Why you should carefully consider your return-to-office policy

The tide is rapidly changing on hybrid working. For the first time since the Covid-19 pandemic, more people are working fully in-office than hybrid: 43% compared to 39%, respectively. This relatively small gap is set to widen significantly in the near future, with almost two-thirds (63%) of UK CEOs anticipating a full return-to-office (RTO) by 2026, according to the KPMG CEO Outlook survey. 

However, with almost half (43%) of the workforce saying they wouldn’t even consider accepting a job that didn’t offer hybrid working, top bosses may need to consider if the benefits truly outweigh the potential risks of a strict back-to-office mandate. 

At a glance: potential blockers to your return-to-office policy

• Employees may struggle with the cost of the commute
• Commuting takes up valuable employee time
• The productivity debate – are people more productive in the office?
• Hybrid working could be major a USP for engaging talent

Commuting can be costly for employees

Let’s face it, commuting is hardly the highlight of anyone’s day. Crammed onto a sweaty tube or stuck in crawling rush-hour traffic is more than just unpleasant – it’s also expensive. In fact, working 50% of the time from home is said to be equivalent to more than a 10% pay rise for workers in some sectors.

As a growing proportion of the nation are struggling with the rising cost-of-living, the financial implications of a five-day commute is a burden that many could do without, especially as fuel prices continue to spike and rail fares are set to increase again in March. For some – namely the 34% of people in the UK now living paycheque to paycheque – additional commuting days may not be financially viable.

Valuable working time might be lost to the commute

One of the key reasons cited by employers for wanting to implement a back-to-office mandate is to improve productivity. However, home-working can be even more productive, with some employees spending more time working on days they aren’t in the office – an average of 40% of their would-be commuting time, in fact. Spending a few extra minutes at the end of the day to finish something up doesn’t feel quite so overwhelming when you don’t then have a bus/train to catch.

Without the often-quoted improved output, it’s tricky to justify why staff should be in the office five days a week. Pre-pandemic daily commute times averaged nearly an hour; that's five hours a week potentially spent travelling. To avoid losing staff to this – possibly expensive and timely – mandate, bosses will likely have to be creative in how they roll it out. 

The productivity debate

Throwing further doubt onto the productivity argument, our Salary and Recruiting Trends Guide found that only one-third (34%) of people currently working a hybrid pattern say they’re more productive in the office. This reduces to less than one in five (17%) for fully remote workers. In contrast, however, it must be noted that almost two-thirds (62%) of those currently working full-time in the workplace say they’re more productive in the office. 

Sure, some employees may find they work more effectively in an office setting, but this won’t be the case for everyone. There’s evidently no one-size-fits-all solution, so a blanket RTO rule certainly doesn’t guarantee improved productivity across the board – in fact, it may have the opposite effect for some of your employees. Consider how you can find a balance that works best for both parties. 

Hybrid working could be a future USP

Attracting and retaining top talent should undoubtedly be at the forefront of employers’ minds, given the employee-led labour market shows no sign of letting up anytime soon; almost all (92%) employers faced skills shortages over the past 12 months, while four-fifths (80%) found it difficult to recruit permanent staff. 

By 2026, if CEO predictions come to fruition and hybrid working drastically dwindles, then any organisations who have steered clear of strict office attendance rules could be in a highly favourable position against their competitors – with a selling point that’s no longer boasted by the masses and a more productive workforce that feels trusted.

So, before rolling out a rigid RTO policy, consider if the benefits of remaining flexible are worth risking. If you’re unsure whether being back in the office will truly improve productivity and company culture, then perhaps consider other options. 

To discover more about employee attitudes towards different ways of working, as well as how best to support your workers both at home and in the office, check out our latest Salary and Recruiting Trends Guide.