Reform UK is offering several job roles, including one regional director position, that allow home working, the Guardian reported yesterday (6 May).
Despite staff enjoying the benefits of working from home – 2023 YouGov data found that 72% of staff would like to work remotely some of the time – many firms are bringing staff back into the office.
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For Gemma Dale, lecturer at Liverpool John Moores University, Farage’s pronouncements are “flex shaming”.
She said: “It is playing into the myth that those who are working from home are somehow not performing, or maybe even skiving.
“There is no evidence to support such assertions, which ignore the many organisational and employee benefits of flexible forms of work.”
Despite this, Claire McCartney, the CIPD's policy and practice manager, understands that working from home is still up for debate.
As she sees it, some return-to-office calls are made due to concerns around productivity, the need for face-to-face collaboration and the need to get better value from office space.
But hybrid working practices, which include working from home, are shown to benefit organisations from a talent attraction point of view, said McCartney.
“However, some business leaders have expressed concerns that the shift to more home and hybrid working has led to a loss of connection with organisational purpose and culture,” she added.
McCartney continued that any argument for hybrid working needs an evidence base, fairness at its heart, understanding that not all roles can be remote, and to be clearly communicated.
“It’s important to gather and act on insights from across the business on productivity, collaboration and employee wellbeing,” she added. “It’s in employers’ best interests to understand what people want and try to find a solution that works for all.”
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HR leaders might already have ideas about how technology and communication frameworks can benefit inclusion, and ensure connection when working from home suggested Kate Palmer, employment services director for consultancy Peninsula.
But, she added, HR should also act to mitigate worries that bosses, like Farage, might have about remote working.
“To mitigate this risk, employers should implement processes that allow for the supervision of those working from home,” she said. “It will likely have to involve an element of trust, but the use of performance and productivity reports can still point to any issues that need to be addressed.”
Palmer added: “Employers should be mindful that they have a clear and aligned approach that all employees understand.
“Not only will this build trust and confidence in the workforce, but allow for consistent management of processes such as monitoring office attendance.”
