The concept of working from home has undergone significant transformation in recent years.

Pre-pandemic, taking the opportunity to escape the surroundings of your regular workplace was often regarded as something of a rare luxury rather than a regular benefit.

Today, expectations around flexible working have been reset and, in many cases, the connection between employees and their place of work has become far more fluid. Indeed, this summer it is expected that the acronym WFH would more appropriately stand for Working From Holiday for millions of people who plan to log in and tick off their to-do list while on their travels.

At the height of the pandemic, almost half of working adults (49%) said they worked from home at some point in the previous week. This compares with just 12% in 2019.

According to the most recent data, the WFH rate has fallen back slightly to 40% but, nevertheless, this figure provides clear indication that home and hybrid working have become embedded as a fixture of the modern workplace.

Forms of flexibility

The reasons behind this shift are varied, but an improved work-life balance is frequently cited by employees as among the most positive aspects of home working. Many workers also report improved productivity in the absence of potential workplace distractions and others point to benefits in their personal wellbeing.

While homeworking and the associated benefits are not necessarily available to every employee – particularly in industries that are not so conducive to remote working, such as retail and hospitality – it is not the only form of flexible working. Part-time work, compressed hours, flexitime and job shares are all examples of arrangements that deviate from “standard” employment practices.

Research from the CIPD, the representative body for human resources professionals, indicates that less than half of UK workers (46%) have access to such flexible working practices. And while there has been a rise in homeworking (as noted above), levels for other forms of flexible working have either decreased or remained stagnant since the pandemic.

Policy changes in this area suggest that levels of flexible working are only set to increase. On 6 April 2024, legislation came into force that gave workers the right to make a statutory request for flexible working arrangements from their first day, while this could previously only be made after 26 weeks in post.

Further change could also be afoot. The King’s Speech, which sets out the new Labour government’s legislative plans as part of the state opening of parliament, included mention of an Employment Rights Bill, which is expected to incorporate the party’s manifesto promise to make flexible working – not just the ability to request it – a default right from day one (except where it is not reasonably feasible).

Appeal among employees

Ultimately, the form that flexible working arrangements can take will vary from company to company and from individual to individual. Its appeal among the workforce appears to be universal, however, with research showing that more than three-quarters (77%) of employees considering a new role think flexibility is more important than remuneration.

In this context, it is understandable that employers are exploring new frontiers in flexible working in a bid to attract and retain talent while also maintaining levels of productivity and business performance. Evidence of this can be seen in the campaign for a four-day week, which is entering a second pilot phase. Proponents of this approach suggest it has benefits for productivity and employee wellbeing – although not all companies that have trialled the approach have pursued the model, underlining the fact that it is unlikely to represent a one-size-fits-all solution.

A key consideration when introducing such flexible working arrangements is the impact on the company culture. While technology has evolved to facilitate communication between employees, there is also a risk that points of authentic connection can be lost among remote-working teams unless they are actively fostered by employers.

Indeed, some individuals have found that the flexibility of homeworking can be counterbalanced by a sense of isolation and loneliness. This is backed up by research which found that employees who work from home full time are more likely to experience worse physical and mental health.

Such findings underline the importance of striking the right balance when it comes to flexible working in the modern workplace. WFH is one part of the equation, but it is by removing rigid thinking and fixed ideas that employers can truly create a happy, healthy and productive environment that strengthens the bonds with their team.

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