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Almost one in three Australian employers don’t have a formal work-from-home policy despite the vast majority of employees currently doing at least some of their job away from the office.
Findings from the 2023 OfficeWorks Flexiworks Snapshot were released over the weekend, providing insights into the current state of flexible work in Australia.
According to the snapshot, 92 per cent of respondents agree that employers should have a formal WFH policy in place.
Ninety-one per cent of respondents agree WFH allows for a better work/life balance than working in the office. A further 46 per cent of those who have looked for a job in the past two years have declined a job offer with what they deemed to be unsatisfactory flexible work conditions.
“Employers can no longer afford to sit on the fence when it comes to flexible work arrangements,” said Flexiworks ambassador Dr Ben Hamer.
“These Flexi Fence Sitters, employers which have yet to formalise a WFH policy, are not meeting the workforce’s expectations. There is a talent shortage in Australia, and flexible work is one of the most important factors in recruitment.”
The benefits of implementing a formal WFH policy are a no-brainer.
Fifty-eight per cent of respondents said the WFH environment makes them more productive versus 21 per cent who said the office makes them more productive. That being said, two-thirds listed the office as more productive for collaborating with colleagues versus 12 per cent for WFH.
When asked about their work-week preference, 58 per cent of respondents believe an arrangement whereby staff can work from home three days a week and two at the office, or vice versa, is the best balance.
More than three in four of those who currently WFH (77 per cent) agree that their employer has found the right balance between working from home and from the office compared with 53 per cent of non-WFH employees.
“The industry evidence for a three-two split each way is overwhelmingly positive, but there are some risks to be considered. For employees to work most effectively from home, they need a suitable workspace. Slouching in a dining chair at the kitchen table or working on the couch is an almost certain pathway to back pain and other health issues,” Mr Harmer said.
While staff are crying out for more formal WFH policies, half have had no support from their company in creating an effective set-up. Among those who currently WFH, 45 per cent have experienced a health issue, with the most common being back or neck pain (22 per cent). Just 37 per cent of current WFH employees have had their home workstation assessed by their employer.
“The answer is that employers need to invest in their staff WFH set-ups – it’s a small cost that has a significant return on investment – and there is a legal duty of care for employees that must be considered,” Mr Hamer said.
Looking ahead, continuing to embrace flexible work arrangements could be all the difference in retaining staff or seeing them walk out the door, Mr Hamer said.
“People are actively choosing not to work for inflexible companies, so embracing flexibility is a no-brainer in this war for talent. Flexibility has a value attached to it and, in a market where many organisations aren’t in a position to simply give their people massive pay rises, flexible working can be a quick and easy win,” he explained.
“Employers also stand to benefit from affording employees a healthy balance between home and office work. Not only is it excellent for attracting and retaining talent, [but it also] has great benefits for productivity, providing employees with different work environments suitable for a variety of tasks, such as team collaboration and deep thinking. This way, it empowers workers to do their best work.”
