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More than a million people have changed jobs because of a lack of flexibility, as half of UK employees feel under pressure to return to the office, according to research from the CIPD.
Now, an HR expert is warning that its long-term effects could be severe.
Vicky Walker, Chief People Officer at Westfield Health, says strict return-to-office policies are hitting motivation and morale, especially for those with caring responsibilities.
With searches for “working from home policy” surging and a third of workers saying these rules are already harming their wellbeing, Vicky offers practical guidance on how organisations can protect employee wellbeing while balancing business needs.
Vicky Walker, the Chief People Officer at Westfield Health, comments on the rise in return-to-office mandates and their impact on employee productivity.
Walker said, “While this policy has been formulated to revitalise the economy, business leaders and HR teams have to consider how it will be implemented and its impact on employees. By increasing the number of working days in the office, businesses may achieve higher productivity and efficiency initially, but it can lead to increased stress and burnout among employees.
While it might boost short-term productivity but in the long term, it runs the risk of increasing presenteeism. Employees who are being overworked without adequate measures in place to protect their wellbeing could be more prone to errors, have decreased motivation and lower overall engagement.
We know that happy, healthy employees are more productive and workplace culture will play a big role in that. Any new working arrangements must take into consideration the potential impact on employee wellbeing, and that will look different for different people. For instance, for working parents or employees who are carers, flexibility and childcare support are essential. Increased work hours in the office without offering the necessary support could lead to an increase in burnout, presenteeism and reduced motivation.
Transparent policies must be in place to address these concerns, and managers and HR teams need to actively support their people through the changes.
A holistic and clear approach that prioritises employee wellbeing and satisfaction is crucial for the long-term success of any policy.”
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