UK-Majority Of Employers Now Offer Hybrid Working But Employers Split Over Whether It Will Last
Posted 30th June 2022 • Written by staffingindustry.com • • • • •
More than three quarters, or 78%, of organisations in the UK allow hybrid working, through either formal or informal arrangements, however nearly half of employers are split on whether hybrid working will continue, according to a survey from the Chartered Institute of Personnel and Development.
A small majority of senior decision makers (42%) felt that ‘the memory of the pandemic will fade quite quickly and it won’t be long before we revert to the way we worked before Covid-19'. However, 41% or organisations disagreed with that statement.
The study found that 54% of organisations expect hybrid workers to be in the office for a minimum number of days either each week (43%) or each month (12%). Two fifths (44%) said there were no minimum expectations to come in.
Where staff are expected in the workplace each week, it’s typically for a minimum of two days (34%), or three days (32%).
Meanwhile, 59% of senior decision makers agreed business leaders and managers in their organisations were more likely to trust people to work from home and be productive following the pandemic, compared to before Covid-19, while 13% disagreed.
While most employers (68%) don’t plan to make any changes to pay and/or benefits for hybrid workers, 4% of respondents said their organisation had reduced pay and/or benefits and 13% said they plan to do so.
Ben Willmott, head of public policy at the CIPD said, “The post-Covid future of work is still undecided. Now’s the time for employers to engage with their people and continue to refine and embed new ways of working that suit both the organisation and the workforce. Developing effective hybrid working arrangements can help employers attract and retain a more diverse workforce while enhancing employee wellbeing, work-life balance and productivity. They can also help employees easily and productively work from home when there are disruptions to their working day, like the rail strikes this week, or when adverse weather strikes.
Willmott also issued a caution on hybrid working.
“Employers should also recognise there are potential ethical and legal considerations for differentiating pay or benefits between those working from home and those working in the office unless these can be justified,” Willmott said. “For example, there could be a risk of indirect discrimination, as it’s likely that there will be more people with caring responsibilities, health conditions or disabilities working more regularly from home. Treating groups of workers differently could also cause or exacerbate pay gaps.”
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