An extensive survey conducted by CIPHR has revealed that of 150 large business leaders, more than two-thirds (68%) are considering cutting pay for staff who opt to work from home. 86% had already suspended, temporarily reduced, or removed payments such as the London Living Wage and other location premiums.
The survey found that employers were more likely to deduct the wages of fully remote workers (39%) than hybrid workers (29%), and while 97% said employees could continue to work from home some of the time, this was more likely in smaller businesses. A separate survey of 448 organisations, conducted by Ellis Whittam, found that 33% of employers expected staff working full-time in the workplace before the COVID-19 pandemic to return to the same working pattern post-pandemic. Only 14% would offer full flexibility.
As we are now some 18 months in to the significant move to home working prompted by COVID-19, one of the first significant research papers (from Autonomy Thinktank) has looked into the impact upon employees. This particular research has linked working from home during COVID-19 with an epidemic of hidden overtime, negatively effecting workers' mental health, and disproportionately affecting working women. In its paper, "The Right to Disconnect", Autonomy proposes amendments to the Employment Rights Act 1996 to prevent employers from requiring employees to monitor or respond to any work-related communications, or carry out any work, outside of their working hours. Workers subjected to a detriment for failing or refusing to work outside of their agreed working hours would have the right to bring a claim in the employment tribunal. An exemption would be given for industries where it would not be feasible for employers to comply with the new requirements. Employers, such as those in the care sector, would be required to opt-out of the right to disconnect and clearly demonstrate the need to contact workers outside of their contracted hours.
Whether such proposals will become law remains to be seen, of course.
