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Hybrid Working – the future of work

Despite the challenges of living and working through the global pandemic, employees have still identified many benefits from working from home, for both them and their employer. These benefits include a better work–life balance, greater ability to focus with fewer distractions, more time for family and friends, saved commuting time and costs, IT upskilling and higher levels of motivation.

While some employees want to work from home all the time after the pandemic, most would prefer a balance where they are in the office for some of the week and at home for the remainder. This has led to the use of a relatively new term: hybrid working.

For those companies who don’t support flexible forms of working may therefore risk increased employee turnover, reduced employee engagement and limitations on the ability to attract talent in the future.

Other benefits of flexible working include savings on office space, higher levels of employee job satisfaction and reduced absence rates.

The pandemic has seen leaps and bounds in technology allowing employees and the employer to be present in and contribute to, most meetings, even when you’re not in the office.

If you are considering continuing with hybrid working, it’s important to consider the following when developing policies and procedures.

  • Setting out who (or which role types) is eligible for hybrid working.
  • Explaining how to request hybrid working.
  • Clarifying roles and responsibilities for hybrid workers and managers.
  • Reviewing other related policies including, for example, expenses, IT usage, homeworking and data protection.

For employers that are moving to the hybrid working model, Do you know the specific working preferences of your employees? If you need assistance on your Hybrid Working Policy please contact us for more details.