Is hybrid working better for employers?

How common is hybrid working really going to be after 19 July, when the government is ending almost all coronavirus-related restrictions despite the rampant spread of the Delta variant?

Acas, the conciliation service, has attempted to find out in the wake of a fair degree of pushback against the practice, including from some prominent employers such as Apple, Goldman Sachs and JP Morgan, whose leaders would like to see their people back in the office.

The answer, according to a YouGov poll of more than 2,000 senior decision-makers in Britain, is that it’s something of a toss-up.

Just over half of those who responded (54 per cent) expected an increase in requests from staff for flexible working. A similar number (55 per cent) expected an increase in staff working from home for at least part of the week.

Interpreting those numbers creates an obvious glass-half-empty/glass-half-full situation.

The fact that a little more than half of British businesses foresee requests and (presumably) plan to grant them, could be seen as a very welcome sign.

On the other hand, the fact that almost half appear to have shoved their heads into the sand when it comes to this issue, one that is of particular importance to women and disabled workers, is rather depressing. But they may soon have to change their tunes.

While there will inevitably be job losses on the way as the government unwinds its furlough scheme, the labour market data that’s been coming through hasn’t been anything like as bad as had been feared.

The Bank of England recently revised down its forecast for the peak. Yesterday the Insolvency Service’s regular statistical update showed 15,661 positions had been put at risk in June, barely a tenth of the number during the same month last year. The number of firms planning layoffs has been trending downwards since then.

That stat is worthy of note. Employers looking to lay off 20 or more workers first have to file what’s known as an HR1 form, notifying government at the start of a consultation process. This gives an early sighter for how the unemployment figures might develop in the future.

The positive number for June dovetails with other labour market data and indicators. We’ve even seen shortages starting to make themselves felt in certain sectors.

Needless to say, a tight labour market will favour firms willing to listen to their employees and show flexibility.

If the money’s more or less the same, and you have a choice of employer, which are you going to choose? The firm that wants you chained to your desk or the one that’s happy for you to work from home for part of the week so long as the job gets done. And it usually does get done. Acas argues that flexible employers benefit from improved productivity, in addition to an enhanced ability to attract and retain high-quality staff.

Managing the transition will naturally be easier for employers that already have some experience of flexible working arrangements. Amid the debate sparked by the pandemic, in which empty heads have, as ever, taken the opportunity to make a lot of noise, it is worth remembering that hybrid working isn’t new.

It has been available in some sectors for many years. Your correspondent, for example, has been working from home for more than a decade.

Acas’s published advice on the subject is hardly rocket science. Consult with your staff. Think about training line managers to help them deal with it; communicate with your people; take steps to ensure they feel included; think about offering a trial period. Many employers will already be doing those things.

Those that aren’t would be wise to don their reading glasses and take it on board. Maybe they could ask for help with it while they’re at it. Otherwise they’ll get left behind. That’s capitalism, which doesn’t always work in employees’ favour but is doing so at the moment.