43% of organisations won’t carry out risk assessments for home workers
EcoOnline, a technology platform for safer workplaces, has revealed the findings from a Hybrid Working Study it conducted in December 2021.
Surveying health & safety professionals from 447 companies, the study suggests half of employers may need to reassess their health and safety provision (protection of health, safety & wellbeing) for hybrid workers. Worryingly, the data reveals that only one in two firms (52%) are providing safety training for staff based partly at home.
Against the context of a shifting societal attitude towards the workplace, and a sharp increase in hybrid working models, these figures highlight how businesses must act now to adequately protect workforces in a more fluid and remote office environment.
This means organisations will have to adapt their approach to accommodate for each individual. For most organisations this home-working and hybrid model will mean a comprehensive risk assessment.
However, while nearly six out of ten firms are planning on carrying out new risk assessments for their hybrid team, there’s a substantial minority (43%) who don’t plan to do so.
Looking at how these assessments will be conducted, one in two will ask employees to fill out a risk-assessment form, while 37% will continue to use their current approaches along with an in-office assessment. A tiny minority (4%) will send health and safety professionals to their colleagues’ homes for an in-person review, and 3% will conduct online video assessments with managers or a H&S practitioner.
There are some gaps between the self-risk assessment provision and subsequent training. As you’d expect, almost all companies are asking about workplace ergonomics (97%) in the risk assessment, but only 14% plan to provide training in correct posture and workstation set-up.
The research found that, when it came to risk assessment, 84% highlighted stress (e.g. from overwork or isolation). While approaching nine out of ten claim managing stress will be covered in the learning sessions, only 10% say their company training covers avoiding isolation specifically and just 2% report that it will look at managing workload and scheduling breaks. However, some training programmes exploring stress or remote communications could well incorporate topics such as isolation and workload management.
Positively, 85% coach colleagues on remote communications. Common topics within the home risk assessment are electrical safety (81%), trip hazards (71%) and fire safety (71%) alongside heating and ventilation (61%).
Ready or not
According to the results of the study, hybrid working is here to stay, yet only one in three are very confident their organisation is fully prepared for the management challenges hybrid working demands. However, only 4% said they were very unconfident that their leadership was ready for the new hybrid world.
Shrinking offices
29% of companies have already decided they’re reducing their office space provision, and 25% have this option on the table. Just under half (47%) are keeping their office estate as it is.
Workplace split
85% of companies expect to have some hybrid workers, with a third (31%) saying that over half of their teams will be hybrid. Despite the media conversation, presuming the prevalence of this mode of working, 15% of organisations will have no hybrid workers and around one in five will have less than 10% of their team splitting their time between home and work.
This shows a rapid change in working practices when we compare how most companies operated pre-pandemic: a third (36%) had no hybrid workers at all and four in ten had under 10% of their team working in this way.
When we examine the exact split between home and work there’s quite a variance. In just over half of organisations (57%), the home office split will vary by agreement with line managers or depending on business needs, rather than follow a regular pattern.
Not for all
17% of companies had declined requests for hybrid working, mainly due to space or home set up. Other reasons cited for having turned down hybrid working requests included isolation, back pain and mental health & wellbeing concerns.
Commenting on the study, Dr Catherine Jordan, Health & Safety Product Specialist, EcoOnline said, “Employers need to remember that their duty of care for their people’s health, safety and wellbeing extends to the at-home part of their working lives. Managing the blend of home and office working requires planning and communication. Risk assessment is an important precursor to any new working arrangement, but it is only one consideration in the successful management of worker safety, health and wellbeing.”
She added, “While the experience of the past two years has been seminal, it will only partly prepare workers and organisations for the changes now underway. Those businesses most likely to thrive in a hybrid working future will have; risk assessed the implications of a hybrid work model and the suitability of individuals’ homes for extended working, provided the right equipment and provided training in the planned approach, updated procedures and guidance to managing the safety, health & welfare of all in the new and changing world of work.
447 companies participated in the research, and most of the respondents were health and safety professionals.
“The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role. Both businesses and employees are looking for solutions that suit them respectively.
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future.” – Dr John Barrow Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
British tech innovators PixelMax have warned that the U.K’s biggest employers face an exodus of talent this year if they do not empower their employees and adapt to a rapidly changing workplace landscape.
They believe that the virtual workplace is the solution to stemming the “Big Resignation” flow as a recent survey indicated that only 4% of employees want to return to the office full time and 82% of employees want a hybrid model with 59% ranking a work from home flexibility as the No.1 choice in employee benefits.
The Big Resignation was the hot topic of last year, with record numbers of staff either leaving, walking out of their jobs voluntarily, or opting to work part time as they re-evaluate their work-life balance.
It follows a tumultuous two years of the pandemic, lockdown restrictions and many people’s lives being curtailed, which has forced employees to re-evaluate their work-life priorities, well-being and aspirations.
The implementation of plan B restrictions including WFH policies for employees, yet again reinforces the notion that we need to learn to live with Covid and employers need to re-think how they future proof their businesses and retain their talent.
The tech industry has always been ahead of the curve in terms of workplace culture, but with a massive skills shortage in the tech sector, the workplace landscape has dramatically changed.
A recent report commissioned by London- and Manchester-based leading tech recruitment firm Burns Sheehan found that only 4%of employees polled wanted to return to the office full time and only 14% wanted to work three to four days in the office.
When polled on the Burns Sheehan employee benefits survey, 59% of employees wanted work from home (WFH) flexibility as their No.1 employee benefit over annual bonuses and share options.
This was followed by 25% of those polled wanting a learning and development budget, 22% a clearly defined career path, 19% favouring an annual bonus, 17% wanting childcare flexibility and least important, 12% wanting share options.
During the pandemic, employees were just expected to adapt to a new regime of working fully remotely, with employers not aware of the consequences and underlying issues that would affect their employees.
Many were suffering from Zoom and Teams fatigue, isolation, burnout, disengagement with their office workplace and a lack of social interaction with colleagues.
This in itself brought to the surface many issues of wider mental health aspects and well-being, with many employers not understanding how this was impacting on their workforce.
Many employees complained of not being able to detach themselves from their work and home life and feeling that they were not able to switch off, while others missed the office culture.
The culmination of these issues resulted in the Big Resignation.
Rob Hilton CEO and Co-Founder of PixelMax,said: “Remote working enabled many companies to resume a degree of normality during the lockdown periods, equally, there was a price to pay with regards to employees’ well-being and mental health.
“The Big Resignation is all about employees voting with their feet and making the shift change, choosing who they want to work for, how they want to work and when they want to work.
“In order for business and industry to retain the best talent, they need to rethink the workplace environment. It needs to reflect a modern hybrid of the office and remote working from any location but interconnected within a platform that is engaging to all employees and makes them feel connected to their work colleagues, whether that be in the physical sense in the office or from their remote location.”
This in turn has also had a major impact on UK businesses and how they have to adapt and rethink a new workplace culture; one that will allow them to retain their best talent and also act as a recruiting beacon for new and emerging talent.
Employers need to radically rethink how to manage staff both in an office environment and remotely. Throughout the pandemic, employers were slow to adapt the workplace environment and to understand the wider issues their employees were facing in remote working environments.
If employers don’t act quickly, they will get left behind because hybrid working is expected by employees. If remote or hybrid work isn’t available within your company or organisation, potential recruits are turned off.
Businesses that don’t invest in making hybrid working an enjoyable experience will struggle to attract and retain the best talent as the Burns Sheehan report clearly indicates.
Dr John Barrow is the Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
He said: “The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role.
“Both businesses and employees are looking for solutions that suit them respectively. Forcing employees into an office five days a week is causing issues and keeping staff fully remote is also causing problems.
“Employees are experiencing ‘Zoom fatigue’ and some feel at a disadvantage when working remotely, missing out on spontaneous conversations and potentially career progression. Hybrid is the best solution for many businesses and staff. For hybrid to work well, companies must invest in platforms that staff find enjoyable to use.
“People love to spend hours on games such as Fortnite, so why can’t this similar culture be adopted in the working world?
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future. From a career perspective, graduates entering the job market can have a difficult time as it is, but one of the major challenges is how you onboard new recruits and how new staff members can truly feel part of a team when everyone is working remotely – it’s fine for the people who already have those established relationships, but for someone new this can be really difficult to forge relationships and professional networks.
“As we continue to move forward with a hybrid working model, we need to focus on those in the early stages of their career and how best to engage and train this generation.”
Businesses are no longer restricted by geography when it comes to recruitment. Employees no longer need to live at a commutable distance from work or be based in the city centres.
For some businesses, access to a wider talent pool changes everything in their business model. It now means companies no longer need to be based in city centres either, which historically has always been the norm.
Now companies can have the option of being based in bustling suburbs as connectivity is improved with faster broadband and cellular connectivity with 4G and 5G. Companies now have the ability to attract a much wider talent pool.
Burns Sheehan Co-Founder, Jon Sheehan,said: “The tech hiring market has been the busiest Burns Sheehan have ever seen. I’ve never seen anything like this in the market before; most candidates will have four to five job opportunities and firm job offers on the go within 24 hours.
“This isn’t even about bigger salaries; that’s just a side perk. Employees are much more focussed on their work-life balance and wider aspirations in the working environment.
“This is very much an employees’ market, driven by employees calling the shots. Many are opting for a virtual workplace model, where they have the option to work from home and the office of their choosing, but also still to remain connected to the office environment even whilst working remotely.
“If employers don’t embrace this new model of working, then the ones who have adapted quickly to change will have the commercial advantage of hiring and retaining the best talent.”
Although this can be a daunting thought for some employers, they need to think of it positively. Employers need to understand that employees at their company are there because they’re happy – it’s not just about paying the best salaries; they’re aligned with company values and purpose.
However, in the current climate, employers must focus on company values and work on how this can be reflected in the way staff are treated and what makes them happy, productive and fulfilled in the workplace. Homeworkers should benefit from well-being initiatives too; this isn’t something that can only exist in the office.
Manchester-headquartered tech disruptors PixelMax immediately saw this disconnect between employers and employees and their workplace environment at the start of the pandemic and tackled the issue head-on.
They were one of the first British tech companies to pivot their 3D immersive technology in the early days of the pandemic to create unique virtual workplace platforms and environments for companies.
Shay O’Carroll Co-Founder of PixelMaxsaid: “The software PixelMax have developed aims to separate the work from home environment but maintain the engagement and immersive nature of being in the physical office with colleagues.
“It means we create an experience – regardless of your location – where you walk into the virtual office each morning, have spontaneous conversations with colleagues rather than logging straight onto Teams or Zoom.
“Employees can wander through the virtual office with their own uniquely created avatars, see messages and engage in meetings with their work colleagues. The virtual office creates presence and also an atmosphere / buzz that doesn’t exist in 2D video conferencing platforms. They can even walk over to the Costa point and order a coffee to be delivered to their physical location.
“The virtual workplace encourages a positive culture. Employees can take part in wellness challenges, do workouts, meditate and relax with minigames. Previously, businesses might have offered gym memberships. Now, they could offer an online fitness subscription or a smartwatch.
“Company cultures are evolving, and they will continue to evolve until the end of time. What’s important right now is for business leaders to understand that it is the turn of the employee to dictate how and when they want to work.
“This business evolution is a collaborative process now and listening to your employees’ wants and needs has never been more important. Investing in employees is how cultures should evolve into something positive and beneficial for the business and employees.”
Recently, PixelMax co-founders Rob Hilton, Shay O’Carroll and Andrew Sands (above) outlined their vision for how they see the hybrid work revolution in a ground-breaking thought leadership document.
In this document they outlined the future of the virtual workplace, how that hybrid would take shape in the form of the virtual workplace and how it could emerge alongside a new employee work culture. Entitled “The Virtual Workplace – Enter The Metaverse”,
the thought leadership document outlines its vision for the virtual workplace, including how the office and work culture of the future will adapt to change.
Crucially, the way most businesses approached employee well-being became outdated overnight during the pandemic. Businesses are now looking for new ways to add value to employees when they work remotely.
Tech companies in particular put money into ball pools, slides, table tennis, free food and social spaces. But now a great number of these workers are at home. The well-being initiatives that worked well in the office need to be rethought to add value for the employees. Improving technology and making their workday as seamless and immersive as possible will make the day more enjoyable for employees.
The reality is that if a company isn’t doing it, then its competitors will be.
Crucial to PixelMax’s thinking is creating a workplace culture that is inclusive and diverse, but one which empowers employees, creating an environment that fits in with their work-life balance and aspirations.
It’s about creating a workplace environment that is engaging and fun – whether that is remotely, or in person at the office – and it’s about maintaining connectivity, social interaction and feeling valued. Ultimately this creates a desirable workplace culture for employees, allowing companies to retain their best talent.
Shay O’Carrolladded: “A great source of optimism I have had since co-founding PixelMax is the potential for technology to transform the way we are working and to make it better for everyone.
“Technology should make our lives better; it should bring people together, not push them apart. In addition, the transition to working from home for most of us has allowed us to establish more of a work-life balance. Investing in technology for your workforce that gives your employees the tools to enjoy work is also important.
“The technology PixelMax uses encourages spontaneous interaction and employee well-being using the latest gaming technology.
“This makes work immersive and enjoyable for employees and puts everyone on a level playing field, no matter where they are based. It’s time the world of work learnt from the world of gaming in terms of the immersive team experiences that can now be delivered with the technology we have at our fingertips.
“With remote work, the limits of geography are now off the table, opening yourself up to a wider talent pool. Not only does this make for happier employees, but those who work for you are likely to be more engaged in the work and share your vision.”
The benefits of a virtual workplace are immense, with increased productivity from employees, reduced absenteeism and happier and more productive employees. With increased employee well-being comes higher staff retention and improved performance, as well as an attractive brand culture to work for.
“The Virtual Workplace – Enter The Metaverse”
The PixelMax-authored thought leadership piece is available to the public to view and download here:
Businesses can prepare to resume hybrid working from next Monday (31st January), enabling more people to have a flexible return to working between home and the office.
Due to the continued decline in Covid case rates and the progressing easing of protective measures, businesses can implement a return that offers staff more flexibility while ensuring steps are taken to mitigate the potential spread of Covid.
Eligible businesses in the hospitality, leisure, culture and tourism sectors that were impacted by the necessary public health measures introduced to stop the spread of Omicron are now receiving grant payments.
The Scottish Government is working ‘at pace’ with local authorities and other delivery partners to ensure business support funding is paid to all eligible businesses as quickly as possible.
Economy Secretary Kate Forbes said: “I want to thank businesses and their staff for the continued understanding and willingness to work with the Scottish Government and local partners to respond to the changing challenges we have faced as a result of this pandemic, including responding quickly to the necessary public health measures introduced to stop the spread of Omicron in December.
“Thanks to our collective efforts to stop Omicron spreading, case rates are slowing and so it is possible to resume a measured and proportionate return to hybrid working. This will be welcome news for many thanks to the significant benefits to businesses, to staff and to the wider economy however we must remain cautious.
“We know how quickly Covid can spread and so this must be a phased and flexible return to hybrid working, with employers and employees working together, including with their trade unions where appropriate, to decide the most effective balance of home, flexible and hybrid working.
“The Scottish Government is firmly focused on doing all we can to support businesses and grow our economy. As well as the £375 million business support package, businesses in Scotland continue to benefit from our non-domestic rates relief package which is worth a forecast £802 million in 2022-23.”
The announcement was made during the First Minister’s coronavirus update yesterday:
All businesses and workplaces should follow the principles set out in thesafer workplace guidance, and carry out regular risk-assessments. This replaces much of the previous sector specific guidance.
HOUSE hunters are prioritising green areas and more space over traditional city centre dwellings in the latest market review by property experts, Rettie & Co.
According to Rettie & Co’s. Scottish Housing Market Summer Review, demand for East Lothian homes is on the rise, while homes brought to the market in the region last year fell by 28% against 2019 figures.
The property specialists believe the change in attitudes can be attributed to a greater acceptance of the hybrid working model.
With more companies offering the flexibility of working from home, potential buyers are opting for more value for money by seeking properties out with Edinburgh.
It comes after the firm’s latest 140 home development in Musselburgh, The Wireworks, in partnership with property developer Dundas Estates, has received 600 enquiries in just 3 months.
Marketing Account Manager at Rettie & Co., Ross Matheson, said: “We are seeing a greater number of potential buyers enquiring about homes out with the major cities across Scotland.
“This can be attributed to the changing attitudes to the working environment post-pandemic. With a greater acceptance of working from home, we are finding buyers are willing to live further from large cities in search of more spacious homes and greater green space.”
According to statistics from Rettie & Co. the average price of a house in Edinburgh stood at around £282,420 last year, while the average property price was close to £10,000 cheaper in East Lothian at around £272,268.
Ross, said: “Musselburgh is proving to be a very popular destination for potential buyers. We have recently had a spate of enquiries in and around the area.
“Being a commuter town just outside of Edinburgh, Musselburgh offers the best of both worlds; city convenience with an abundance of green space and amenities such as the River Esk, nearby beaches and the Musselburgh Racecourse, as well as the renowned Luca’s Ice Cream parlour.”
Head of Sales & Marketing at Dundas Estates, Craig Fairfoull, said: “It is important that we meet the demand for housing in what is becoming an ever-popular destination in the east of Scotland.
“With that in mind, we are investing heavily in the local community over the course of construction; we are delighted to be working alongside Rettie & Co.”
Dundas Estates, through a partnership with Tesco, East Lothian Council and NHS Lothian, acquired The Wireworks site after receiving planning permission to regenerate the former Brunton Wireworks site and neighbouring land in 2008.
The development will have the capacity to store 140 bicycles in internal and external bikes stores. Electric car charging facilities will be available throughout the development. Private gardens and balconies will also be available at various apartments.
The Livingston-based firm is committing, through Section 75 payments, to contribute up to £400,000 along with the other partners which will be invested into local schooling and infrastructure.
To learn more about Dundas Estates’ Wireworks development, call 0131 243 3858 or email: thewireworks@rettie.co.uk
There have been reports of people being forced back to workplaces without proper consultation, even as Covid-19 cases remain high, or forced to stay at home due to money-saving office closures (writes TUC’s ALICE ARKWRIGHT). Employers should consult with unions to manage this period positively – rather than issuing directives.
So, what can you do if you feel like you’re being forced to stay at home or go back into the office?
Talk to your colleagues
If your boss is asking you to return to the workplace or stay at home and you don’t feel comfortable, you should speak to other members and your union rep immediately – they may feel the same about the situation.
If you raise the issue collectively with your employer, they’re much more likely to listen. Employers shouldn’t be imposing changes on anyone. You and your colleagues should clearly lay out what you want and why it’s beneficial for both you and your employer.
There’s still limited access to childcare at the moment, so parents and carers may need specific arrangements. Your boss should be working with you and your workmates to understand this.
And suggesting pay cuts for home workers, as we’ve heard in the media, is the last thing employers should be doing. People have shown huge flexibility during the pandemic and worked hard to keep the country going – now is not the time to be making threats.
Brush up on health and safety
There are lots of factors that your employer needs to think about at this time. Primarily, health and safety – is your workplace safe to be in and has your employer considered the mental health impact of returning to the workplace?
This could include feelings of isolation with continued homeworking or anxiety about returning to the workplace. Our latest webinar provides all you need to know on health and safety at work since government restrictions were lifted.
Know your rights
You have certain rights when deciding where to work:
Employment contract
Check your employment contract. You might have a “place of work” included and, it could be a breach of contact if your employer unilaterally imposes a change of location, without consent. This is important if your employer is saying you must work from home permanently.
Safety
The virus hasn’t gone away, and workers will want to know what their employer is doing to keep them safe. It’s a legal requirement for bosses to carry out a workplace risk assessment. Employers must also carry out the actions that come from their risk assessment – this could include continuing with home working where possible.
If you think there is a serious or imminent danger to you or your colleagues, you may have the right to leave work depending on the specific circumstances. The relevant law is Section 44 of the Employment Act 1996 and it covers all employees. More information on your health and safety rights on returning to work can be found here.
And remember, your employer still has a duty to keep you safe when you’re working from home – see our guidance on risk assessments for homeworkers.
Flexible working requests
Under current law, all employees have the right to request flexible working arrangements, this can include a request to change your location either permanently or for part of your working time. Any employee can make a request, you don’t have to be a parent or carer, but you must have been in the job for 26 weeks and you can only make one request per year.
Employers have to review these requests fairly and respond within 3 months. They can turn down requests for ‘business reasons’ – but we’re campaigning for better flexible working rights for everyone.
Reasonable adjustments
Employers have a legal duty under the Equality Act 2010 to proactively make reasonable adjustments to remove, reduce or prevent any disadvantages that disabled workers face. The law recognises that to secure equality for disabled people, work may need to be structured differently, support given, and barriers removed. This can include working from home.
If you’re a disabled worker and have been working from home successfully during the pandemic, continuing to work from home could be a reasonable adjustment that your employer can provide, should you want it – but bosses must also provide reasonable adjustments in the workplace.
Right to time off in emergencies to look after children
There are huge gaps in childcare provision leaving parents without the support they need to juggle work and care. If your employer has given you short notice to return to the workplace, by law anyone classed as an employee has the right to take time off work to help someone who is dependent on them in an unexpected event.
A dependent includes children but also a partner, someone you live with or a person who relies on you to make care arrangements. If you’re looking at any of these options, talk to your union and they can support you.
Finally, if you’re not in a union, join one.
Unionised workplaces have negotiated for additional access to flexible work and support to manage care that goes way above what you get under the law.
Excellent advice from the National Wellbeing Hub …
The majority of Covid restrictions in Scotland have now been lifted. For many this will signal the beginning of the end of the pandemic, and a return to ‘normality’.
For some of us though, this is going to be an anxious time. We might be feeling anxious about going out, meeting friends, or going back into offices without the previous social distancing measures that were in place. This reaction is normal, and there are some simple things that you can do to help yourself.
If you’re worried about going back to the office speak to your line manager – they should be able to reassure you about what will be in place to keep you safe when you return.
Equally, if you’re going to be working from home for a little longer and are concerned about the impact this is having on your mental wellbeing, raise these concerns.
If you’re worried about getting back into ‘normal’ life, talk to friends, family or trusted colleagues about how you’re feeling. You might find they share your concerns – support one another through these times.
Most places are going to feel busier, but with cafes, pubs, restaurants, and shops more accessible, outdoor spaces like parks and public gardens may be that bit quieter.
You might feel more comfortable easing yourself back into things by meeting people outdoors to begin with. Just because we can meet more people in more places doesn’t mean that we have to. Take things at your own pace and build up confidence gradually.
The pandemic has taught us all how to keep connected at a distance, and to develop creative ways of keeping ourselves entertained. Just because things are opening up again doesn’t mean we can’t continue with some of these things.
When you are out and about, try to keep in mind some of the things we still have to keep us safe from the virus such as wearing a face covering in shops and on public transport. Most of us will now have had both doses of the vaccine. While this won’t make you invincible, it does make it much less likely that you will catch Covid and that the severity of illness is lessened.
Think about your breathing. Taking slow, deep breaths, in through the nose and out through the mouth, as you’re walking out the house. Have a listen to this 10-minute guided relaxation podcast.
Keep a routine. Regular sleep and activity will help you feel more in control. If you’re having difficulty sleeping, try Sleepio.
Be kind to yourself and other people. We’ve never had to deal with a situation like this before, so don’t be hard on yourself for the way you’re feeling. Try not to be too hard on others either. It can feel frustrating seeing people slip back into the ‘old normal’, but remember, restrictions have been tough for everyone and we will all feel differently about the easing of restrictions.
Try one of these apps. Daylight or Feeling Good are very helpful for managing anxiety, and Silvercloud has a number of programmes to help reduce stress and build resilience. Visit the Free apps and online programmes page of this site for details on how to register for these.
A new survey from Acas has found that half of employers in Great Britain expect an increase in demand for flexible forms of working from employees after the country comes out of the Coronavirus (COVID-19) pandemic.
Acas commissioned YouGov to ask British businesses about changes to working practices that they are expecting once the COVID-19 pandemic is over compared to before the pandemic. The poll found that:
Over half of employers (55%) expect an increase in staff working from home or remotely part of the week; and
Nearly half of employers (49%) expect an increase in staff working from home or remotely all week.
Acas has published new advice on hybrid working that can help employers introduce it and manage requests from staff who wish to split their time between working remotely and in their employer’s workplace.
Acas Chief Executive, Susan Clews, said: “The pandemic has greatly impacted working life and it’s unsurprising that many employers and their staff have seen the benefits of flexible working during this difficult period.
“Hybrid working existed before Covid and our survey reveals that more than half of employers in Britain expect this type of flexible working to increase once we come out of the pandemic.
“Our new advice can help employers look at the potential benefits of hybrid working, consider whether it is suitable for their workplace, and fairly manage any staff requests.”
Acas advice is that hybrid working can help businesses attract and retain staff as well as increase staff productivity as the flexibility allows them to balance work and personal responsibilities.
Employees can benefit by saving costs and the time spent travelling to work as well as enjoying a better work life balance.
Acas’s advice for employers includes:
Consult widely with staff or their representatives about introducing hybrid working and discuss practical considerations such as regular communication, technology, performance management and health and safety;
A company hybrid working policy could look at which roles are eligible, how someone can request it and any principles such as allowing remote working for a maximum number of days a week;
Ensure staff who are working remotely are not excluded and have access to the same opportunities as those in the workplace such as team building activities, training and development;
Decisions around whether to approve a request for hybrid working should be fair, transparent and other forms of flexible working that could work as possible alternatives can be discussed with employees;
Think about training line managers and staff to help them prepare for and manage hybrid working; and
Consider a trial period to see if it works and if any further adjustments to arrangements are needed.
