Nearly three-fifths (59%) of UK business leaders believe that hybrid working makes companies more profitable.
In this brave new hybrid world, do we need to completely rethink our approach to leadership development, and the skills needed to be a great remote leader?
Professor Brian Cox, safeguarding the NHS, hybrid work tips and lessons learned from mistakes in the pandemic - here are some of the key takeaways we gleaned from this week's CIPD Festival of Work.
As Britain moves towards the unknown of long-term hybrid working, it will need new levels of trust to avert a harmful two-tier workplace culture.
Speaking at the opening keynote on day 2 of the CIPD’s Festival of Work Carl Benedikt Frey, director of the Future of Work programme at Oxford Martin School, University of Oxford, argued that place is...
When it comes to flexible working– do you update your existing flexible working policies to incorporate new ways of working or do you provide guidelines rather than rules?
Following the outstanding success of homeworking during the COVID pandemic, social housing provider Stonewater has accelerated plans to shakeup working patterns and continue its shift to more digital...
Not only do employees want a four-day work week, but a new report says its introduction would dramatically reduce the UK’s carbon footprint.
There is no doubt that the future of work should be flexible. However, it would be misguided to confuse the full-time remote working that we have seen over the past year with genuine flexible working.
There is a 50/50 split between UK employees offered full-time hybrid working options (48%) and those who haven't (52%), according to a LinkedIn poll run by HR magazine.
When planning to adopt a hybrid work model businesses must not assume that every employee will embrace a hybrid environment. Employees may be uncomfortable with an abrupt transition back to the office...
The coronavirus pandemic has made employers rethink the flexibility they offer employees and how they can utilise it to bring people back to work.
