Home 9 HR 9 A majority of employees would consider leaving their employer if their option to work from home was removed

A majority of employees would consider leaving their employer if their option to work from home was removed

by | Apr 11, 2022 16:29

Hybrid working practices formed in the crucible of the pandemic are changing when and where we work. The stakes are high. The so-called Great Resignation or Great Re-evaluation spurred by the Covid-19 pandemic is prompting high attrition, record pay awards, and deepening skills shortages. Employees want meaningful work with employers whose purpose makes sense to them. They also want to feel valued, cared for and like they can progress.

Critics of the five-day week say this cornerstone of working life is no longer fit for purpose in post-industrial economies of the twenty-first century, linking it to poor wellbeing and productivity.

Instead, hybrid working patterns that combine the flexibility of working hours with where we work are shaking up the working week as we emerge from Covid-19 restrictions in many parts of the world and return to “business as normal”. So much so that last year, data from HR software provider CharlieHR suggested fewer than 5% of SMEs would return to the nine-five/five-day week post lockdown. 

A significant amount of research also shows that a majority of employees would consider leaving their employer if their option to work from home was removed. In the workplace, organisations of all sizes and representing diverse sectors are arguing the case – and indeed piloting – a four-day working week: Microsoft, Unilever, Morrisons and Durham-based online challenger bank Atom among them.

After being on the horizon for at least a decade, the reality of the four-day week movement is now with us. It’s easy to see why. The benefits resonate with many key issues in today’s workplaces: wellbeing, diversity, equity and inclusion, sustainability, purpose, and performance. From an environmental perspective alone, if the UK moved to a four-day week by 2025, emissions would shrink by 127 million tonnes, or 20%, helping the country to meet its 2030 greenhouse gas reduction goals. In February, the Future Generations Commissioner for Wales, Sophie Howe, followed governments in Scotland and Ireland to advocate a shorter working week trial for Wales. “It’s clear that following the pandemic, people across Wales are re-evaluating their priorities in life and looking for a healthier work-life balance.”Highlighting the escalating demands of caring for loved ones due to an aging population and an increase in mental health issues exacerbated by working long hours, Sophie Howe added “a shorter working week can result in increased productivity, which will be of huge benefit to employers for a happier, healthier workforce.”

If not managed well and without an appropriate supporting culture, compressing hours into fewer days can lead to employee burnout and higher stress levels. Scheduling challenges in production and manufacturing for example may also mean working four-day weeks is simply not possible for all employees. Staying connected with colleagues can be a further challenge in hybrid and reduced hours working, which can counter other positive impacts.

While the four-day week clearly has its benefits and can be a game-changer, it is not the only option on the table. Hybrid and other forms of working, such as making all jobs flexible from day one, are other ways to achieve recruitment, retention, well-being, and inclusion outcomes. The HR and people profession has a vital role to play in helping employers develop the right culture and policies and in training managers to support a more flexible workforce.

Source: Relocate Magazine, March 2022

Related Posts

How to choose the right Global Mobility technology for your business

How to choose the right Global Mobility technology for your business

Whether you manage hundreds of international relocations or just a few, you know having the right technology in place is crucial. Even though you don't currently have expat employees, hiring foreign workers might be something that you would consider for the future,...

Global mobility: containing costs and adding value

Global mobility: containing costs and adding value

This article is based on the Linkedin Live session from the xpath.global series of live talks on global mobility topics. You can watch the entire series here. The session “Global mobility – containing costs while adding value” focused on one pervasive and burning...

Digital Nomads – five reasons to consider hiring them

Digital Nomads – five reasons to consider hiring them

Digital nomads can be your new employees of the future. As the labour market continues to evolve, so do the types of employees that companies are looking for. In recent years, there has been a growing trend of digital nomads. Those working professionals who work...

5 reasons for hiring foreign workers

5 reasons for hiring foreign workers

Many businesses are having a difficult time filling available positions nowadays. In an employee-centric market, top candidates can pick and choose among various offers. The easiest and fastest explanation that comes to mind is that there are no relevant talents on...

Employee experience – how Global Mobility can enhance this

Employee experience – how Global Mobility can enhance this

The customer is king. This is what businesses have come to understand, whether they are running a small shop or a large company. However, in today’s fast-evolving business landscape, employees are taking centre stage as the backbone of any organization. Holding on to...

How Global Mobility brings value to your business

How Global Mobility brings value to your business

Organisations worldwide are relying on global mobility services to assist them to fulfil workforce demands efficiently. At the same time the competition for acquiring the best talent is heating up, amidst a shifting economic landscape and stricter compliance...

Why you need a robust digital ecosystem for your mobility programmes

Why you need a robust digital ecosystem for your mobility programmes

Imagine how useful it would be if there were a way to conveniently manage all your global mobility cases and resources in one place. With a robust digital ecosystem, this is exactly what you can do! A well-designed digital ecosystem can make your mobility programmes...

5 most common misconceptions about hiring foreign employees debunked!

5 most common misconceptions about hiring foreign employees debunked!

Are you prepared for the war on talent? Or are you at war already? We all know that the skill pool is limited, especially in some industries, and businesses are always competing for talent. Sometimes it's not only difficult but downright impossible to find talented...

How to avoid costly mistakes when drafting your global mobility policy

How to avoid costly mistakes when drafting your global mobility policy

Are you feeling lost and overwhelmed when it comes to developing your company's global mobility policy? You're not alone! Even the most experienced HR professionals can make mistakes when it comes to navigating the complex world of international transfers. In this...

How to maintain compliance on international assignments

How to maintain compliance on international assignments

Maintaining compliance during international assignments can be a major headache for HR managers. Keeping up with changing tax, legal, and labour laws in different countries may be challenging and time-consuming. As more companies expand globally, complying with local...

Top 8 strategies to improve expat employee experience in 2023

Top 8 strategies to improve expat employee experience in 2023

Expatriate employees are invaluable to global organizations nowadays. Improving the expatriate employee experience in 2023 is a key goal for any organization that relies on international talent. Companies must help expats as they adapt to new cultures as the world...

Leveraging technology for global employee success

Leveraging technology for global employee success

Strategies to streamline expatriate management processes HR and global mobility managers must stay abreast of expatriate management practices in a fast-paced, technology-driven business world. Organizations must use technology and processes to maximise employee...