The Future is HybridPosted: 24th January 2022

With more of us replacing our petrol and diesel guzzling cars with cars that guzzle less or no solid fuels at all, a similar trend is appearing at work with more employers adopting ‘Hybrid Working’ models.

Is this all new?

Not really, hybrid working is no more than a form of ‘flexible working’ which has been around since 2003 but which has found much more momentum since the Covid-19 Pandemic. With more of us than ever before spending more time or indeed all of our working time away from our usual workplace.

In recognition of hybrid working arrangements rapidly becoming the ‘new normal’ guidance has been published by the Chartered Institute of Personnel Development (CIPD) which is essential reading for Employers developing or implementing hybrid working arrangements for their staff.

The benefits of hybrid working are identified as:

  • An opportunity to attract new talent
  • Improving the work life balance of workers and their health
  • Increasing productivity
  • Increasing opportunities for those suffering disabilities

The downsides of hybrid working are generally identified as being

  • The loss of the collaborative advantages of working with colleagues in the workplace
  • The impracticality of hybrid working in some roles in which effective performance requires physical presence in the workplace with or without others

Furthermore as a choice many individuals would still prefer to spend their working time in their traditional workplace that at home or elsewhere.

The CIPD guidance encourages employers to develop and implement a formal policy on Hybrid working which should be specific to the needs of the particular business. Like any good policy it should follow a thorough consideration of business needs and aspirations, it should follow consultation with all those likely to be affected by its introduction and it should dovetail with other organisational policies and comply with equality law. ACAS has published guidance available on its website which is also invaluable and provides advice on actions Employers should follow when advertising for roles in which hybrid working is available or how to best manage virtual interviews and inductions of new starters.

For advice on preparing your own Hybrid Working Policy or on any issues concerning Flexible working requests, contact Graham Shannon in our Employment Team at [email protected] or call on 0191 500 6989.