Support your employees through hybrid working this winter

Hybrid working is a method of employment where staff split their time between working remotely (usually at home) and working at their employer’s workplace (the office). There are several benefits to be gained from allowing your employees to enjoy hybrid or flexible working, including potentially reduced overhead costs and a larger pool of potential employees, based on location.

People no longer have to be tied to a location that doesn’t suit them, which can avoid unnecessary commuting. For many, working remotely has benefitted their lifestyles, while others have longed to return to the office. This is where hybrid working has become a fair compromise, appealing to both sides.

Research carried out by the Chartered Institute of Personnel and Development (CIPD) indicates that in the UK, employers expect their proportion of hybrid workers to increase. Many employees have benefitted from hybrid working thanks to a better work-life balance, reduced commuting and easier caring responsibilities.

However, there are challenges too, including increased home energy bills, IT issues, collaboration and training, and mental health care. Acas has previously released guidance on homeworking that remains relevant if you want to look after your employees’ wellbeing.

One of the advantages of remote working is that your employees can set up their workspace however they want. However, others may not have a suitable working environment at home, so having an office space to come to for a change of scene or quiet space can be beneficial. Offering flexible working arrangements will be key to appropriating the best talent.

One of the benefits of hybrid working is reduced costs for employers. If you rent an office space (or have downsized your office), you can use employee hotdesking to save space. Employers can also save on:

• rent
• utilities
• cleaning
• coffee or lunch supplies
• equipment

Whether your employees are working remotely or in an office, there are several things you can do to support them at home or while commuting, to make sure they’re on board with energy efficiency and sustainability. There are a range of measures you can suggest to reduce your remote worker’s carbon footprints and lower energy bills including:

• Quick-win energy saving tips.
• Cycle-to-work schemes or flexible start times.
• Setting green procurement requirements for laptops or other equipment.
• Incentivising colleagues to move to more energy efficient heating.

Reminding them to turn off lights or unplug their computer when they finish may seem like small steps, but when everyone does it, these things add up. Share information highlighting how much energy, money or carbon they could save at home with some minor behavioural changes. Avoiding standby and turning appliances off, for example, could save them up to £35 and up to 50kg of carbon dioxide equivalent every year.

For verified facts and tips on energy saving behaviour, we’ve got an information bulletin that could support your internal communications.