Humans are good at adapting. Many workers became so used to this new normal that the idea of returning to the workplace wasn’t a welcome one – and this continues to cause debate.
Plenty of politicians, tycoons and entrepreneurs have made their feelings abundantly clear on those who continue to work from home. Some of the world’s best-known employers have recognised the beneficial aspects and permanently adopted a flexible working model, allowing staff to continue working from home as little or often as they please.
It is important to remember that as far as employment rights are concerned, home-working and hybrid working models are still technically a privilege rather than a right. Any home working patterns that have not been changed into an actual policy are unlikely to have become contractual by default.
An employer is perfectly within their rights to ask employees to return to the office on a full-time basis if their contract states this is their permanent place of work, especially if they are genuinely struggling to function effectively under the current flexible working model.
The “deal” between an employer and employee rests on two things – the legal contract and the relationship – the latter is a much more complex web of trust, fear, loyalty and the organisation’s ideology, amongst other things. Being away from a collegiate atmosphere can weaken the emotional link between an employer and employee which can make it incredibly difficult to motivate employees. As a...
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