Flexible working - Homeworking

Homeworking: what does the data mean? 

Homeworking rates soared at the start of the pandemic and have been on a very slight decline from this peak due to return to office mandates since 2022. Homeworking has enabled organisations to attract and retain from a broader pool of talent, supporting people to better manage health conditions while working, and enabling people to perform at their best.

There’s no one-size-fits-all model, in the home vs. office working debate, with organisations continuing to decide what works for their business, teams and individuals. While our research* shows that home working can deliver benefits like reduced sickness absence and improved performance, it does come with some potential mental and physical health risks, so employers must balance flexibility with opportunities for in-person connection. Training and support for line managers to effectively manage home and hybrid workers is also important, covering performance management and wellbeing. 

It's also important to recognise that many workers in frontline industries, like retail or the NHS, don't have the option to work from home. Employers should consider a range of flexible options that can benefit their business and their staff, such as flexitime, compressed hours, job-sharing and term-time working.

Read on for the latest insights into homeworking in the UK.

*For more insights, consult the CIPD's Health and Wellbeing at Work report, supported by Simplyhealth. Now in its 24th edition, the report offers benchmarking data and analysis on health and wellbeing trends and practices in the workplace, with findings and recommendations to help organisations develop and maintain supportive, productive workplaces.