The CEO of Peninsula Group, Peter Done, has highlighted how attitudes towards flexible working have shifted over the past few years, especially since the pandemic forced many businesses to implement remote working arrangements. There is now a divide forming between those who support flexible working and those who advocate for a return to the office. HR leaders are being asked to navigate this divide as the conversation around flexible working continues.
A joint report from the Universities of Birmingham, York, and Kent in 2023 revealed that managers’ attitudes towards remote working had changed significantly since 2020. The percentage of managers who believed that flexible working improved concentration, productivity, and motivation increased from 45%-55% in 2020 to 72.7% in 2022. However, there seems to have been a shift back towards a preference for in-office work as statistics from 2023 show that a significant percentage of U.S. employers are now wanting their employees to be in the office full time.
The demand for flexible working has been fueled by employees who have become accustomed to remote working during the pandemic. 1.5 million people in the UK were found to be trapped in low-paying jobs below their skill level due to a lack of quality flexible job opportunities. The EHRC also noted that many people with caring responsibilities were seeking greater flexibility in their work arrangements. Businesses have started to offer flexible working options in response to this demand, with some employees even willing to sacrifice part of their salary for the ability to work flexibly.
As the demand for flexible working grows, new rules around flexible working requests are set to be implemented in the UK. Employees will soon have the right to request flexible working from day one of their employment, rather than having to wait 26 weeks. Employers will only be able to refuse a request for a statutory reason, such as a detrimental impact on performance. This legal framework aims to ensure that employees have greater control over their work arrangements.
Employers who are looking to bring employees back to the office full time need to consider alternatives to flexible working. It is important for employees to understand the value of their presence in the office and for employers to address any issues that may cause distress in the workplace. Communication, listening, and negotiation are crucial in navigating working transitions without creating tension within the team. Employers can explore options like adjusting work hours or job sharing to provide flexibility to employees who may struggle to return to the office due to personal reasons.
Navigating the transition back to the office or maintaining a flexible working arrangement will be crucial for businesses in the coming years. The divide between those who support flexible working and those who prefer in-office work will require careful management to ensure that both employees and employers are satisfied with their working arrangements. Open communication, flexibility, and an understanding of individual needs will be key in creating a supportive and inclusive work environment for all.
