Research undertaken by YouGov and Emburse - a management solutions company - has found that 68 per cent of British workers would return to the office full-time if their commuting costs were paid. This compared to 27 per cent of workers who stated that they would not return to office working even if their costs were paid by their company.
The research also found that 59 per cent of office workers would welcome a four-day week - ranking it as the main incentive that would encourage them to return to the office. Following that, 66 per cent of those surveyed listed Wednesday as their most popular day to work from the office - if given the choice - with 12 per cent stating Friday was the least popular day.
Other top incentives that would lure workers back to the office full time are more paid holidays - cited by 51 per cent of workers and paid lunch in the office - wanted by 48 per cent of under 35’s and 17 per cent of over 55’s.
Paid childcare appealed to the 35-44 age group with 34 per cent - significantly more than other age groups - saying this would make them consider returning to the workplace full time. Less than a quarter of 35’s and 8 per cent of 45-54’s specified paid childcare as an incentive.
Steve Herbert - an employee benefits expert - told HR magazine:
“The issue is probably caused by the sheer duration of the UK’s pandemic restrictions. Home working – and its associated savings in commuting costs – has effectively become the norm for many workers. At a time when the cost of living is at a high not seen in decades, it follows that few workers will be keen to engage again with these additional costs - some may in fact not be able to afford to at all."
Kenny Eon - GM and SVP EMEA at Emburse - stated:
“The impacts of COVID and the ‘great resignation’ mean that companies need to be more employee-centric in their approach and humanising the workplace has never been more important. Part of this means ensuring team members get the best possible work environment. Whilst working remotely is certainly convenient for employees, there are clear benefits of having in-person interactions, as well as the cultural importance of bringing teams together. Data clearly shows that they are more productive than audio or video meetings, so there needs to be a balance between convenience and productivity. A relatively small investment from employers could have a significant impact in driving more in-office collaboration.”
To mark the Stress Awareness Month, caba - the charity training and advising the Institute of Chartered Accountants in England and Wales - has highlighted the mental health condition of the UK workforce.
Despite 44 per cent of HR management believing that their staff are coping well mentally, 41 per cent of employees were found to suffer from stress and burnout.
During the pandemic, an 86 per cent increase in mental health support at work - with a 42 per cent increase in employees demanding support - was seen by the HR respondents.
The most usual way that HR improved mental health was found to be by training, as reported by 61 per cent respondents - leaving 38 per cent of staff still suffering with burnout.
It was found that only 15 per cent of their staff always take the practical health advice offered - leaving 34 per cent of HR managers feeling that their efforts to help workers with their mental wellbeing were not valued. Of the employees who did not seek the mental health support being offered, 35 per cent did not think that their symptoms were serious enough and 28 per cent stated that they felt too embarrassed to do so.
Kirsty Lilley - Mental Health Expert at caba - has suggested some powerful ways that organisations can provide an atmosphere that is advantageous to good mental health.
She cited:
“The quality of a team member’s relationship with their line manager can do a huge amount to mediate their risk of poor mental health. Line managers must feel confident in having open conversations. They need to receive training and be able to ask questions about mental health when discussing normal management and development processes.
Some of us might fear being stigmatised for seeking help, or having our credibility questioned. What’s required, before people can even accept their own difficulties, is psychological safety. After all, if you aren’t in a safe place, it’s likely you’ll deny what’s going on around you, both to yourself and to others.
A key part of this process is taking the time to understand why people feel unsafe. It’s easy to feel frustrated when people are reluctant to open-up, but their resistance is understandable. The first step is to understand where the resistance is coming from and put measures in place so that team members feel at ease.”
The union Unite has revealed that a ballot of members working for the Financial Conduct Authority have overwhelmingly voted to go on strike over proposed changes to pay conditions - witnessing a first for the financial services regulator.
The Financial Conduct Authority members voted 75 per cent in favour of action against the changes - with nearly 90 per cent voting in favour of industrial action short of strike action.
Sharon Graham - Unite General Secretary - said:
“For the first time ever, the employees at the Financial Conduct Authority have voted for industrial action. They have made it very clear that the proposed changes to staff pay and conditions are completely unacceptable. The Financial Conduct Authority management must now address the serious concerns of their employees.”
Unite stated that they have attempted to hold discussions with the Financial Conduct Authority, but this was declined.
Alan Scott - a Unite officer - said:
“The Financial Conduct Authority staff have not taken the decision to vote for industrial action lightly. Unite has made it clear that the pay cuts and unfair appraisals are extremely detrimental to thousands of staff and it is time for the Financial Conduct Authority to rethink these plans.”
A spokesperson from the Financial Conduct Authority stated:
“Our new employment package is highly competitive, providing fair, competitive pay at all levels and rewards strong, consistent performance. Most colleagues are receiving an average 7 per cent increase in base pay this year and over 12 per cent over the next two years - with an additional one-off cash payment of 4 per cent in May. Our lowest paid and strongest performers will receive more. The changes we have made ensure the Financial Conduct Authority’s pay and benefits package remains one of the best - if not the best - of any regulatory or enforcement agency in the UK. While we acknowledge the recent vote, we respect colleagues’ decision and understand the strength of feeling about some of the changes we have made.”
Nikhil Rathi - Chief Executive - said:
“I understand the strength of feeling about some of the changes we are making. We have welcomed the open debate and discussion and - with the Board - considered all the feedback we have received.
We believe we have developed a fair, competitive and sustainable offer that will help us achieve our regulatory objectives, as well as diversity goals, that supports the lowest paid and the strongest performers, with most colleagues receiving a minimum salary increase of over 9 per cent over the next two years and an average of over 12 per cent over that period.”
