Before the Covid pandemic only 12.5% of working adults worked from home, according to ONS figures. At its peak in April – June 2020, 49% worked from home. Home working has fallen back slightly to 40% in January to February 2023.
We have seen increasingly that our clients require their employees to work more in the office, as they have concerns about the impact of remote working on company culture, camaraderie, loyalty, learning opportunities for junior staff, supervision, productivity, innovation and collaboration.
Lloyds Bank has been championed as a leading example in flexible working, but in April 2023, the Bank announced that it wanted its staff to work at least 2 days in the office per week, explaining that: “…This is about performance, supporting each other and creating equity…”.
BYN Mellon now requires at least 3 days in the office or ‘corrective action’ will be taken.
Equally we are advising employee clients who want to object to any change to their hybrid working pattern, it being ‘hybrid or the highway’ and a swift exit. It certainly remains the case that a flexible employer will be able to attract the best talent, and crucially, retain it.
We look at the potential contractual and equalities issues that employers will need to consider when seeking to make such a change.
It is important to understand the contractual position, and the first port of call will be the contract of employment and handbook. Also check any relevant...
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