managers are nervous about teleworking, but allowing employees to work from
home can bring significant benefits to both parties, according to research
published today by IRS Employment Review.
of employers surveyed allow office-based employees to work from home on an
occasional basis, for example to meet a deadline, to deal with a domestic
crisis, or because of a transport strike.
and professionals are more likely to work from home, yet management attitudes
can prevent other employees from being able to adopt the same flexible working
findings are based on responses from 54 HR departments across the private and
survey finds that the benefits of promoting homeworking include:
Flexible working – cited by 33 per cent of respondents as the most common
benefit for work-life balance
Provision of office space – potential savings on office space – expressed by 19
per cent of respondents
Service delivery – 13 per cent of employers felt it had a positive effect on
Employee satisfaction – 13 per cent of
employees believed this to be boosted by offering teleworking
Recruitment and retention factors – approximately 18 per cent of organisations
see home-based working as a retention
study also highlights barriers to adopting home-working policies.
Nature of the work – 24 per cent of respondents expressed that their
organisations’ activities were not suitable for teleworking
Isolation – one-fifth of organisations expressed caution about lack of
interaction with other work colleagues
Performance management – 17 per cent of respondents believed it is difficult to
monitor and assess staff who work away from the office
Equality of opportunity – less than 10 per cent of respondents reported that
some roles are not suitable for homeworking so not everyone has the choice
Lack of control – not being able to monitor staff as they work off site.
Employment Review managing editor, Mark Crail said: “Some organisations have
demonstrated that homeworking can be very successful. But as with any
non-standard working arrangement, it has to be monitored to ensure [its]
attitudes also need to be consistent. If senior staff can work from home, this
option should be broadened to lower ranks too.
a time when employers are struggling to recruit and retain good staff, this may
be one way that delivers benefits to both parties. Setting up a homeworker can
be more cost effective than trying to find and train new staff, making it a
win-win situation and a very positive employment policy.”