

This will require different thinking around Human Resources and Organisational Development functions such as employment contracts and leadership structures while monitoring of mental health and wellbeing will be crucial to everyone in the evolving situation. 

Summing up, Shona Adam said: “Collectively, across both public and private sectors, we need to use the experience we’ve had during the pandemic in a positive way, to dispel presenteeism and consign it to the past.

“Workers can be located anywhere provided they undertake the activities they are paid to do. This is a tremendous opportunity to explore a distributed network for delivering outcomes.”

7 in 10 requests for furlough turned down for working mums

  • Over 50,000 working mums respond to new TUC survey on challenges of managing work and childcare during lockdown
  • Working mums report huge levels of anxiety and stress following school closures
  • TUC calls for an emergency temporary right to furlough for working parents – and for government to promote this new right to mums and dads

Nearly three-quarters (71%) of working mums who have applied for furlough following the latest school closures have had their requests turned down, according to a new TUC survey carried out in the past week and published today (Thursday).

The job retention scheme currently allows bosses to furlough parents who can’t work due to a lack of childcare.

But the TUC says many mums are missing out on this financial lifeline as the scheme is not promoted to parents.

The union body is also concerned some employers are refusing to furlough those who request it, leaving mums in an impossible situation where they are forced to reduce their hours at work, take unpaid leave and annual leave to cope, or leave their job altogether.

TUC survey

Last week, the TUC and campaigner Mother Pukka launched a call for evidence for working mums to share their experiences of how they are managing their work and childcare commitments during lockdown.

More than 50,000 mums got in touch – an unprecedented response to a survey of this kind.

Of those working mums who contacted the TUC:

  • Nearly three-quarters (71%) who asked for furlough had their requests refused.
  • Most (78%) hadn’t been offered furlough by their employers.
  • And 2 in 5 (40%) of all mums who replied were unaware that the furlough scheme was available to parents affected by school or nursery closures.

Impact on working mums

Working mums told the TUC they were struggling with the strain of being expected to carry out their jobs as normal, while balancing childcare and home-schooling. They were also concerned about being treated badly by their employers as a result:

  • Nearly all (90%) of those who replied said that their anxiety and stress levels had increased during this latest lockdown.
  • And almost half (48%) were worried about being treated negatively by their employers because of their childcare responsibilities.

Financial strain

Around half (44%) of mums told the TUC they were worried about the impact having to take time off work would have on their household finances.

A quarter (25%) of mums were using annual leave to manage their childcare – but nearly 1 in 5 (18%) had been forced to reduce their working hours and around 1 in 14 (7%) were taking unpaid leave from work and receiving no income.

An emergency right to furlough

The TUC says that the UK’s inadequate system of parental leave and woefully low level of sick pay is leaving parents in impossible situations, where they risk losing their job or facing a catastrophic loss of income. 

To support these workers, the TUC is calling on ministers to introduce a temporary right to furlough for groups who cannot work because of coronavirus restrictions – both parents and those who are clinically extremely vulnerable and required to shield. And ministers should clarify that furlough can be used by both private and public sector employers for these purposes.

The union body says employers should first explore with parents and those shielding whether other measures – such as offering additional paid leave, changes to working hours or other flexibilities like working from home, and offering alternative work – could help the worker balance their responsibilities, but that as a last resort, workers should have the right to be furloughed.

Ministers should encourage employers to use the furlough scheme for parents and those shielding where other arrangements cannot be made, and run a major advertising campaign so that parents and shielders understand that they can use furlough.

The TUC says this situation results from the UK’s failure to help families balance paid work and childcare. Alongside a temporary right to furlough, it is calling on the government to introduce:

  • Ten days’ paid carers leave, from day one in a job, for all parents. Currently parents have no statutory right to paid leave to look after their children.
  • A right to flexible work for all parents. Flexible working can take lots of different forms, including having predictable or set hours, working from home, job-sharing, compressed hours and term-time working. 
  • An increase in sick pay to at least the level of the real Living Wage, for everyone in work, to ensure workers can afford to self-isolate if they need to.
  • Newly self-employed parents to have access the self-employment income support scheme (SEISS).

TUC General Secretary Frances O’Grady said:“The safety of school staff and children must always come first. But the government’s lack of support for working parents is causing huge financial hardship and stress – and hitting low-paid mums and single parents hardest.

“Just like in the first lockdown, mums are shouldering the majority of childcare. Tens of thousands of mums have told us they are despairing. It’s neither possible nor sustainable for them to work as normal, while looking after their children and supervising schoolwork.

“Making staff take weeks of unpaid leave isn’t the answer. Bosses must do the right thing and offer maximum flexibility to mums and dads who can’t work because of childcare. And as a last resort, parents must have a temporary right to be furloughed where their boss will not agree.

“The UK’s parental leave system is one of the worst in Europe. It’s time for the government to give all parents the right to work flexibly, plus at least ten days’ paid carers leave each year.”

Founder of Mother Pukka Anna Whitehouse said: “What working parents have been tasked with in lockdown is not humanly possible. You’re looking at an average eight hour working day, six hour school day, 12 hours of parenting wrapped around that – that’s 26 hours in a 24 hour day. And I’m hearing daily from women who are stepping back, standing down and logging off because they’re burning out.

“Some are quitting out of choice, many not. Because who looks after kids home-schooling? Who looks after pandemic patients when out of hospital? Who takes a Tesco shop to elderly neighbours? Who runs community What’s App groups making sure everyone has everything they need?

“This unpaid labour is mainly strapped to female shoulders because – for all the International Women’s Days Sellotaped together – that’s the current working world we live in.

“One thing that can change right now is seeing the Government supporting all businesses to enable them to offer a much more flexible solution and furlough. The system needs to step up for parents before we step back to the 1950s.”

Founder and CEO of Pregnant Then Screwed Joeli Brearley said: “The parents of young children are currently being asked to either sacrifice their income or their child’s education and care; placing them in an impossible situation.

“We know that this burden is predominantly falling to mothers, and the consequences for maternal employment will be disastrous.

“What we are seeing here is a cry for help on a massive scale. Our advice lines are awash with mothers who have no idea how to care for their children and maintain their paid employment when their employer is refusing to furlough them.

“This is an emergency and if the government doesn’t step in soon there will be a generational roll back in maternal employment that will take us decades to repair.”

How to create a home workspace without breaking the bank

  • More than one in three people still don’t have a dedicated home workspace  
  • Only a quarter of home workers have invested in a comfortable work chair  
  • Interiors experts share advice on creating a functional work area no matter what space you have available  

Despite home working remaining firmly on the agenda for the near future, more than a third of people (37%) admit they still don’t have a dedicated space to work from at home. What’s more, just a quarter of home workers have invested in comfortable seating (26%) or a desk (27%).  

The research1, conducted by online retailer, Furniture And Choice, reveals where the nation has spent its money to set up for long-term remote working this year, revealing the average price paid to create a home office is £144 per person – with some spending upwards of £300.  

Shockingly only one in four (26%) have invested in a comfy work chair. According to the Health and Safety executive2, unsuitable seating can cause people to adopt awkward postures which can lead to discomfort, back pain and upper limb disorders. This may prove costly to employers in the form of staff absences, but individuals also bear some of the costs in the form of suffering and lost income. 

It should come as no surprise that outside of the essentials, houseplants were among the most purchased items, with 14% hoping to bring the outdoors in, during a time where getting outside has never been harder. It’s not a bad option to invest in for your home office, with houseplants proven to improve concentration, boost mood and create a calmer environment.  

While other essential items such as pencil holders and filing cabinets were purchased, comfort proved to be key. More than 1 in 10 (11%) bought new cushions and 6% opted to snap up pet beds so their furry friends can seek comfort in their home workspace. 

With working from home likely to remain in some form well into this year, Rebecca Snowdon, Interior Style Advisor at Furniture And Choice, shares her advice on creating a functional, yet stylish home working space:  

“Finding additional space in the home to work from may not be an option for everyone, in which case our workspaces need to integrate seamlessly into the overall style and functionality of the space we’re in.

“We can see in our research that many people have chosen not to invest in some of the office essentials, instead making use of their existing set ups, such as working from their dining table. 

“Creating a stylish yet functional work area in your home needn’t break the bank or involve huge amounts of time and planning, but with home working looking set to stay for the near future, it’s well worth giving your home office some TLC.”  

To help people create a home working space that is practical yet on trend, Rebecca shares her top tips:  

Remember the trends 

If you do need to utilise your kitchen counter then remember there was a big trend for standing desks last year, as the health benefits of standing rather than sitting for long stretches of time were widely debated.  

The good news about a standing desk is that it takes up a lot less space than a regular desk arrangement. All you need is a high console unit or breakfast bar to set up your laptop and you’re away!  

Pick the best view 

Poor lighting can make you feel tired, strain your eyes and give you a headache, all of which can take away focus and motivation. A study also found a direct positive correlation between daylight and productivity, finding that natural light improves alertness4.  

This means that a well-lit room is crucial for a good home office space, so set up your desk near a window and stay away from harsh, electric lights. The kitchen is often filled with natural light – great for keeping you energised throughout the day. 

Bring the outdoors inside 

The American Psychological Association found that workers in spaces with plants showed 15% higher productivity than those without5. 

The best plants to incorporate into your home office space, are:  

  • Peace Lily – they don’t need much light and help remove toxins from the air  
  • Devils Ivy – these can adapt easily to a variety of conditions  
  • Chinese Evergreen – offers visual variety and requires little maintenance  

Light a candle or accessorise with a diffuser 

Working in your kitchen or dining room, you might be met with smells of your partner’s lunch or last night’s takeaway. Many studies have shown that odours impact our mood, creativity and problem-solving skills6. 

 We’d advise sticking with natural scents like lavender and essential oils instead, such as:  

  • Pine – for alertness  
  • Cinnamon – for focus  
  • Lavender – to relax  
  • Peppermint – to lift your mood  
  • Citrus (any) – for wakefulness 

Using dining chairs 

Your dining table is the perfect place to work but be aware that the average table is around 3cm higher than your desk, and your dining chair 3cm lower. Make up for this deficit by using cushions to support your lumbar and pad the bottom of the chair. You’ll know you’re sitting at the right height by making sure that, with shoulders relaxed, your forearms run parallel to the table.  

Rebecca added: “With many of us finding ourselves working from home for the foreseeable future, there really is no better time to give your home working space the refresh it might need.  

“With wellbeing and mindfulness as prevalent as ever, it’s important to create a space that you can switch off from to stay well at home. Carving out a zen zone near your work space for quick stretch breaks can provide a calming space for yoga or practising meditation.” 

If you’re finding yourself working from your dining table and want to update its style, visit Furniture And Choice’s website for inspiration: 

https://www.furniturechoice.co.uk/inspiration/how-to-make-it-work-dining-tables-as-home-office-desks_a10000098