Hybrid working, also referred to as agile working, remote working, split-working or blended working, involves staff splitting their working time between the physical office and a remote location (such as their home).
Since the COVID-19 Pandemic we have seen an increased trend towards home working. However, a number of high-profile employers have recently requested that staff return to the physical workplace full-time. It is reported that Boots made such a request in March 2024, and it was reported this week that Amazon are calling time on hybrid working and asking staff to return to the office.
What are the Benefits and Drawbacks to Hybrid Working?
Benefits of hybrid working can include:
- Reduced overhead costs for employers.
- Increased productivity – reports on hybrid working show, contrary to the perceptions, that there is a trend towards increasing productivity.
- Skills retention – increased flexibility might enable those who might otherwise leave, for example, due to caring responsibilities or for health reasons, to stay where hybrid working arrangements can be offered.
- A wider recruitment pool as geographical location no longer restricts. This also widens the employment opportunities available to those seeking work.
- The ability to work from home may be viewed by potential candidates as an attractive benefit. It may also attract greater diversity.
- Increased flexibility – the removal of the commute and the ability to assemble employees at various locations using video conferencing technologies, allows increased collaboration and efficiencies.
- Resilience – employers who offer hybrid working may be better able to withstand disruptions such as transport problems, adverse weather conditions and even terrorist threats. Established homeworking can form an important part of disaster management planning.
- An overall better work-life balance – this is the key benefit cited by employees, and as the old adage goes “A happy workforce is a productive workforce”.
However, as with all approaches, there can be downsides too:
- The risk of creating a two-tier workforce – there can be a perception that those working from home may be ‘forgotten’ when it comes to opportunities including allocation of work, and access to training and promotions.
- A loss of workplace culture – it can be hard to maintain a feeling of workplace identity and values when the workplace is fragmented.
- Reduced collaboration and innovation – this is one of the reasons cited by Amazon.
- Difficulties with management and oversight – not only on a practical level in managing a workforce remotely but also on maintaining consistent standards.
- Difficulties with delivering and monitoring learning and development. This may have a particular impact on new starters or more junior members of staff.
- Technology costs – while some overheads are reduced, this is one cost that is likely to increase in terms of equipment and software. There may also be duplication of equipment where employees have a ‘home’ and ‘office’ based workstation.
- Productivity concerns – although there is evidence that hybrid working has increased productivity, this may not be the case for all and hybrid working relies heavily on trust.
- Where not all employees work remotely there may also be a perception amongst office-based staff that home-based staff are not pulling their weight, despite statistics disproving such a misconception, and this can create conflict.
- Data security risks – confidential data being processed off-site may be more susceptible to data security risks.
- Decline in mental health – some employees may feel isolated and miss the interactions of the workplace.
- An inability to switch off where the home is also the workplace.
The beginning of the end for hybrid working?
Whilst a number of high-profile employers are revisiting their hybrid working approach, there are many other employers who are embracing and expanding their hybrid working provision.
As with many approaches and policies, for each employer and employee, it will be a balancing act. There is no one-size-fits-all all approach!
With hybrid working, as well as other policies, employers should consult with employees before making any changes and thoroughly assess the pros and cons. Employers should also be mindful that any changes in approach don’t have discriminatory consequences.
Hybrid working, in some form, is likely to be around to stay for the foreseeable future and under the Labour government we are likely to see an expansion in this and other flexible working arrangements.
For advice on Hybrid Working Policies please contact our employment team on 0191 743 9267.
