Elizabeth Wilson, a senior manager at the Financial Conduct Authority (FCA), had toiled away effectively from home since the start of 2020, shortly before the pandemic. When the FCA’s guidance around hybrid working changed in September 2022 and employees were asked to spend 40% of their time working in the office (for senior leaders it’s 50%), Wilson was adamant that the rules need not apply to her.
She fired off a flexible-working request, citing her excellent performance while working from home and explaining that the technology provided by her employer allowed her to complete all aspects of her job remotely.
When Wilson was called to speak to her manager, Hannah Lipscombe-Mitchell, she felt stressed and tearful, anticipating that she would find out whether her application was successful. But, despite arguing that many of the perceived disadvantages of remote work were “not real”, her request was ultimately unsuccessful.
The incident was eventually brought before an employment tribunal, the results of which were published last month. During the employment tribunal case, Wilson’s manager successfully argued that working remotely could negatively impact performance. Specifically, in regards to Wilson’s ability to provide ad-hoc advice and support to her 14 team members, hold meetings and welcome new staff members.
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