The future of hybrid work in Australia

The shift to more workers working from home is proving to be one of the lasting legacies of the Covid-19 pandemic, changing the way many Australians work.

We know that roughly 35 per cent of jobs in Australia can be done from home. Studies have shown that for many of these workers, the flexibility to work from home has increased their job satisfaction, productivity, sense of wellbeing and ability to balance the demands of work and life, particularly for working women, parents and others with caring responsibilities.

Despite these positives, a recent KPMG report – which surveyed 1,300 employers globally – confirmed that two-thirds of employers are eagerly anticipating a full return to the office within three years.

There is also a move by some employers to ‘incentivise’ workers to return to the office with promises of greater pay and promotion opportunities, with big employers such as Origin Energy and ANZ Bank linking in-office hours with performance bonuses.

But for employers to think a return to the 9-to-5 full-time office grind is the way to go, is not only short-sighted, it’s likely to lead to reduced productivity and a higher worker turnover.

The right to flexible work arrangements

ACTU President, Michele O’ Neil, has spoken about how the shift to working from home isn’t as dramatic as some employers like to imagine.

In fact, prior to the pandemic, 32 percent of workers in Australia worked from home at least for some of the week. Post-pandemic, that number has risen to just 37 percent – not  a huge difference.

What has changed, however, is the law.

New laws introduced in June 2023, as part of the union-won Secure Jobs, Better Pay Bill, further empower workers to request flexible work arrangements, and place the onus on employers to seriously consider a request and have meaningful discussions with the employee. Crucially, employers can only refuse a request on the basis of reasonable business grounds.

Workers also have the right, if their request is rejected, to take their case to an independent umpire at the Fair Work Commission.

A hybrid approach leading to mutual benefits

While there are, of course, alternative benefits to workers going into a shared workspace and meeting and collaborating with others face-to-face; there is much to gain from hybrid working arrangements on a long-term basis.

We’re still in the early days of workers’ having an enhanced right to request flexible work arrangements, but it’s clear that hybrid work is here to stay.

If you believe that workers should have a voice at work, then it’s time to join your union.