Hybrid Working – treat it like a seating plan…

The Helens

The Helens

A recent YouGov survey unsurprisingly found most workers want to continue to work from home at least some of the time. However, 6 months ago, surveys indicated the majority wanted to continue to work from home all the time.

And so, the birth of (yet another) buzz phrase – Hybrid Working (- quite honestly, we thought this was always a thing, but it appears nothing can be a ‘thing’ until it has a name, so we’ll go with it).

Many of our clients have been asking – do employees need to apply for Hybrid Working through their formal Flexible Working Application process?

Our advice – at the moment – is no. Any formal application made through the Flexible Working Application process will initiate a permanent change in terms and conditions and prevent employees from making a further application for 12 months.

But more importantly – for employers – it reduces the ability to apply flexibility in response to unpredictable changes in client and customer demands – something our clients have been managing for over a year.

We’d advise taking a holistic approach to Hybrid Working. Unlike individual Flexible Working Applications, treat hybrid working arrangements as you would table planning for a wedding. Consider all the people involved and the impact of having certain people in the office whist others are at home (will the business suffer if one of the tables doesn’t have enough people on it? Or in fact, the wrong people on it??)

At least for the next 12 months, both employees and employers will need to continue to be flexible in their approach to meeting the needs of the business. No-one enjoys a family barney at the end of a wedding. Or do they.  

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